Leadership Team Selection
Qualities Needed in Exec Members
Although there are specific qualities for particular Exec positions, all Exec members should possess the following general characteristics (cf 1 Timothy 3:1-13):
1. Spiritual Maturity — InterVarsity leaders should be growing disciples who seek to conform their character to Christ and submit all aspects of their lives to His Lordship. While none of us are perfect, students involved in immoral behavior or harboring racist attitudes, for example, should not be leaders. Does the person have a regular quiet time? Is she or he involved in a local church? Is she or he committed to prayer? Is there spiritual vitality in his or her relationship with God?
2. Personal Maturity — While similar to the issue of spiritual maturity, this category concerns the way persons carry themselves and conduct their lives. In relationships, is the person caring and respectful? In academic work, is he or she diligent? (While some sacrifice in G.P.A. might be appropriate, studies are important. Flunking for Jesus helps no one). In general, is the person thoughtful, disciplined, and responsible?
3. Commitment to InterVarsity — Leaders need to have demonstrated a pattern of involvement in and commitment to InterVarsity. Do they understand and affirm the vision of IVCF? Do they agree with IVCF’s Basis of Faith? Are they responsive to the present chapter student leaders and staff worker?
4. Heart for the Campus — Not only should a leader care for the students in the fellowship, he or she should also have compassion for those on the campus who don’t know Jesus. Does the person have a vision for making a difference on campus? Is he or she active in evangelism? Concerned about needs and issues on campus?
5. Leadership Abilities — Review the attributes of leadership as described in Chapter 3 and the role of leaders as described at the beginning of this chapter. The Exec is not a training ground for novices, but a place where leadership is exercised. Those chosen for the Exec should already have a “track record” of effective leadership. Has this person been faithful in previous assignments? Does he or she influence others? What leadership skills or gifts does he or she possess? How well can he or she prioritize objectives/goals/needs?
6. Openness to Training — Quality #5 need not rule out students with modest experience but much potential. The key is their willingness to get training. For most Exec positions, a commitment to attend Chapter Camp is a firm requirement. In addition, the willingness to participate in other area events and programs, as well as training by IV staff, is important.
How to Select an Exec
Because student leadership is so critical in InterVarsity, this process of selecting the Exec is very important. It should be conducted with much care and prayer.
Notice my use of “selection” rather than “election.” Choosing spiritual leaders is neither a popularity contest nor a political campaign. Rather, the process requires prayerful deliberation and decision-making by a group of mature, experienced chapter members. The goal is to discern God’s choice of leaders. In the end, the process should echo the Biblical example, “It seemed good to the Holy Spirit and to us….” (Acts 15:28) Consequently, when someone accepts a given leadership position, at the deepest level, he or she responds not to IVCF as much as to the Lord, to a sense of His call.
1. Selection Committee — The present Exec appoints a Selection or Nominating Committee and names a Chairperson. The composition of the Committee may vary. Always include the IV staff worker in the Committee; he or she will likely play a supportive rather than directive role.
In some chapters, the outgoing Exec, or the Exec plus the Small Group Leaders, comprises the Committee. Increasing numbers of chapters are appointing a Committee of mature seniors (plus outgoing leaders not eligible or open to serving again). Often the Chairperson is the outgoing Chapter President.
2. Preliminary Issues — The Committee should discuss and agree on three preliminary questions. 1) What Exec positions need to be filled, and what are the basic requirements and job description for each position? 2) What general qualities are needed in prospective Exec members? 3) What procedure will the Committee follow in making the selections?
3. General Nominations — The Committee develops a list of prospective Exec members. This should be a broad list that includes all possibilities. The chapter should also be encouraged to submit nominations. Suggestions from the Chapter Leadership Team, including Small Group Leaders, are especially valuable.
4. Interviews — It is quite valuable for one or two Committee members to interview each prospect from the broad list. This interview will help you personally assess a nominee’s qualifications, vision, interest, and openness to the requirements of leadership.
Examples of questions used at Stetson University (FL): How long have you been actively following Christ? What are the top three priorities in your schedule? In your mind, what does Godly leadership entail? What would you like to see our chapter become in one to two years?
In addition to interviews, Committee members might want to ask for insight about nominees from other appropriate persons, such as Small Group Leaders.
5. Form a Tentative Slate — Considering the screening process used so far and with much prayer, the Committee now needs to match new leaders with Exec positions, usually starting with President. (Some groups decide on the President and then invite him or her to join the Committee for the rest of the process.)
6. Get Consent of Nominees — Each person on the tentative slate should be informed of his or her nomination, educated about the specific position, and given sufficient time to pray about it. Each person should then be asked to indicate their willingness to serve wholeheartedly as “unto the Lord” in the proposed role.
7. Finalize Selection — Taking into account the responses of the nominees, the Committee makes any necessary adjustments and finalizes the slate of new leaders.
8. Commissioning Service — At an appropriate chapter gathering, present the new leaders to the chapter and commission them for service. Honor the out-going leaders. Thank the Selection Committee. Chapters may develop special traditions. At Stetson University, for instance, this process is made more significant by the passing of a carved wooden chalice, “The Cup of Remembrance,” from the outgoing President to the new one.
When to Change Leaders
There are two basic times when IV chapters tend to select and install new leaders: between first and second semester, or in the spring. There are advantages and disadvantages to each option.
1. Mid-year Transition — The selection process takes place in November/ December, with new leaders beginning in January. The previous Exec has already planned much of the Spring Term.
Advantages: a) Old leaders are still around to coach new leaders; b) Chapter structures and plans are already in place, lessening the pressure on new leaders at the start of their tenure; c) Exec goes to Chapter Camp better acquainted with each other and their roles, and they can therefore make the most of camp; d) Seasoned Exec plans New Student Outreach and gets the chapter going in the fall; e) You don’t have a new Exec and Small Group Leaders team at the same time.
Disadvantages: a) The pool of prospective leaders is smaller (freshmen aren’t ready, and seniors have only one semester left); b) You may lose momentum as new leaders take over mid-year; c) New Exec implements plans of former Exec; d) Valuable senior leaders sometimes disappear from the scene prematurely.
2. Spring Transition — At quarter schools, selection usually occurs in February/March, with new leaders beginning in Spring Quarter. At semester schools, selection ideally takes place before Spring break, with new leaders installed no later than a month before school ends. The new Exec helps the chapter finish the year and concentrates on Chapter Camp preparations.
Advantages: a) There is a continuity of leadership throughout the school year; b) New Exec members can be drawn from rising sophomores, juniors, and seniors; c) You have a better capacity to tackle major projects in Winter/Spring.
Disadvantages: a) More training and team building is needed, so less planning takes place; b) Fewer experienced leaders go into the critical Fall Term.