Core competencies have their roots in the business world and where first introduced in 1990 
by the Harvard Business Review. They have since been developed and applied to the hiring practices of both for-profit and non-profit companies as they began to learn about the ‘type’ of person that was needed to be successful in a particular role. When it comes to the small group champion or pastor of a church, there are at least four that Donahue & Robinson believe must be present in order for that individual to be successful in their role. (I am going to list 2 today and 2 tomorrow)
1) Conceptual thinking
This is the ability to pinpoint the problem in what is otherwise a chain of seemingly unrelated and amorphous experiences. It allows the groups pastor the ability to focus, with laser precision, on the one issue or problem that is preventing their ministry from growing. This person will always say that they know what to do, even when no one else on the team does!
This skill is crucial as a ministry becomes larger and more complex. Without the ability to quickly analyze what is happening and quickly paint a picture of what is needed to ‘fix the problem’ a small group ministry could be crippled without this skill set. Ministry often does not lend itself to acquiring this type of competency which is why many churches are hiring staff from out of the business world where they had a much greater exposure and awareness of how this skill set is used a leadership position.
2) Intellectual Curiosity
The intellectually curious always begin with the question of ‘why’ and in the case of a Small Group Pastor they are also on a quest to understand how things are going now so that they can be made better in the future. This trait is most evident in the person who is never satisfied with the ‘first answer’ but will continue to ask the question until they are satisfied with the outcome or response. While understanding the outcomes has its place, in this trait the ability to ‘keep mining’ for answers is what is most important.
If the trait of intellectual curiosity is absent, as is the case in many leaders and ministries, it will fall into ‘predictable patterns’ and plateau. Conversely, By never standing pat and always pushing to answer the ‘why’ question, the small group pastor is constantly digging for answers that will lead him or her into making changes to the structure or philosophy which will propel the ministry to break whatever barrier is in front of them.
Question: What experience do you have with seeing these two competencies in action as part of your Small Group ministry?
Brian Brunke 