Summary: <a href="https://leadingsaints.org/finding-the-extraordinary-fill-church-callings.html/the-rare-find-book" rel="attachment wp-att-947"></a><br> <br> Imagine if you sat on the board of directors for a large Fortune 500 company that needed to find a new CEO to improve the dismal progress of the company. You are not allowed to conduct any formal interviews. You can only choose from people that live in a specific geographical neighborhood (about 350 people). To top it off, you have to make your decision in only 2 weeks.<br> <br> Filling callings in a ward, quorum, or group can feel just as daunting. Most companies would think it was crazy to simply hire someone because you know the person (somewhat) and they seem like they could handle the task. This isn't like the secular world, where it would require a series of interviews and reference checks before making an offer.<br> <br> Thankfully, in any ward or branch people are working under priesthood keys held by a quorum president (i.e. bishop, stake president). Special inspiration comes through these keys and it is remarkable to see the right people chosen for the right callings. Of course, this isn't always the case since humans are involved in the process.<br> <br> It is beneficial to compare the more secular hiring process with the church calling process because though they are different in their approach many of the same mistakes can be made.<br> I recently read a book by called <a href="http://www.amazon.com/gp/product/B00DIKV5AS/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&camp=1789&creative=9325&creativeASIN=B00DIKV5AS&linkCode=as2&tag=le0c4-20&linkId=BMPKOTJYGQVBNOIW" target="_blank">The Rare Find: Spotting Exceptional Talent Before Everyone Else</a> by <a href="http://www.georgeandersbooks.com/authorbio.html" target="_blank">George Anders</a>. When I first saw the title of the book, my curiosity was peaked because I have spent many late nights with bishoprics going through lists of ward members simply trying to find "exceptional talent" for a vacant calling.<br> <br> In this book Anders shares his research on how large and small companies have found new ways of finding extraordinary team members to take their organization to the next level. Just like my example above, not all of the content of the book can be related to an LDS ward or stake but many hit the nail on the head.<br> Compromise on experience; don't compromise on character<br> When pondering over who should serve as the next elder's quorum president or high councilman, it's natural to look at one's previous church experience. Have they served in a leadership calling before? Did they serve a mission? Anders writes, "The difference between growth and stagnation comes down to finding people with bold, fresh approaches, who can create opportunities that no one else saw before." (p.237)<br> <br> Even with a lengthy church leadership resume, the individual's values may not match the values the quorum needs. I'm not talking about moral values or whether the elder quorum president has a felony on his record. Rather, do they value characteristics that the quorum or group needs? Choosing the elder that is always positive and friendly might not be the best choice when the quorum needs organization and consistency.<br> <br> The bottom line from the quote above is having someone with a fresh approach is sometimes all the position needs to succeed.<br> Seek out "talent that whispers"<br> Take a moment to analyze the process you go through to determine who is a "valid candidate". It doesn't matter which calling you are trying to fill because the process is most likely similar. Choosing an auxiliary leader may feel like a can't-make-a-mistake decision since so much responsibility comes with the call.<br> <br> Whether looking for a new CFO for a company or seeking a new gospel doctrine instructor for a ward—the reality is,
