Selection and preparation of leaders

White Book provision

Disorders in leaders - proper selection and preparation for service. Discerning the emotional and psychological maturity of candidates is of critical importance. The process of formation and selection should minimise the risk of abuse and personal crises.

The dark side of leadership

Not everyone who wants to lead should do so - and not everyone who effectively inspires people is safe for a community. Leadership psychology describes the so-called dark triad of traits (narcissism, Machiavellianism, psychopathy) that may help someone gain a leadership position while leading to manipulation and abuse. In Bad Leadership (2004) Barbara Kellerman showed that bad leadership is common and always co-created by the followers and context that tolerate it.

In religious communities the risk is particular, because spiritual authority is easily confused with personal authority. The preamble of the White Book names the risk of abuse as one of the key challenges.

Biblical criteria

The First Letter to Timothy lists conditions for those who are to lead the community: above reproach, sober-minded, self-controlled, hospitable, able to teach, gentle, not a lover of money, managing his own household well, and mature in faith - “he must not be a recent convert, or he may become puffed up with conceit” (1 Tim 3:1-7). The criteria concern above all character, not talent.

What to look for

• Emotional stability - how does the candidate react to stress, criticism, failure?
• Ability to receive feedback - do they listen or defend themselves?
• Relationships - do they have close, healthy bonds outside their service?
• Motivation - service, or a need for admiration and control?
• Respect for boundaries - their own and other people's.
• History - how did they function in previous roles and communities?

Good practices

• A process of appointing leaders spread over time, with a trial period (see the discipleship method).
• Team discernment rather than one person's decision.
• Conversations with people who knew the candidate earlier.
• When there are serious doubts - consultation with a specialist (psychologist).
• Training in safeguarding children, young people and vulnerable adults before service begins.
• Ongoing accompaniment after appointment: mentoring and periodic review.