In the field of positive psychology, focus is placed not on diagnosis and treatment of maladies but on creating the conditions for human flourishing. A key aspect of thriving is engagement, when we are so into what we are doing that everything else fades into the background while we are doing it. The flow model developed by Mihalyi Csikszentmihalyi says that for people to be deeply engaged in an activity, the skill level of those people must be in balance with the challenge of the task. If skill availability is high while difficulty of the task is low, people will get easily bored. If the challenge outweighs the talents of those involved, the anxiety in the room ratchets up.
There are a few applications of the flow model to search team work. First, make sure that all the skills and qualities needed for a good search are represented on the search team. Otherwise the team will either be discouraged quickly or overconfident without good cause. Second, pace the work of the search well. Trying to move the process along too quickly will tip the scales toward challenge no matter how much skill is in the room.
The flow model is also useful in assessing candidate fit. If the congregation has done its self-study homework, it will have determined what kind of challenge God is calling the church to in this new season of ministry. A great-fit pastor will have the needed skills to lean into this mission and will draw gifts out of congregation members so that this vision of ministry can be faithfully pursued. If that minister doesn’t have the qualities needed, the church will start to worry, leading to conflict or stuckness. If that clergyperson is over-qualified to encourage and equip others in that vision, however, that leader will start to look around for bigger challenges in new congregational contexts.
If your search is not in flow mode, stop to consider why rather than pushing ahead. Course-correcting is always an option, and it’s much preferable to burning out your team or calling a pastor who isn’t a great fit.