Judy needed management help, fast. Her non-profit had just received a government grant. This would double the size of the organization and introduce more detailed financial reporting. In the search for a division manger to run the new program, we found Rick, who didn't have the right credentials for the position for which we were searching, but seemed to have a lot to offer for other needs. He had good financial experience (to develop and manage reporting) and the contacts and the desire to accelerate fundraising, which is always critical for a non-profit.

Finding Rick was an unexpected benefit, yet there were issues that caused concern. Judy is careful, conservative, thorough, and likes to maintain control. Rick, an experienced manager, is enthusiastic, outgoing, and still ready to change the world. He also loves to talk and sometimes seems not to be listening. This doesn't always fit well in a more production focused, heads-down operation. Would he fit in and could he do the job? Judy asked me if there was a test we could use to ensure he was right for the job.

When matching people and organizations, I focus on three issues.

1. The first is motivation. What needs to be accomplished in the new position? Does the candidate have a desire and need to do the things that should be accomplished.

2. Second, does the person have the experience to tackle what needs to be accomplished?

3. The last focus is fit. Are styles and values compatible? Will communications be easy or hard? Will the person add to or detract from the teamwork that is already present?

I have never been able to find a test that gives a sufficient answer to these questions. Therefore, I rely on carefully developed position descriptions, thorough interviews and extensive references to provide a basis for these decisions.

Rick is motivated to do everything in the job description, which is good. He also sees himself doing more, which can be a red flag. Can Rick reign himself in as a change agent and will he be willing adapt to fit into the culture? If Rick performs and makes adjustments, will Judy be able to delegate more responsibility?

I proposed a three-month consulting contract for a trial run. This trial will focus Rick on fund raising and give him a chance to learn more about the organization. I will coach both about differences in style and strategies for working better together. I will also give Rick feedback about listening and coaching relating to developing credibility in a hands-on organization. At the end of the contract Rick and Judy will have a chance to evaluate the experience and decide if they want to make a further commitment to each other.