When we think of testing in personnel selection and missions, the first thing that often comes to mind is the issue of particular kinds of tests. I want to take a step back and look at the bigger world of assessment as opposed to the smaller world of testing.
I have used psychological assessments for missionary candidates for 34 years. I get questions about what can be done in the interview process, how to do it, what information to ask, and whether it can be done in a nondiscriminatory fashion.
All righty…there are so many issues here, and most of them are overwhelming to me. I have many questions about GINA as they relate to my consultation and therapeutic practices with mission agencies and their clients. I will list the topics...
We have created a folk theory about trust that is mistaken. I hear from leaders: "If I did that, not one here would ever trust me again!" Or, from followers, "I don't think I can ever trust him or this place ever again!" This allows a spirit of distrust to become the common corporate standard, and a long downhill slide.
Insightful comments, Theresa, however, I am going to push the envelope here a bit. Your approach above would work if there is nothing the person has done which is illegal or unethical, or reputation damaging but what if, as a leader, I come across illegal or unethical behavior, and that person just needs to go?
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