The most important criterion is this: hire someone whose

Opening Scene

The room is softly illuminated by the warm glow of a table lamp, casting gentle shadows as the evening settles in. Outside, the usual hum of the city fades into quiet. Jack sits at the table, his fingers tracing the edges of a book, his thoughts clearly focused on something deep. Jeeny stands near the window, her gaze lingering on the world below. There’s a reflective atmosphere in the air, as though a conversation about character, humility, and the importance of integrity in leadership is about to unfold.

Host: After a few moments of silence, Jeeny turns from the window, her voice steady, but thoughtful, breaking the silence.

Jeeny: “I came across a quote by John Ortberg that really struck me. He said, ‘The most important criterion is this: hire someone whose character and humility and attitude you would like to have reproduced in your church and in yourself.’ It made me think about how leadership isn’t just about skills or qualifications — it’s about character and values. What do you think? Do you believe that someone’s character is the most important thing to consider when hiring for a leadership role?”

Jack: “I absolutely agree with Ortberg. Leadership is about more than just competence or expertise. It’s about integrity, humility, and the ability to inspire others by example. If you want to create a strong, positive culture in any organization — whether it’s a church, a business, or a community — it starts with the character of the people you bring on board. People who are humble, kind, and have a genuine attitude of service will naturally foster a similar atmosphere in the group. It’s not just about leading; it’s about how you influence and inspire others through your actions and attitude.”

Jeeny: “Exactly. And I think that’s what’s so powerful about this quote. It’s not just about hiring someone with the right technical skills; it’s about hiring someone whose values align with the culture you want to build. Leadership starts from the inside — from the character of the person leading. If you bring in someone whose humility and attitude you respect, it’s not just going to impact the way they lead, but it’s also going to ripple out into the people they interact with. Character is contagious, and it shapes the entire environment.”

Jack: “Right. I think leadership has a lot to do with modeling behavior. If someone has the kind of character you want to see in others, they become a living example of those values. Humility is such a key aspect of that. Humble leaders don’t place themselves above others. They’re willing to serve, listen, and learn. They make others feel valued, and that encourages a culture of mutual respect. When you hire someone with those qualities, you’re not just bringing in a leader — you’re bringing in a role model, someone who can truly impact others in a positive way.”

Host: The conversation deepens, and Jeeny moves closer, sitting across from Jack. Her voice steady as she continues.

Jeeny: “And I think what’s also important is that humility doesn’t mean weakness. Humble leaders are often the most confident and effective because they don’t feel the need to prove themselves. They focus on the mission, on the people they lead, and on creating an environment of trust and collaboration. It’s about knowing that true leadership comes from serving others, not from asserting power or authority. When someone has that mindset, it completely transforms the dynamic of the team or community.”

Jack: “Exactly. It’s about leadership being a servant role, not an elevated role. A humble leader is always looking for ways to empower others, to help them grow, and to elevate the team as a whole. They’re not focused on their own status; they’re focused on lifting up others and creating a space where everyone can thrive. And when you bring someone in who embodies that humility, it’s not just the work that improves — the entire atmosphere becomes more positive and supportive.”

Jeeny: “And that’s where attitude comes in. The attitude someone brings to a role can shape the culture of the organization. A leader with the right attitude will encourage others to take ownership, to feel like they matter, and to show up with the same sense of service and respect. It’s about creating a cycle of goodness — where each person’s character and humility inspire the same in others.”

Jack: “Exactly. And that’s why Ortberg’s idea of hiring someone with the character you want to see reflected in the organization is so powerful. When you have a leader who embodies those values, you’re not just building a team; you’re creating a culture. And that culture, built on humility, respect, and service, becomes a self-sustaining force that continues to inspire and uplift everyone within it.”

Host: The room quiets for a moment as Jack and Jeeny reflect on the deeper meaning behind John Ortberg’s words. Outside, the world continues at its usual pace, but inside, there’s an understanding that leadership, at its core, is about character — the ability to model the values that create an environment of trust, growth, and mutual respect.

Jeeny: “So, maybe the lesson here is that when it comes to leadership, it’s not just about finding the most qualified or skilled person. It’s about finding someone whose character, humility, and attitude will shape the environment in a positive and meaningful way. When you hire someone who exemplifies those qualities, you’re not just investing in one individual — you’re investing in the culture and the future of the organization.”

Jack: “Exactly. Leadership is about much more than managing tasks or directing others. It’s about creating a culture of service, respect, and mutual growth. And the best way to do that is by leading with humility and surrounding yourself with others who share those values.”

Host: As the evening continues, the conversation wraps up with a quiet understanding. Leadership is not just about skills or knowledge — it’s about character, humility, and the way we influence others through our attitudes and actions. When we lead by example, we create a culture that fosters trust, collaboration, and growth for everyone involved.