The Puzzle: Blog

In a recent post, I discussed the definitional challenges concerning what it means to be a “practicing Catholic.” While Catholic school search committees are quick to insist that this attribute is an indispensable Head of School criterion, they often struggle to define exactly what it means. When asked, the eyes tend to glaze over, and a great silence envelopes the conversation. In most cases, no one had ever presumed to ask such a provocative question; it was assumed that the answer was forever self-evident. After halting efforts to arrive at an acceptable definition, though, it soon becomes clear that there is no true consensus around the definition of practicing Catholic – although there IS absolute consensus regarding its necessity.

Once we are clear about the spiritual requirement – however elusive the definition – the search challenge soon shifts to the vetting process itself, and to the strategies for ensuring that candidates under consideration meet the faith standard. The key question becomes, “What can we do as consultants and search committees to avoid getting this wrong”? What should we be looking for to affirm authentic belief? Since there is no reliable glimpse into a person’s soul, we need to rely primarily on an intuitive, probative process to ensure a successful assessment. An especially complicating factor in making this judgment today is that there are currently 30 million people in the U.S. who self-identify as “former Catholics” – that’s roughly 1 in 10 Americans. How easy it would be for ambitious candidates to suddenly become practicing Catholics again when faced with the lure of a compelling leadership opportunity! This is hardly a formula for successful Catholic school leadership.

With a repeated caveat that there are no guarantees of getting this right, the Catholic Schools Practice at CS&A follows a three-part vetting strategy to minimize the chances of error:

1. Direct and Early Questioning

From the very first conversation we have with candidates, we raise this practicing Catholic matter as a prominent concern, and we make it clear that the Head of School “must be prepared to assume the spiritual leadership of the community.” This is not a marginal aspect of the job but core to the duties. It cannot be delegated to campus ministry or outsourced to a local pastor or religious congregation. It must be insourced and deeply felt and lived by the Head of School. We will ask if the person is a practicing Catholic and what that means to his/her family. Candidates will often stumble and deliver an unusually inelegant response. This is okay – at least for now. At this point, we are not concerned about vetting so much as we are about making it clear that this is serious business. We will also suggest that candidates familiarize themselves with the school’s mission and charism and begin to internalize what it might mean to lead this school and singularly own the responsibility for exemplifying those values in their daily practice. Once we plant the seeds of certainty, we hope for more clarity and articulation as the process moves forward. Our goal during this initial conversation is simple but dispositive: We want serious candidates to feel welcomed and valued. But we also want them to reflect seriously on the matter and to self-select in or self-select out. And the sooner the better – for themselves and for the school.

2. Third-Party Validation

This is one of the most effective and reliable strategies in the vetting process. All Head of School candidates are required to submit at least five references, and often more. In our Catholic Schools Practice, we follow an eight-question conversation with referees including this critical question, which is generally posed mid-interview, once rapport and trust have been established: “As Head of this school, John will be expected to assume the spiritual leadership of the community. Have you seen evidence that John is ready for this significant responsibility?” I cannot emphasize enough how important this question is, and how much we learn about a candidate and his/her family. Fortunately, more often than not we learn wonderful things about our candidates, affirming their goodness and ethical qualities and their genuine passion for mission. However, if after three of four reference checks no one has seen evidence of a spiritual component, it isn’t necessarily a deal breaker … but the yellow light is flashing bright and hard. In many cases, the referee returns to the candidate and mentions this conversation, further reinforcing our serious focus on the faith component.

3. Leadership Testimonial

All Catholic schools are by definition mission-driven. Many private Catholic schools are sponsored by religious congregations, such as the Jesuits, Dominicans, Sisters of the Sacred Heart, Christian Brothers, etc., and they adopt the charism of the founding leader as their guiding principles. For the Sacred Heart schools it’s the Goals & Criteria; for the Jesuits it’s “Cura Personalis;” for the Christian Brothers it’s The Essential Elements. Diocesan schools are often inspired by saints such as Pope John Paul II, and many adopt the bold vision or mission statement of the saint such as JP II’s declaration that “Faith leads us beyond ourselves.” These core principles are foundational to the culture and beliefs of these institutions and must infuse these communities with their daily presence and traditions. As a result, an effective last step in the vetting process provides candidates with an opportunity to demonstrate how their leadership would be inspired by these core values. We suggest to search committees that all semi-finalists be given an assignment and plenty of time to ponder and prepare. The assignment: “As part of your interview, please be prepared to discuss how your leadership of our school might be influenced by our core beliefs and founding principles.” This will not only demonstrate seriousness of purpose and indicate candidate preparation, but it will also provide an earnest glimpse into a candidate’s spiritual life and his or her readiness to lead your school.

We believe our three-part vetting process is prudent and likely to deliver the truth. It is intentionally respectful but diligent, and it treats candidates with dignity and great appreciation for their service to Catholic schools. There is no attempt to embarrass or humiliate, but rather to illuminate and reveal a spiritual readiness to lead. A derivative benefit of enormous value to Catholic schools is that this process, over time, also engenders true discernment on the part of candidates. For the several months that they are engaged in the process, candidates are encouraged to reflect on their values and priorities, and perhaps to renew their faith and find their pastoral voice. They grow appreciably in self-awareness and determination, eager to answer the call and lead. As T.S. Eliot once said, “You never know the egg you are sitting on until the shell breaks.” Sometimes great Catholic school leaders emerge from this fragile and life-affirming process: surprised, but reborn in their beliefs and ready to inspire.

Thank you for taking the time to read these reflections. As always, I welcome your comments and suggestions.

Bob Regan is the leader of the CS&A Search Group’s Catholic Schools Practice.  He can be reached at bob.regan@carneysandoe.com.

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