The purpose behind this method of leadership selection is to ensure that Chick-fil-A invites only the best and most qualified leaders to lead our team and represent our business. This process will be an excellent method of distinguishing candidates who are qualified for the role from those who think they are or appear to be on the surface, but in fact are not. If a candidate is serious about pursuing the level of excellence required to lead in our high-level organization, they will go through the following process.

Step 1: Expression of Interest

The interested party must fill out an expression of interest application. The director team will review the expression of interest. They must reach the minimum qualification to be considered. The expression of interest will include a few questions that will detail why they think they would make a fit for the position and how you can impact the business.

Step 2: Characteristics Required

Applicants will have the area directors rate them on a scale of one to five based on these seven characteristic requirements. Must have a score of 4 or 5 in all 7 areas to be considered:

1. Detail Oriented- is he/she someone who pays attention to the details and can make a conscious effort to understand causes instead of just the effects.
2. Attitude–Is his/her attitude upbeat and infectious? Do they have a “get it done” attitude that is optimistic?
3. Patience-the ability to remain calm and not become annoyed when dealing with problems or with difficult people
4. Takes initiative–Does he/she wait to be told what to do or seek It out themselves?
5. PaceSetter – is he or/she someone who ensures pace and structure within team members and motivates them with clear expectations of quality and strict deadline
6. F.A.T.–Is he/she faithful, available, and teachable?
7. Vision–Does he/she understand our vision, and do they bring something to it?

Step 3: Proficiency

“Advanced knowledge or show growth of this area of the business”

Potential leaders will go through a hands-on assessment administered by one of the directors based on the area selected. Through this process the director team will determine if you have sufficient knowledge in a selected area.

Step 4: Leadership and Strengths Assessment

Potential leaders will go through a strengths-based assessment with the Leadership Development Director using the “Top 5 Clifton Strengths". Through this process they will determine what are their top five strengths. This will enable the Leadership Development Director to accurately gauge what makes that leader excited and where they may best use those skills.

Step 5: Leadership Growth Initiative

The leader will need to show the initiative of their own accord and on their own time to grow by completing all of the following:

• Watch and summarize Craig Groeschel podcast:
  • Becoming the Centered Leader Your Team Craves - Craig Groeschel Leadership Podcast
  • When a Leader Procrastinates | Catalyst One Day
• Listen to and summarize Andy Stanley’s Leadership Podcasts:
  • Courageous Leadership, Part 1 Andy Stanley Leadership podcast
  • Courageous Leadership, Part 2 from Andy Stanley Leadership Podcast

Step 6: Selection

Once the candidate has completed all steps in the process to the satisfaction of the Operator and Leadership Development Director, a selection will be made. The area Director, Store Director and Operator will make their selection. The work put into the various steps will be taken into account as well as leadership’s knowledge of and experience working with the candidate. If a candidate is selected, they will be presented with a package with role description, bonus structure, and tools needed for that role.