Interventionists called in from the outside would profit to consult with former pastors, former lay leaders, district ministers, and others who can provide both insight and support.
Sin is not in the initial thought, it is in the extension of the thought to malicious words and deeds. People who refuse to engage in sincere, mature mediation while respecting the position of the pastor need to be seen for what they are and dealt with as decisively as possible cf.
As a pastor I frequently found Paul a great comfort to my heart, especially when I read his prayer for Alexander: In any case they must be helped to change according to their own readiness and willingness, and in keeping with their own personality profile and stage of development in life McDowell, Fowler.
They must be sure that the wagon can bear the freight of such reassignment, and that diffusing potentially explosive situations can happen gradually enough so that more is not lost than gained.
Desensitization involves helping people see several different ways of viewing a set of circumstances. But it takes longer, calls for more concentrated conflict management skills, and far more energy than is demanded in circumstances involving smaller groups of people.
Church Conciliation and Vitalization Ministries, Harper and Row, The Alban Institute, Such help could range anywhere from a local pastoral colleague to Christian Legal Society interventionists to one of several nationally known church conflict specialists.
But when church members and church leaders commit themselves to an ego-involved position, their anxiety that they may be proven wrong frequently builds rigid defenses that get in the way of God leading them the way He wants them to go.
Be who you are—responsibly.
Then, indeed, our churches will become whole, and will more fully live out the purpose of salvation to which we are called. During a conversation, board or committee meeting, or even a group or congregational meeting, the pastor or group leader may expedite the inclusion of a shy person in the discussion.
Remind your people that differing viewpoints are perfectly normal. If they are not ready, the church must wait until they are, and they in turn must allow the church to move forward as God leads the church.
Most congregations will have a person or two like this.
Once anxiety is reduced, a broader perspective can be taken. The ideal of perpetual peace in the church-without conflict-is unscriptural and unrealistic.
Many people who cause disturbances in churches tend to be paranoid in their personalities-tending to feel either persecuted or messianic. As the feelings of the pseuche are integrated with the eternal spirit and corporeal body in a practical as well as a theological manner, we will begin to experience in new dimension the holistic salvation that is offered to us by God.
The extreme action needed to deal with this kind of person should be rare in the life of a church. Diffusing conflict in a rigid church system is really not much different than doing so in a dysfunctional family system, except that it takes longer and is far more complex.
There was time for serious, mature discussion of the conflict.Find helpful customer reviews and review ratings for Managing Church Conflict at mint-body.com Read honest and unbiased product reviews from our users.
"Managing Church Conflict," by Hugh F. Halverstadt, addresses the question of whether conflicts can be "Christian." He argues that the key to making church conflicts "Christian" may be found in providing a faith-based process for differing parties to use; and he defines a "Christian" conflict as depending on which process is chosen for resolution, rather.
In this instructive book, Hugh Halverstadt advocates a Christian vision of shalom for an ethical process of conflict management. He shows how respectfulness, assertiveness, accountability, and a focus on the larger common good should all serve as Christian behavioral standards.
The book is ideal for addressing ministries, church systems, and. The conflict which is in view in the following discussion is conflict where the pastor is not party to the conflict. Where the pastor is party to the conflict, the following discussion is a propos to the pastor also in his relationship within the church.
People get offended, conflict arises and people leave the church. Very often this is the result of mis-communication, or no communication. Church members are human and when there is a gap in information, people tend to fill in the blanks. CONFLICT MANAGEMENT IN THE CHRISTIAN CHURCH 3 in these areas can stimulate productive dialogue, encourage creativity, and promote helpful change and growth.Download