Church Conflict

Below is a paper from a seminar I took a couple of years ago regarding church conflict.  This was a part of my DMin degree but also served to prepare me for the intentional interim pastoral positions.  I'm posting it here so that it may serve to help others: 

DEFINING CHURCH CONFLICT

Churches represent the bride of Christ, thus some might assume that any form of conflict within a church is completely antithetical to her function and purpose. However, that all depends upon how one views the nature of conflict. Church conflict, as taught by some experts, can be seen as a necessary component of any congregation and even healthy to promote growth and spiritual development. Others view conflict through the biblical lens as a result of sin, thus the solution can only be rightly modeled by God’s approach in reconciliation with man. The concept of reconciliation is at the heart of Christianity, thus methods of conflict resolution are foundational in scripture and thus a necessary function of the church. As such, church leaders must equip themselves to deal biblically with this necessary aspect of church growth.

Conflicts are stressful circumstances which arise in human relationships within any given congregation. This is inevitable in any endeavor where humans interact with each other.  Conflict is particularly unavoidable when antagonists are present and must be dealt with quickly and firmly before greater conflict arises. However, the methods and practices of dealing with conflict and those who cause them can be counterproductive if not handled rightly. Any church leader would be well advised to study and prepare on how to deal with such circumstances as they most certainly will arise.

As seen thus far, there are many components of conflict which must be addressed and defined. Dr. Lloyd Elder, professor and director of the Moench Center for Church Leadership at Belmont University in Nashville, Tennessee defines conflict as “a situation in which two or more members or factions struggle aggressively over what is, or appears to be, mutually exclusive beliefs, values, assumed powers or goals." Most often the cause of conflict can be linked to miscommunication, misunderstandings, personality differences, doctrines, values, or finances. Understanding these root causes and all that defines the circumstance surrounding church conflict is invaluable for leaders given the charge to guide a congregation through these difficult and inevitable paths.

PERSONAL EVALUATION AND REFLECTIONS OF GROWTH

Prior to taking this course I mistakenly thought of conflict as being unbecoming and unnecessary for true believers. I certainly would not have ever labeled any kind of church conflict as “healthy.” My tendency was to ignore and avoid conflict at all costs. If pressed, I would stand up to an antagonist, but I would do so as a last resort and with great reluctance. Most would consider me to be very diplomatic in my handling of disagreements among church members, because I do strive to focus the attention on the issues rather than making it personal. However, my reluctance to address conflict early has most likely lead to larger unnecessary issues that eventually come to need my diplomacy.

I have learned that conflict is necessary and can be very healthy. In fact, conflict can be a sign of growth and vibrancy of a congregation. Recognizing the signs for when church conflict begins to become unhealthy is invaluable. Understanding that my goal as a leader must be “to mediate the situation to achieve a reasonably positive outcome and impact” helps as I attempt to avoid a potential harm when the inevitable conflict arises.  Before, my focus was on avoiding the conflict by focusing on more spiritual matters in hope that it would simply go away if the people were just more “Christ-like.” Now, I understand that while conflict may be a result of sin, that does not make it “unchristian” or unworthy of being addressed or even used to bring about a positive and productive end.

This seminar has helped me view conflict more as an opportunity for growth, but it has also given me a reminder of the seriousness of addressing potential hazards earlier in the process. The class discussions and book reviews helped me to categorize disagreements, define problems, and anticipate conflict. I’ve learned that focusing on the “yes” that unites the congregation is far more effective than attempting to criticize or demean the complainers. I admit, in the past I have been guilty of throwing the whiners under the bus rather than keeping the focus on finding the common ground. Reaching resolution early in the process is much more effective as a long-term solution.

Works Cited:

1 George W. Bullard, Jr., Every Congregation Needs a Little Conflict (St. Louis: Chalice Press, 2008), 64.
! 2 Kenneth C. Newberger, Hope in the Face of Conflict: Making Peace with Others the Way God Makes Peace with Us (Three Sons Publishing, SDM, 2009), 18.
! 3 Peter L. Steinke, Congregational Leadership in Anxious Times: Being Calm and Courageous No Matter What (Herndon, VA: The Alban Institute, 2006), 22.
! 4 Kenneth G. Haugk, Antagonists in the Church – How to Identify and Deal with Destructive Conflict (Minneapolis: Augsburg Publishing House, 1988), 21-22.

5 Loyd Elder, “Managing Ministry Stress: Study Resources,” adapted from SkillTrack Vol. 11 [Accessed on October 26, 2011, from http://www.servantleaderstoday.com/_97.htm].