change and conflict presentation
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Leadership in church congregations: conflict and change
Christopher Burkett
ConflictAND
CHANGE
This session:1. Change in organizations - difficulties, blocks,
and levers2. Change and conflict3. Conflict in congregations4. Dealing with conflict
Case study
Case study1.What do you
imagine the causes of conflict are?
2.What’s gone wrong?
3.How are possibilities for positives outcomes to be found?
‘Why can’t the status quo be the way forward in this matter?’
Speaker in General Synod quoted by Charles Handy
Slow changes in the environment can inoculate us allCharles Handy
Reactions to change
R Roller Coaster
Traditionalists Conservatives Progressives Radicals
Brake van 18% Resisting
Passengers 66% Passive
Engine drivers 14% want to
get there
Track layers 2% lead
Rational motivation
Emotional motivation
► Change train ►
3 change blockers
• Blinkers and filters. We filter the world through familiarity spectacles. Group-think.
• The predictability imperative. The unexpected often the unwanted. Carry the present into the future.
• The grip of coalitions. Alliances to block change – we like what we’ve got.
Charles Handy
Levers of changeHarold Leavatt
Task
Systems Structures
People
Change and Conflict
• Goal mission, aims, values, objectives• Role changes, differences, position• Cognition ideas, opinions, judgements, ways of
thinking• Affections feelings, intuitive responses, emotions• Relations other people, communication, alliances• Behaviours words, actions, values, behaviour• Spiritual faith, spirituality, religion• Self inner struggles, tensions, illness
Adapted from Skills for Collaborative Ministry, SPCK
Conflicts in congregations in relation to different congregational models
House of Worship
Family Community Leader Mixed
Money, staff Minister, building
Money, staff, worship, outreach, gender, sexual orientation
Money, staff, worship, outreach, gender, sexual orientation
Minister, money, staff, worship, outreach, gender, sexual orientation, governance
Administrative arguments
Personal arguments
Moral arguments
Moral arguments
Multiple kinds of argument
Confined to board or committee
Widespread and emotional
Widespread Widespread Widespread and emotional
House of Worship
Family Community Leader Mixed
Process viewed positively
Unremarked Viewed as moral
Viewed positively
Viewed with suspicion
No factions Minister v lay leaders
Older v newer members
No factions Many groups each with a preference
No obvious trigger
Prompted by minister proposing admin/finance change
Prompted by members proposing new policies/programmes
Prompted by minister or members proposing new policies/programmes
By new minister or by minister proposing new polices/programmes
Resolved by vote
By vote and/orexit of some
½ by compromise and by vote
¼ by compromise and by vote
Unresolved or large groups exit
Why conflict in Church?
• Voluntary organization• Emotions near surface• Ideological commitment
to peace• Avoidance mechanisms• Tendency to spiritualize
issues• Inevitable lack of clarity
carried over into inappropriate areas
• Part of ‘leisure time’• Nero syndrome – small
place in which imperial power can be exercised
• Natural territory for the fragile and needy
• And ...
Sources of conflict in the Local Church
• Maintenance versus missionBoth require complex organizational responses and are hard to be precise about
• Conservative versus liberal traditionsBetween congregations and denominations, but also within congregations
• Clergy versus lay peopleAgain roles hard to be precise about. Clergy use charismatic authority to defend priorities because role poorly defined. Sub-groups make competing demands. Finance problems blamed on clergy. Close-knit lay communities likely to dominate the clergy
5 styles of conflict managementfrom Morgan, G. Images of Organization
• AvoidingIgnoring conflicts in hope they’ll go awayPutting problems on holdInvoking slow procedures to resolve conflictUsing secrecy to avoid confrontationAppealing to rules to resolve conflect
continued
• Compromisenegotiatinglooking for deals and trade-offsfinding satisfactory solutions
• Competitioncreating win-lose situationsusing power plays to get one’s wayforcing submission
continued
• Accommodationgiving waysubmitting and complying
• Collaborationproblem solvingconfronting differences and sharing ideas and informationsearching for solutionsFinding win-win solutionsseeing problems and conflicts as challenging
Making conflict count for good
Scriptural examples
conflicts in scripture
Active peace-making born of realism
• Change attitude to conflict• Conflict can be a wake up call from God• Conflict happens• Conflict can be productive• Conflict can transform things
Conflict transformation
is to envision and respondto the ebb and flow of social conflict as life-giving opportunities for creating constructive change processesthat reduce violence, increase justice in direct interaction and social structures,and respond to real-life problems in human relationships.
John Paul Lederach
Digging deep
Foundations of a transformational approach1. Recognize conflict is a continuous and normal dynamic
in human relationships2. Envision conflict positively as a potential for
constructive growth3. Respond willingly in ways that maximize that potential
for positive change
Don’t be part of the problem by
• Trying to subdue things by force of personality• Letting dominant people set the agenda• Wearing two hats at once• Not declaring your intentions• Using the pulpit for personal remarks• Denying your own anger
Do work at
• Proactive intervention• Active listening and mirroring• Validating others’ opinions and empathizing• Centred speaking – yourself and what you feel,
not conjecture about others and their opinions• Being assertive but not aggressive• Consensus rather than idealized unanimity
Adapted from Colin Patterson
Peacemakers
References• Becker Penny Edgwell. (1999) Congregations in Conflict. Cambridge: CUP.• Carroll, Jackson W. (2006) God’s Potters: Pastoral Leadership and the Shaping of
Congregations. Grand Rapids: Eerdmans.• Handy, Charles. (1990) Understanding Voluntary Organizations. London: Penguin.• Nash, Sally and Paul Nash and Jo Pimlott. (2011) Skills for Collaborative Ministry.
London:SPCK.• Lederach, John Paul. (2003) The Little Book of Conflict Transformation.
Intercourse (PA):Good Books• Morgan, Gordon. (2006) Images of Organization. London: Sage.• Patterson, Colin. (2003 ) How to Learn Through Conflict. Cambridge:Grove
Books.• Starkey, Mike. (2011) Ministry Rediscovered. Abingdon:BRF.• Steinke, Peter. (1996) Healthy Congregations: A Systems Approach. New York:
Alban Institute.