Six non-negotiable principles for a successful outcome in church conflict

After many years of working with churches that find themselves in conflictual situations, I have concluded that there are six non-negotiable principles for a successful outcome.

First, an outside facilitator is usually necessary. The nature of conflict is that people take sides, making it very difficult for anyone within to play the role of a neutral mediator. In fact, the larger the conflict, the more critical it is that the individual you bring in is trusted by both sides to have the best interests of the church at heart. The sooner you bring someone in when it is clear that the situation is dangerous, the better.

An outside facilitator must come with a neutral stance and be willing to genuinely listen to all sides, with the desire to find the truth. When I have played this role, I made it clear to the board as a precondition that I would listen attentively, gather information, and share my conclusions with the congregation without seeking board approval for that report first. If they were unwilling to agree to this, I would not help them because factions often exist on the board level as well and I had to be impartial in my findings and recommendations.

The board and the congregation still had to decide whether they would accept my recommendations but I needed the ability to share what I learned openly and honestly. The rest was up to them - and I was of course willing to help them with the next steps.

I cannot overemphasize that a neutral outside individual or individuals can be critical in church conflict resolution. When I held that role, I had to convey some difficult messages to various groups within the church, and I needed to do so honestly, fairly, and without worrying about how people would react. When reporting back to the congregation, I would always ask them how candid they wanted me to be. They would say very candid and I would respond, "I will do that but understand that I will likely make all of you unhappy with something I say." Getting their permission to speak freely and warning them that my findings and recommendations might not be pleasing to them gave me the freedom to speak openly and gave them a heads up that it might not always be to their liking.

Here is the thing. Spin does not work in conflict. Only truth works - hard as it might be to hear.

Second, the issues that are fueling the conflict need to be brought into the light. Conflict thrives in the shadows, in gossip, in cliques, in assumptions, and behind the scenes. Bringing all the competing agendas, attitudes, and positions into the light and allowing all members of the congregation to understand what is being said, what is happening, and what the issues are takes the mystique out of the situation, allowing everyone to respond from a position of knowledge. It also removes the power of those who have an agenda but have not been willing to make it public, instead exerting pressure from behind the scenes. Getting everything on the table allows all stakeholders to understand what is happening and to have a voice in resolving the issues. Ironically, those who are most vociferous in their opinions often exaggerate their support when, in fact, if all facts were known, the majority would not agree. Bringing the issues, actions, and words out of the shadows is key to successful resolution.

Third. Reconciliation is always preferable to disunity. This is actually a hard concept for many who have taken a position in church conflict. First, our natural tendency is to take a hard line, and once we have told others about our own line in the sand, it is humbling to change our position. Second, the longer the conflict persists, the more we tend to view members of the opposing side as evil, dishonest, and disingenuous, with bad motives. Once we demonize people, it becomes difficult to envision reconciliation as a possibility. 

Not being willing to consider reconciliation is to make a mockery of God's reconciliation with us and His call for us to be reconcilers. Speaking of church conflict, this is what Paul had to say to the Corinthians. "I appeal to you brothers, in the name of our Lord Jesus Christ, that all of you agree with one another so that there may be no divisions among you and that you may be perfectly united in mind and thought (1 Corinthians 1:10)." 

In Ephesians 4:1-6 Paul writes, "As a prisoner for the Lord, then, I urge you to live a life worthy of the calling you have received. Be completely humble and gentle; be patient, bearing with one another in love. Make every effort to keep the unity of the spirit through the bond of peace. There is one body and one Spirit - just as you were called to one hope when you were called - one Lord, one faith, one baptism; one God and Father of all, who is over all and through all and in all." Having said that, it may not be possible to reconcile and stay together. Sometimes it means that we part ways and speak well of one another.

Fourth, ground rules need to be established. One of the most incendiary fuels in all conflict is the absence of ground rules - what is acceptable and what is not. For a list of the ground rules that I recommend, see my blog, Negotiating church conflict in a healthy manner. Or, if you want to keep it very simple, look back at the passage in Ephesians 4:1-6, where he says to be completely humble and gentle; be patient, bearing with one another in love. Make every effort to keep the unity of the spirit through the bond of peace. When you think about it, these characteristics are almost always lacking during conflict. What gets in our way? Pride, wanting to get our own way, anger, and our emotions.

Five, you may not convince everyone. There are people who don't want to reconcile. There are people whose pride exceeds their humility, and they have no desire to seek a win-win solution. 

In working with churches in conflict, I don't do very much to try to convince the unconvincible, even if they have the loudest voices. 

I am seeking individuals who are committed to peace and reason and are willing to collaborate in promoting unity within the church. This does not mean that the issues that have caused disunity are swept under the rug. To the contrary, as principle two states, they are all on the table, and those that need to be addressed are addressed. To do that successfully, however, it requires men and women of peace and reason, whose personal agendas do not cloud their emotions.

Who is most likely to leave in a church conflict? Those who have taken a hard stand and cannot or will not compromise that stand. Frankly, it is good for them to leave because they will simply contribute to ongoing conflict if they are not willing to come together with the rest of the congregation.

Sixth: It is a process. Church conflict does not start overnight, and it does not get settled overnight. In some cases, it may take a year to bring the church back to health. The benefits of doing so far outweigh the trauma of either a church split (which damages churches for years to come), a power play by a faction in the church (which causes huge trauma to a church and a significant lack of trust), or not dealing with it at all, which dooms the church to later issues.

What is needed for a healthy process is a willingness of the congregation to work together, recognizing that how they handle their differences will either enhance or diminish the reputation of Jesus. If his reputation is at stake—and it is—I will do all I can to enhance it.

TJ Addington is an executive and leadership coach, an organizational consultant, and a culture specialist. I am a certified master coach with Intelligent Leadership (John Mattone Global). You can contact me at tjaddington@gmail.com. My passion is to help organizations and individuals maximize their gifts and potential.