Managing Conflict in the Church – Part 1
Part 1 – Identifying Conflict
This is the first in series of articles on Managing Conflict in the Church. It is drawn from research done on this subject during a Masters degree.
As pastors we are constantly involved in conflict within the church. It can become extremely wearing on our mind and emotions unless we learn how to manage it in a Biblical manner.
Firstly, we need to understand that conflict is a normal part of life. Avoiding conflict is impossible, although some people do their best to do so. More will be said about that in a future article.
In the New Testament it wasn’t long before wonderful unity and love gave way to instances of false pretences and lying (Acts 5), to serious conflict between two culturally distinct groups within the church (Acts 6), to theological contention (Galatians 2, Acts 15:1f), and to interpersonal disagreement (Acts 15:36f). The first-century churches certainly had their fair share of disputes. They are spoken of in virtually every epistle. Paul’s remark to the Corinthian church is an example: “I fear that there may be [among you] quarrelling, jealousy, outbursts of anger, factions, slander, gossip, arrogance and disorder” (2 Corinthians 12:20, NIV).
Because conflict is a normal part of life and continues to be a normal part of church life, a church will be greatly advantaged when it knows how to effectively identify potential conflict and manage it when it comes.
After many years of experience Speed Leas, church consultant and conflict specialist declared, “I have not yet been in a church that has a decent set of understandings of how to deal with differences when they arise”. If Leas’ comments are even close to the truth a great challenge confronts those who are leaders in the body of Christ.
I believe that to effectively deal with conflict in the church a clear Biblical approach built upon love, truth, mercy, grace, forgiveness and reconciliation must followed. While the church is often poor in dealing well with conflict, by its nature it should lead by example.
Obviously it is advantageous to identify potential conflict in the life of the church before it escalates. It is especially helpful to have some pointers to indicate the seriousness of the conflict and the appropriate action needed to resolve it.
Five Levels of Conflict
Leas speaks of 5 levels of conflict. He says that usually the earlier it is identified and dealt with the easier it is to handle. He says the first two are easy to deal with, the third is tough and the fourth and fifth very difficult and impossible.
Level 1 – Disagreement where people are focused on the issue – when language is specific and clear, and they are problem solving and nor panicked.
Level 2 – Disagreement where people becoming more self-protective – when language more general and not specifically about the issue and self-protection becomes their first agenda.
Level 3 – Disagreement where people becoming more interesting in winning – when language distorts matters dramatically, talk is about “us” and “them” and winning becomes their first agenda.
Level 4 – Disagreement where people try to get rid of the opposition – when language is more distorted and there is speak of the need for “divorce” – “Someone has to leave!”
Level 5 – Disagreement where people become religious fanatics about their position – when language is fanatical and they feel they are called by God to eradicate the opposition.