After discussing this subject with numerous people, I have preliminarily concluded that there are significant causes of division within many groups and teams, and especially the church. Before I review my hypothesis, I’d like to take a look at how we unite first. If you think about how people are connected to the local church, the natural response is, “through God.” That is, people join first by something in common. Specifically, the initial intention is to either know God more or praise God (both in many cases).
Subsequent to people gathering for this intention, the connection tends to fall apart unless specifically guided back on track. I think it falls apart because although we are connected for one purpose, that purpose in itself has its deviations. That is, as Christians we all believe in God, Jesus Christ, the Holy Spirit, Salvation, Mercy & Grace, Eternal Life, etc. Or do we? The further the list grows, the more deviation occurs. For example, some believe Hell is fire and brimstone whereas some could make the argument that Hell is the absence of God and eternal nothingness. Since I’m not a theologian, I cannot make a strong argument either way, but the point is we are divided from the minute we walk in the building (but that’s okay, we’re human beings who are designed to be different).
Division
Within any given church (or group), there are those that continue to create or invite division. It seems to me there are three significant causes:
1) Expectations. Our backgrounds are different and thus our expectations of what the local church should be are different. It seems logical at least three things need to occur:
- All members should understand what exactly their expectation is and be able to articulate it.
- Churches should explain what their mission is and how they plan to accomplish that mission.
- Existing members should re-evaluate their expectations to see if they are in concurrence with the church’s mission.
Note: It’s noteworthy to mention that expectations considerably affect those that are not connected, but our groups can help. By inviting people in our group/homes and discussing these factors, previous negative perceptions can be reduced if not eliminated.
2) Agendas. As expectations divide, individual passions divide. The fact of the matter is, among members in the church, there is little hierarchy if any. Some may be able to influence others because of their positions in performance (drama, music, testimonies, etc.), but there is no measurement of Christianity (thankfully) and because we are all created equal, our status in the church is equal.
In other words, we are all equal stakeholders in the local church. Some feel it incumbent upon themselves to drive the church towards what the church should be. That is, some use their expectations to motivate their own personal agendas.
3) Consequences. In this case, it doesn’t seem there are any consequences. In families, when individuals deviate from the family’s goals, conflict arises and living becomes difficult. In some cases, individuals are forced to move out and the family breaks apart. At work, those that pursue individual goals over the organization may suffer poor social relations with others, receive lower merit reviews & reduced merit-increases, performance management, and potentially termination. Within many groups where results are important, there is a consequence for deviation. What are the consequences at church? It seems there are none, but there is one substantial consequence which seems under-emphasized: damaged relationships (which can lead to banishment or disassociation).
The purpose of joining any group is to regain or enhance some feeling of community and support. Some may call the church an extension of their family. By pursuing anything other than the mission of the church/group, an individual falls into a downward spiral and is therefore defeating the initial intention of joining; in short – it’s counterintuitive.
Suggestions
What can be done about this phenomenon? Unfortunately, people are unpredictable and you cannot change peoples’ expectations, agendas, or eliminate the consequences (you can’t change them, but you might be able to influence them). I suggest you try the following:
1) As a church or group, try to understand and articulate what the expectations are of each individual. Just because your expectations vary, it doesn’t mean you don’t belong, it just means you have a different idea of what church should be. It’s okay to have a different idea, but remember three things:
- You can alter your own expectations
- You can emphasize (or de-emphasize) certain expectations
- You can find a church that better meets your expectations
Change can be good and sometimes we feel we are “called” to be the instrument of change. If it means causing a divide in the church and damaging relationships, I would challenge who the call is from (it may be the antithesis of God himself. There may also be complex psychological issues at play). I’m not suggesting the call is wrong, but maybe there is a better approach to implementing change.
Also, ask yourself this, “How realistic are my expectations in the larger scope of things?” Or, “What am I willing to be flexible on?” Specific components within your expectations may include worship & praise (band vs. choir or Powerpoint vs. hymnals), atmosphere (stained glass & pews vs. multipurpose room & cushioned seating), and personal involvement (anonymity vs. participation).
2) Determine what the mission is and live it. If you look around your work environment, you may find a mission statement somewhere. I’ll bet this statement is on a plaque on a wall and rarely reinforced. Technically, your mission statement should have nine components:
- Customers
- Products/Services
- Markets
- Technology
- Concern for survival/growth/profitability
- Philosophy
- Self-concept
- Concern for public image
- Concern for employees
(Source: David, F. (2005). Strategic management, concepts and cases. 10th ed. Upper Saddle River, NJ: Pearson Prentice Hall).
Fred David also states the following, “…the mission statement answers the question, “What is our business,” the vision statement answers the question, “What do we want to become?” Many organizations have both a mission and a vision statement” (2005, p.54). I believe what Dr. David is trying to say is that some mistake a “mission” statement for a “vision” statement. I don’t think the semantics are important, but the aforementioned material may help your organization answer the question that each statement asks.
Either way, whether you choose a mission or vision statement, follow it and talk about it frequently. When deviation occurs, refer back to the statement and ask, “How do your actions/behaviors/proposals fulfill or complement the mission/vision statement?”
Is it okay to make a suggestion for change? Sure it is, but a suggestion can be accepted or declined and should be received as such (is it a suggestion, or a command?). Just because your suggestion wasn’t accepted, it doesn’t mean you were wrong. At any rate, I recommend you follow Walt Disney’s advice, “Keep Moving Forward” (watch Disney/Pixar’s Meet the Robinsons for a full reference).
3) Iterate/reinforce the concept of “developing relationships.” Church is not about following one person. It’s about the collective body following the collective mission. That means being together, working together. Paul said it best in Philippians 4:5,
Let everyone see that you are considerate in all you do. Remember, the Lord is coming soon (NLT).
There will be differences and you may disagree with the decisions of your church leadership. There comes to a point where the congregation may not know all factors in a decision, but do they need to know? I don’t think they do. We need to trust our leadership to some degree and understand that many factors affect a decision. Many times, I’ve questioned my own church with the decisions that are made, but I come back to the same conclusion: I’m there because I enjoy and learn something from the message on Sunday and I have made some great relationships. And overall, the decisions made do not affect my expectations.
Implications
Succinctly, groups help maintain cohesiveness amidst division. Review your expectations within your committees, groups, and teams and challenge yourselves with your agendas. There is no doubt that church dynamics are complex in some areas, but your groups can help clarify (if not simplify) your purpose.
In this case, the best any of us can do is to try and illuminate these three areas. Perhaps talking about them and raising awareness can help some overcome Satan’s tricks to create division. Does increased awareness guarantee change? Of course it doesn’t, but it’s one step closer to change and with a little prayer (or a lot) who knows, the “unity” in “community” could really stand out.