Dealing with Conflict Within Your Church Staff

Dealing with conflict in any organization can be challenging, but this is especially true in a church environment where the lines between colleague and friendship are frequently blurred. Working relationships within a ministry setting also carry deep roots attached to a robust belief system. Most of us don’t work in church ministry because it seems like an easy way to pass the time. We do it because we are passionate about God’s mission in the world, and we want to attach ourselves to that mission!

Because of this, conflicts in church ministry can be highly personal and lend themselves to additional confusion. If disagreements are not appropriately resolved, strained relationships, hurt feelings, and a dysfunctional work environment may even trickle down to the church congregation. 

Conflict Between Paul and Barnabas

I’ll never forget my father’s advice when I experienced my first major relational conflict in ministry. “Even Paul and Barnabas had a conflict,” he told me. I nodded in understanding. I remembered reading how these two great biblical leaders had to split ways because they could not reconcile their differences (Acts 15:36-41). Though the incident did not destroy their relationship (see Colossians 4:10), they chose to travel on separate missionary journeys because of their conflict. It was a little messy, but it ultimately led to the gospel spreading to even more places throughout the world. 

Ultimately, I was able to work through the conflict I experienced on my church staff without having to part ways. Through intentional conversations, clear communication, and honor, we were able to work through our differences and continue together in fruitful ministry for several years.

The main takeaway from this story is that conflict is a part of life, and it occurs even in ministry settings. As Christians, however, we have a responsibility to deal with conflict in a way that honors each person involved and works toward some level of reconciliation. This is ultimately what Paul and Barnabas did, and it is what we should strive to do. 

Creating an Open and Honest Communication Culture

As church leaders, it is crucial we approach conflict with care, empathy, and a willingness to work toward a solution that serves the best interests of everyone involved while also aligning with the church’s missional values. 

Creating an open and honest communication culture can help set a healthy foundation for the staff and leadership to grow. When leaders encourage everyone to speak freely and frankly with one another, staff teams can avoid misunderstandings and reduce the likelihood of conflicts arising in the first place. When disputes arise, addressing them as soon as possible is essential.

5 Tips to Successfully Work Through Conflict on Your Church Staff

Address the conflict head-on.

The first step in addressing conflict among staff and leadership in your church is to address it directly. This means having an open and honest conversation with all parties involved. Encourage everyone to express their concerns and feelings respectfully rather than allowing resentment to bubble underneath the surface. As a church leader, it is essential to model positive communication and set the tone for the conversation. Listen carefully to each person's point of view, and try to understand their perspective.

Seek the advice of a neutral third party.

Sometimes it can be beneficial to bring in a neutral third party to help resolve a conflict. This could be a mediator, counselor, or even a trusted member of the church board. A neutral party can facilitate productive conversations and offer an outside perspective. They can also keep emotions in check and prevent the problem from escalating.

Focus on finding a solution.

When addressing conflict in your church, focus on finding a solution rather than dwelling on the problem. Encourage the people involved in the conflict to work together to identify potential solutions that meet everyone's needs. Brainstorm options and evaluate the pros and cons of each. Once an answer has been agreed upon, create a plan for implementing it.

Keep lines of communication open.

After a conflict has been resolved, following up and ensuring everyone is on the same page is essential. Check in with the individuals involved and see how they are feeling. Consider scheduling a follow-up meeting to evaluate the solution's effectiveness and any additional steps needed. By keeping lines of communication open, you can prevent future conflicts and maintain healthy relationships among staff and leadership.

Emphasize the importance of forgiveness.

Forgiveness is a vital component of resolving conflicts in the church. While it may not be easy, encourage staff and leadership to extend grace to one another and practice forgiveness. Emphasize the importance of forgiveness and model it in your own interactions. By showing grace and forgiveness, you can help foster a culture of unity and cooperation among your team. Especially once a conflict has been resolved, it is important to move forward and not rehash old grievances. It is a continuous process of forgiving and remaining humble whenever there is conflict. Forgiveness is vital to achieving reconciliation, genuine peace, and love. It may take great effort to achieve, but it is essential.

Consider all perspectives.

Church leaders must often make difficult decisions when dealing with conflict. Ultimately, however, these decisions must be made after considering the perspectives of all parties involved. When combined with patience, adaptability, and a willingness to compromise, decisiveness can result in fruitful discussions, solutions, and the resolution of unresolved issues. Involve everyone in brainstorming about how the problem can be solved, and as mentioned, if necessary, seek external help. Conflicts can be challenging, but addressing them directly and finding a solution that meets everyone's needs is essential.

Conflict Management Starts with Church Leadership

Implementing these tips can create a healthy work environment where conflict is addressed positively and relationships are maintained. Remember, as a church leader, you must model positive communication and ensure that disputes are resolved productively and respectfully. Amidst the conflict, it can be easy to become overwhelmed by emotions and fail to see the bigger picture. 

Revisiting the values, missions, and shared goals can bring everyone back to a focused vision that motivates and brings everyone together. Ensuring the focus is on the common good rather than egos and self-interest will help your team achieve success.

Finally, as we take steps to resolve conflicts at the staff member and leadership level in our churches, it is essential to remember that all relationships, whether personal or professional, in corporate life or ministry, require attention at times. How we handle these challenges makes all the difference in setting the tone for the outcome. While disagreements may get heated and emotions may run high, addressing them can lead to better communication and relationships, ultimately increasing the trust and vitality of your church.

Build a Healthy Staff Culture Through ChmS

Disorganization is one of the most common causes of conflict in the workplace. Most of the time, this conflict can be avoided by implementing management systems and strategies. Breeze’s church management software system is designed to help your church staff stay organized so they can focus on their mission and avoid unnecessary conflict! To learn more about Breeze’s church management solutions, click here.