Congregations need well-written governing documents and policies that activate to deal with any approaching unhealthy conflict situations. Such documents can suggest how congregations proactively handle situations of conflict that arises that cannot be handled between the people or within the groups who are involved in the conflict. Healthy congregations have positive policies and procedures. Unhealthy congregations have punitive policies and procedures.
One dimension of policies should include a voluntary process for people or groups to access to resolve conflict within the congregation. This would tend to be for times and places where the conflict is at a healthy intensity. A second dimension of policies should include a mandatory process when conflict between individuals and groups is approaching an unhealthy intensity and mediation is required. Both dimensions should include policies and procedures consistent with biblical principles, involve prayerful discernment more than committee or congregational decision-making, focus around principles rather than positions or personalities, and offer full respect for all persons involved.
Too many congregations have no policies written in a proactive manner that help them have a clear procedure for dealing with complex issues where diverse perspectives exist. They have no clear steps to take when situations move from being academic or task-oriented to emotional or relationship-oriented. Without clear policies congregations often get caught in an emotional progression that may spiral out of control. This will particularly happen if the congregation has failed to engage in conflict ministry education that increases the capacity of the congregation to handle typical conflict situations in a manner where they do not escalate.
Sections of the governing documents should suggest what happens if conflict arises in the life and ministry of the congregation, what individuals and groups or involved in the resolution or mediation process, what steps should to be taken, what is the appeal process, and what constitutes closure or completion of the process. Having this does not mean it will always be perfectly followed. Remember, congregations are made up of people who will interpret processes and procedures from their own perspective. Remember, a congregation is a voluntary association where people can choose to reject processes and procedures, and leave the congregation without healthy closure in relationships.
It is hoped these policies and procedures will be based on healthy models of governance and not simply a reaction to how such situations were handled badly in the past. Typically congregations are motivated to develop conflict policies and procedures after one or more incidents where conflict was handled badly. Because of this the tendency is to correct with policies and procedures what did not happen well last time, they seldom relate to what happens next time. In many cases attempts are made to fix what the last pastor did badly and shackle the next pastor with barriers to their freedom to lead. Seldom do policies and procedures seek to correct what laypersons did badly. This is there church and they can act badly if they want to.
If an unhealthy conflict arises in your congregation are there clear policies and procedures for addressing it? If not, why not?
