When I tell people whom I’ve just met that my job includes working with congregations in conflict, typically they respond in one of two ways. Either, “Really? Churches have conflict?” or, “Oh dear. That must be hard.”
With that, I know if the person attends, or has attended, church.
Sometimes, those who say “That must be hard” share a story of pain related to conflict in church. Indeed, some no longer attend church due to past wounds.
As people of faith, we want to believe we will behave well when we are in conflict—primarily because we believe our faith should influence how we interact with one another. Sadly, too often our commitment to being right overshadows our commitment to principles of faith. As conflict grows—whether at home, in workplaces, at church or in our faith-based institutions—our frustrations can take over to the degree that our conflict-related stress becomes a runaway train. We find ourselves saying and thinking things quite removed from the principles of faith. We can become so entrenched in being right that we may justify our ill-will as God-ordained.
I recently spoke with a human resources director who works for a faith-based institution and who knows I work with both congregations and workplaces. She asked whether people of faith behave better than those working in secular institutions. I paused, wishing I could give her the answer she was hoping for.
I said that while beliefs are important, I wish our churches would spend more time focusing on formation, helping us answer such questions as: What does it mean to be a person of faith? How do we relate to one another when frustrations run high? How do we address one another when things go wrong between us, as they inevitably will?
These questions are hard to answer as individuals. They are even harder to address collectively—whether at work or at church. Can we hold one another accountable to our faith commitments? What does it mean to disagree well together?
Part of the difficulty lies in the fact that those in faith-based institutions may believe that merely by virtue of being faith-based, challenges between people will not happen. Or that if challenges do happen, they will take care of themselves because people of faith will be people of goodwill. The problem, of course, is that we do run into challenges with one another. We do say things we regret. We do bump into each other.
Even when we are people of goodwill.
I would like to propose the following three responses to the conundrum of conflict in our personal, professional and congregational lives:
- Plan for and mitigate challenges. Life does what life does. Relationships get bumpy; feelings get hurt; missteps happen. In congregations and workplaces, we can plan for this by developing strong organizational health policies and procedures, including policies and procedures for conflict resolution, performance management and harassment/discrimination prevention.
But there is more. In the workplace, if our structures and our communication strategies are not sound, we create environments where conflict is more likely to happen. This means we cannot depend on goodwill or ideal scenarios to make complex structures work. We need to go the extra mile to think through the realities of the structures we create to ensure we have not built unnecessary conflict into them.
- Remember the difference between disagreements and conflict. Many of us forget that when we disagree with one another, we are not yet in conflict. If we could regard disagreement simply as thinking, how would this change our conversations?
Often, I have encouraged churches struggling with disagreements to imagine remaining in communion with one another despite their disagreements. In a world so vulnerable to polarization and division, loving and maintaining communion with those with whom we disagree is a profound act.
- Remember that we all fall down. For most of us, our goal is to be well with one another. The challenge, of course, is that every one of us falls down. We will fumble our way into conflict. Indeed, those who seek to avoid conflict often create it by not addressing concerns in a timely fashion, allowing differences to fester and build.
While we want to fall into conflict less often—and it is good to learn the necessary skills to do so—the greater challenge may be learning how to get up again. What must we do to repair the relationship we have ruptured? And just as importantly, how do we extend a helping hand to those who have fallen around us?
As Richard Rohr teaches, though we may not always behave in the likeness of God, we are all made in the image of God. Practicing fidelity to God by honouring the image of God alive in each person—and in ourselves—is hard and costly work. But it is joyful, too, and healing. After all, it is we, and not the other, who often need a hand up when we have fallen down again.
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