Ministry Conflict and Resolution: A Reflective Analysis
Lesallan Bostron
Ohio Christian University
MIN3015 Church Administration (ONL24F1)
Dr. Timothy Waugh
December 8, 2024
Ministry Conflict and Resolution: A Reflective Analysis
Conflict within a ministry setting can have significant negative repercussions, potentially disrupting the ministry’s operations. As McIntosh (2004) states, “We must manage conflict; we can never remove differences” (p. 207). This paper reflects on a personal experience involving conflict within a ministry, exploring the steps taken to resolve the issue, the outcomes of those actions, and what might have been done differently. Through this analysis, we can gain valuable insights into effective conflict management strategies that promote a culture of respect and unity within the ministry.
In a recent ministry setting, I witnessed a significant conflict arise between two key volunteers who had opposing views on how to execute an important outreach event. One volunteer was a staunch proponent of a traditional approach, believing that honoring the church’s history and established practices was crucial for creating a meaningful experience that resonated with long-standing members. This individual felt that a conventional strategy would not only respect the church’s heritage but also foster a sense of community among those who have been part of the congregation for years.
On the other hand, the second volunteer passionately advocated for a modern and innovative strategy. This volunteer argued that in order to effectively engage younger members of the congregation and attract new attendees, the event needed to incorporate fresh ideas and contemporary methods. They believed that adapting to current trends would be essential for connecting with a broader audience and ensuring the event’s long-term success.
As discussions progressed, the disagreement intensified, leading to significant tension between the two volunteers. Their conflicting perspectives began to ripple through the volunteer team, creating an atmosphere of uncertainty and frustration. The disagreement not only put a strain on team dynamics but also threatened to derail the planning process for the outreach event, which was intended to bring the community together and make a positive impact.
To reconcile the differing viewpoints, it became essential for the team to facilitate open dialogue and find common ground. By encouraging collaboration and allowing both perspectives to be heard, it would be possible to develop a hybrid approach that respected the church’s traditions while also embracing innovative ideas. This way, the outreach event could honor the past and simultaneously appeal to the needs of a new generation, ultimately fostering unity within the team and ensuring the success of the event.
To address the conflict, the ministry leader implemented several key steps. First, they organized a private meeting with the two volunteers, allowing each individual to share their perspectives without interruption. This approach is essential in conflict resolution, as it ensures that both parties feel heard and respected. Subsequently, the leader facilitated a joint meeting where the volunteers could openly discuss their views, with the leader serving as a mediator to guide the conversation and keep it constructive. Additionally, the leader encouraged the volunteers to identify common ground, highlighting their shared objective of ensuring a successful event that aligns with the church’s mission (Johnson & Johnson, 2017).
The outcome of these efforts was a compromise that combined aspects of both traditional and modern approaches. The volunteers reached a consensus to merge their ideas, resulting in a program that respected the church’s history while incorporating new elements to engage younger members. This resolution not only resolved the immediate conflict but also strengthened the team, illustrating that diverse perspectives can foster innovative solutions.
Upon reflecting on this situation, it is evident that additional steps could have been taken to manage the conflict more effectively. For example, incorporating regular team-building activities and offering conflict resolution training prior to the event could have mitigated tensions preemptively. Such proactive measures can help foster trust and enhance communication skills, making it easier to navigate conflicts as they arise. Furthermore, establishing clear guidelines for conflict resolution within the ministry could provide a structured framework for future disputes, ensuring that all parties understand what to expect and how to proceed (Lewicki, Barry, & Saunders, 2016).
In summary, effectively managing conflict within ministry settings is crucial for sustaining a harmonious and productive atmosphere. The case study presented in this paper underscores the significance of active listening, mediation, and seeking common ground in conflict resolution. By adopting proactive strategies and promoting a culture of open communication, ministry leaders can successfully navigate conflicts and cultivate a stronger, more cohesive team.
References:
Johnson, D. W., & Johnson, F. P. (2017). Joining together: Group theory and group skills (12th
ed.). Pearson.
Lewicki, R. J., Barry, B., & Saunders, D. M. (2016). Negotiation: Readings, exercises, and cases
(7th ed.). McGraw-Hill Education.
McIntosh, G. L. (2004). Staff your church for growth: Building team ministry in the 21st century.
Baker Books.
Nate, P. (2024). McIntosh states, “We must manage conflict; we can never remove differences”
(2004, p. 207). – Search Videos. Bing.com. https://www.bing.com/videos/riverview/relatedvideo?q=McIntosh+states%2c+%e2%80%9cWe+must+manage+conflict%3b+we+can+never+remove+differences%e2%80%9d+(2004%2c+p.+207).+&mid=2A0080B610FA2EFF03CF2A0080B610FA2EFF03CF&FORM=VIRE
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