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Pastoral Leadership and Conflict (Part 2)

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Accept notes from people about situations in the church, only if they are willing to sign them. Work to gain trust. Don’t assume that people being kind to you at first means they trust you. Help people become dissatisfied with the same things you are. What got you here won’t get you there. As you create a culture for change, demonstrate that you respect the past and leave some things the same if they are working. Encourage people to accept and value your strengths and be patient with your weaknesses. Develop and teach a clear theology of worship. Worship is response to revelation. If you can articulate a theology of worship, it helps reduce the conflict about styles of worship. Focus on the mission and vision of the church to help avoid conflicts about finances. Teach people how to disagree without making it personal.


Pastoral Leadership and Conflict (Part 2)

I. Respond to Conflict with Wisdom

A. Concerning change

1. Build capital before you make changes

2. Be patient

3. Create a culture for change

4. Respect the past

5. Leave some things the same

B. Concerning leadership style

C. Concerning worship

D. Concerning staff conflict

E. Concerning finances

F. Concerning general disagreements

1. Avoid escape responses

2. Avoid attack responses

3. Avoid always insisting on unanimity

4. Ask the critical questions

5. Know the history

6. Respect the time

7. Keep the response proportional to the conflict

8. Look for every opportunity to use truth

9. Avoid pulpit abuse

II. Questions

A. Who makes the final decision on the budget, the elders or the congregation?

B. How do you deal with someone who causes a conflict publicly in the congregation?

C. The importance of dealing firmly with ungodly behavior

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