As a Pastor, I am recently in conflict and church crisis. We have had many discussions and dialogues that are related to my abilities and perfomances as a pastor. I have taken them in. At times the vantage point is good ( from others), and it gives us a chance to evaluate ourselves as others do, instead of what we think people see or hear. It is a good learning lesson.
But there is still conflict and crisis, and the unhealthy will become evident in the midst of healthy attempts and growth. Keep plugging away at being healthy and vibrant...God will know your efforts. But be forwarned, conflict may still exist. One must ask themselves, "Do I want what's best for me?...or for the Work of Christ to move forward?" Never easy.
Blessings!
anonymous (Guest)
Posted: October 06, 2007
a peron in leadership pled guilty to sexual charges,said he had to but they didnt have ny evidence, yea rght. ny way it was like something sexual like exposing himself to women, this happened about ayear ago , i had always had discerned a spirit of deception, but he is a sunday school to an adult class, he was not punished as far as the church was concerned, he was allowed to keep teaching, well unfortunatly he is my neighbor and we caught him prowling around our house at 5 in the morning when he thgt my husband was gone but was wrong he said he was just out jogging. i told my pastor about it another member is apoliceman and we called him, he found foot prints close to my windows, nyway the pastor is constantly defending his behavior, i see awolf in sheeps clothing wrkin in the head of the church and i wnt no prt of it nymore and have been made to feel guilty for even calling the police and i feel like if i stay theree im going to hell because i know tht if the head is infected this?
Molly (Guest)
Posted: October 03, 2007
I really think it's the same way that a well-run, for-profit corporation handles it--the church can learn from their human resource experience! There are respectful ways to handle personnel issues and I think that it is an asset for churches to bring in people from "the outside" who have experience in other non-church, non-parachurch organizations who can look at HR situations (or any personnel issue) with fairness and objectivity. That's why it's a tremendous benefit to expand your hiring practices to include Christian professionals who are not specifically ministry professionals. The ENTIRE church family is affected by what happens on the staff--whether the staff leadership can see that or not.
Anonymous
Posted: September 20, 2007
In order to have an effective exit policy you must have a clear job description, regular evalutions, and ways to measure performance of duty. In addition it is helpful to have a clear set of documents which include vision, values, purpose, and practices. We have a saying that goes like this; "Behave your way in and behave your way out." Serving on the staff team is a privilge and duty. If that staff person is on a growth plan and is non compliant and unwilling to seriously work on their issues, let them go. They are behaving their way out! To keep them is not fair to the church, the staff team, and even to the staff member.
