Transforming Team Culture: Karen Berge’s Insider View on the Shift from Unhealthy to Thriving

Thanks for joining us on the unSeminary podcast. We’re talking with Karen Berge, the Executive Pastor of Ministry at Flatirons Community Church. They are one of the fastest growing churches in the country with five physical campuses in Colorado as well as church online.

Many churches are able to say there are good things happening there. God is moving, people are coming to the Lord, and lives are being changed. But in the tyranny of the urgent, have you discovered that things might not be so great on your own staff team? Karen is here to share Flatirons’ story of growth and how they addressed an unhealthy team culture that had developed.

* The tyranny of the urgent. // Flatirons Community Church is located in one of the least religious parts of the country yet attracts a unique mix of people who are unchurched or have experienced church hurt. The church has seen consistent growth over the years, which comes with its own set of challenges. During the early years of rapid growth, the focus was on dealing with urgent matters, such as like setting up chairs, expanding space, and addressing complex pastoral care situations, rather than developing processes and systems.

* Focus on heart issues first. // The lack of structure led to significant organizational challenges, such as poor communication, a lack of clarity and direction within the organization, and an unhealthy team culture. Recognizing the need for change, the entire organization underwent a period of evaluation and reflection. During these types of situations it’s critical to address the heart issues before tackling the tactical aspects of improving the culture. The lead pastor stepped forward to meet with each staff member and addressed any hurts and misunderstandings so the team could move forward.

* Take time to build trust. // Building trust among the leadership team was another critical step to bring about positive change. Open communication, valuing each team member’s input, and supporting one another were key to this process and had to happen before they moved forward to help the rest of the staff. The leadership also sought input from strategic outsiders to guide them through the process while staying true to the church’s mission and heart. 

* Develop staff values. // To align the rest of the team and codify the changes, the Flatirons staff focused on developing staff values. No one knew what was really expected of them, how to interact with each other, how to do their job, what is important, and what are the deal breakers. The team thought about what someone from the outside would think if they looked at the staff. In the end they identified core values that were already inherent in who they were, aspirational values, and then unintentional values that needed to change.

* Seven values. // The staff values of Flatirons have had a significant impact on the church’s culture and serve as a filter for decision-making. They remind the staff that everything they do should align with the mission of bringing the awesome life of Christ to people in a lost and broken world. All seven of the staff values also work together in a beautiful way to remind the staff of who they are and how they do ministry together. Ultimately the purpose of having a healthy staff and culture is not just for the sake of a positive work environment, but to effectively serve the congregation and fulfill the church’s mission in the community.