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Episode 1 – Conflict Resolution for Creatives
Let's face it, unless we're living on another planet all alone, like in Interstellar, we're around people. Which means there's bound to be conflict. In this inaugural episode of Creativecast, Mike Kim and I discuss how to foster personal and corporate environments that are safe for creatives to express themselves in without fear of being bashed (or bashing others).
SHOW NOTES:
Frederick asks:
What can a leader do to create a culture of candor and shared accountability within their church to address and overcome the interpersonal divisiveness among members about church direction, authority and decision making?
In response, we must devote ourselves to two different pursuits:
1.) Personal Commitment:
a) Matthew 18:15-17 - Jesus’ outline for disagreements.
b) Clear Air Policy: We say what’s in our hearts, following Matthew 18.
TWEETABLE: Everything can be said with kindness. [Tweet this!]
2.) Corporate Commitment:
A healthy organization must make the vision and the structure of the organization clear. Not everyone is going to like the vision and structure of your church or organization, and that’s OK. But you do no one any favors by appearing to widen your vision to include people you want at the expense of betraying your core values; this only leads to future disappointment.
Congretionally Lead Church Model vs Pastorally Lead Board Model
CLCM Work priorly for smaller churches, but does not permit growth as you’re principly catering to people’s wants and not their needs. What people need is almost always contrary to what they want. The appearance of CLCM is that they foster security and minimize risk; but I’ve seen more church splits in CLCM than other models, because there’s a lack of clear leadership, and when someone has a concise vision that resonates with people, they’re usually voted out. Church is not a democracy.
PLBM Promotes growth at the hands of a concise group of dedicated leaders who are seeking God for what’s best for a company of people, emphasizing their needs above their wants. Sure, there’s risk, but if you’re willing to seek counsel from them for your family, how can you also not trust them for vision for the church you’re attending? Go find another church.
Q: What interpersonal or creative struggles are you having in your work environment?
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By Christopher HopperLet's face it, unless we're living on another planet all alone, like in Interstellar, we're around people. Which means there's bound to be conflict. In this inaugural episode of Creativecast, Mike Kim and I discuss how to foster personal and corporate environments that are safe for creatives to express themselves in without fear of being bashed (or bashing others).
SHOW NOTES:
Frederick asks:
What can a leader do to create a culture of candor and shared accountability within their church to address and overcome the interpersonal divisiveness among members about church direction, authority and decision making?
In response, we must devote ourselves to two different pursuits:
1.) Personal Commitment:
a) Matthew 18:15-17 - Jesus’ outline for disagreements.
b) Clear Air Policy: We say what’s in our hearts, following Matthew 18.
TWEETABLE: Everything can be said with kindness. [Tweet this!]
2.) Corporate Commitment:
A healthy organization must make the vision and the structure of the organization clear. Not everyone is going to like the vision and structure of your church or organization, and that’s OK. But you do no one any favors by appearing to widen your vision to include people you want at the expense of betraying your core values; this only leads to future disappointment.
Congretionally Lead Church Model vs Pastorally Lead Board Model
CLCM Work priorly for smaller churches, but does not permit growth as you’re principly catering to people’s wants and not their needs. What people need is almost always contrary to what they want. The appearance of CLCM is that they foster security and minimize risk; but I’ve seen more church splits in CLCM than other models, because there’s a lack of clear leadership, and when someone has a concise vision that resonates with people, they’re usually voted out. Church is not a democracy.
PLBM Promotes growth at the hands of a concise group of dedicated leaders who are seeking God for what’s best for a company of people, emphasizing their needs above their wants. Sure, there’s risk, but if you’re willing to seek counsel from them for your family, how can you also not trust them for vision for the church you’re attending? Go find another church.
Q: What interpersonal or creative struggles are you having in your work environment?