Presented by Julie Busteed

I recently read a 2021 Harvard Business Review article about high performing teams. The article reported “disagreements with people whose opinions or ideas differ from our own are common in the workplace. When handled appropriately, disagreements lead to better results—but they are not usually viewed that way.”[1]

So true! Different ideas or ways of doing things can lead to better results, but so often the response is defensive or territorial, not willing to listen or change. But if handled in the right way, disagreements can lead to a great outcome. An example is the disagreement between the Apostle Paul and Barnabas and their disagreement on who should accompany them on their second missionary journey.

John Mark accompanied Paul and Barnabas on their first journey as a helper (Act 13:5). It was quite the journey of incredible growth for the church but also much persecution.

Sometime later, Paul suggested to Barnabas to visit the churches they had planted. Barnabas wanted to bring John Mark with them again on this journey, but Paul disagreed because John Mark had not continued with them in the work on their first journey (Acts 15:38). In fact, it’s written that they had a sharp disagreement, and it was so intense they could not come to an agreement at that time, which resulted in Paul taking Silas with him and Barnabas brought John Mark on a separate missionary journey.

But this is not the end of the story. Paul, when he was in Rome, wrote to the Colossians and in Philemon—mentions John Mark sends his greetings along with others. John Mark is with Paul in Rome.

And in Second Timothy Paul writes:

Get (John) Mark and bring him with you for he is very useful to me for ministry (2 Timothy 4:11).

Don’t you love that? It’s estimated 15 plus years have passed since that first journey when John Mark left them. And now, with time, space, maturity, and perspective, there’s evidence of reconciliation and working together for the purpose of proclaiming the gospel.

Paul and Barnabas had a different view of how to conduct the second journey. And so that second journey did not continue on as originally planned, but in the end, two teams went out to encourage the churches and preach Christ to the unreached. A disagreement ended with two different ways of moving forward. Unity was evident—both wanted to encourage and spread the good news. The methods were different, but the mission—the goal—was the same.

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[1] Harvard Business Review High-Performing Teams Start with a Culture of Shared Values by Greg Satell and Cathy Winschitl, May 11. 2021, https://hbr.org/2021/05/high-performing-teams-start-with-a-culture-of-shared-values