Articles for tag: Staff Transitions

A Road Map for Healthy Conflict Resolution

Use these 5 tips to create a church culture that handles conflict in a God-honoring way.   By David Dummitt Churches are made up of broken, messy people. That statement won’t shock anyone reading this. Problems in churches are inevitable. Conflict can lead to division. Planning ahead for how to navigate through conflict is important to protecting the unity of our churches. Whether you’re planting a church or have been leading one for years, it is never too early (or late) to create a road map for dealing with conflict within your church in a way that honors God. Here

Your New Chapter””Don”t Be Afraid to Turn the Page

By Mark A. Taylor New parents sometimes feel trapped. Infants need constant attention, and Mom and Dad may grieve the diminished freedom, increased expenses, and unending on-call status that come with this new addition to their family. But after only 18 years or so, that son or daughter, now looking ahead at a life of independence, leaves home. He gets a job, and she establishes a household of her own. And some parents discover a new reason to grieve: without that child who was once such a challenge, now the house seems empty and lonely. Whether pressed by our current

What Got You Here Won”t Get You There

By Tim Harlow There are some wonderful benefits to leading the same church for 26 years. It”s actually very difficult to make much headway into your community as a church leader without longevity. However, when people ask me for the hardest thing about longevity, this is my answer””what got us here doesn”t usually get us there. I don”t mind change. I don”t mind that I”ve preached through the years of overhead projectors to slide projectors to video to HD video. I don”t mind that I grew up in a church with a bus ministry and a puppet troupe, but I”m

worship wars

Collateral Damage

After decades of “worship wars,” Becky Ahlberg urges churches to stop wounding their own leaders through “friendly fire.” Before making staff changes, invest in development, check motives, and plan transitions that build up rather than tear down.

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