Hostile Toward Pastors

Hostile work environment: A good description of a "career" in ministry?

I'm not really sure why it happens, but it does. I've seen it often during my 25 plus years of lay leadership in churches. It is likely that I have even added to it myself. The hostile work environment that lay leaders create for their pastoral staff is interesting, confusing and manageable all at once.

As a result of the years of oppression and critique that we lay leaders have brought upon our pastors we have in many ways marginalized them in their pursuit of meaningful ministry. Pastors are on "high alert" regarding virtually every word they say and every move they make in fear of being criticized by their membership.

I have this theory that people who otherwise don't have a platform in life to assert their opinions migrate to the church as an "open mic night" disguised as a church-wide business meeting or committee setting. It is a rare church that throttles the verbal venom spewed from "well meaning brothers and sisters" who are pursuing their own version of "the Lord's work." Neck veins have popped at the pastor's expense over trite topics ranging from carpet color to meaningless increases to near poverty salaries. I hold lay leaders responsible for allowing, maybe even creating, this hostile environment.

Many swear that it's in the bible: Pastors are to serve their flock. Feed their flock. Protect their flock. There is some substance to that claim, but in the flock-scenario of their mindset the sheep rush the shepherd disarming him of his staff and then beat him into submission while at the same time berating him on his scrawny legs poking out from under his hideous robe. We are for the most part confused about who serves who.

As lay leaders we should lead. We must support our pastor in meaningful ways that build confidence, instill trust and encourage success. Our approach should include the defense of unity carefully following the biblical rules for confrontation. We should not allow spiritual-snipers to force our pastors into a fetal position of defenseless survival. We should ask the hard questions of those who are in opposition to our pastoral leaders:

1. Is their opposition or critique based on inaccurate information?
2. Have they made their opposition known to others without first approaching the pastor one-on-one?
3. Do they have a history of offering criticism without offering to be part of the solution?
4. Does their position lack biblical merit?
5. Does their opposition lack evidence that supports their claim?
6. Are they approaching the situation without love and respect for the pastor?

If you determine any of these 6 questions to be true, it is your obligation as a lay leader to protect your pastor and intervene. For the church to survive, or even thrive, lay leaders must come to the defense of their pastors. We must encourage them and serve as a defense between them and those who forget to love and respect the called of God.

The Origin of Culture

Confession: Over the span of my 25-years of leadership, I have read several books on creating culture and they have all left me confused.

The "do this and then do that" approach to creating culture, I believe, is flawed. A theory of culture that adequately predicts the variations thrown at a leader is either too shallow in its approach or so complex that execution is beyond managing. My experience has led me to believe that culture is developed when we simply focus on doing the right things.

I hear the sighs of disappointment when such a claim is made. We all hope for the three step, fool proof approach to creating culture. That elusive promise doesn't exist. Culture is a by-product of showing up and doing what is right every minute of the day. The collaboration of lay leaders and pastors agreeing to what is right and then executing on that rightness, brings about lasting, positive culture.

Culture is a reflection of how your church feels about their leadership, and ultimately, each other and their joint purpose. Leadership creates the elements of culture. Culture is simply an expression of that leadership. When a leader "endears" others to his or her leadership, the spark of a positive culture begins to emerge. Culture becomes an after-thought of our efforts. We do right and on occasion look back over our shoulder and see the boundaries of positive culture forming. We don't set out to create culture, we set out to do what is right for and with those we lead.

Doing what is right takes mental toughness and discipline. Leaders fail daily for lack of these two important abilities and convictions. Culture reflects the actions of leaders. If a leader allows favoritism or ignores challenges to the church's purpose, the culture will reflect that decision.

The complexity of how and why culture exists has led me to focus on the key drivers instead of the culture itself. I have found that when a leader (1) cares deeply for those they lead and acts accordingly and (2) creates an environment in which those they lead can make a distinct difference in life -- a meaningful and supportive culture will develop.

Stop trying to create a culture for the sake of creation -- instead, develop the leadership discipline of doing what is right.