E Myth (part 6)

In chapter fourteen of Michael Gerber’s book, The E-Myth Revisited I am reminded of a sad reality that I have seen played out in the church many times over in the last twenty eight years of ministry. In this chapter Gerber describes the organizational mistakes common to business. He says, “Most companies organize around personalities rather than around function and vision. That is, they organize around dominant people rather than accountabilities or responsibilities” (167). Unfortunately, many churches of various sizes and denominations are personality driven and consequently fail for the same reason.

The leader of a personality driven church is often times an emotionally immature person and can be either a pastor or lay person. In the public arena they present a strong and confident persona but at home and in the inner recesses of the church their insecurity and brokenness can destroy intimacy of relationship, productivity of staff, innovation of laity, and stifle the emotional expression of attendees. At times the main focus of the church can be reduced (at least at a subconscious level) to making the leader feel good about him/her self and propping them up emotionally.

Often in a dysfunctional church systems are developed to preserve control and protect the personality at the top. As time passes the system fails however because healthy people will not play by the rules of the emotionally immature. They will feel, think, talk and act for themselves (The three rules in a dysfunctional family system are "don’t ask, don’t feel and don’t tell and you will be safe").

The church that is organized under a dominant personality is known for splitting apart with time. Eventually the dysfunctional system gives way to healthy processes. At some point the health of the church will not permit the dominant personality to squelch freedom of expression and will see through the insatiable need of leaders to control people and amass facility and the consequent debt just to support the emotional needs and insecurities of key leaders. Eventually it all comes to a grinding halt.

When a church that is built on a dominant personality splits it is generally catastrophic in nature for several reasons. One, emotionally immature leaders seldom know how to finish well. So they will often use their influence to spin the facts, raise unhealthy suspicion among the flock, and accuse others of coveting control of what they have built. When paranoia sets in the facts are usually altered to favor their side of the story and to polarize people in their direction.

Unfortunately many people will blindly follow a dominant personality into battle. This is a second common reason why many splits of this kind are catastrophic in nature. Like sheep following their shepherd, some church people will pursue the will of their leader even to a fault. They will hear only half the story, believe the worst in others, and accusing those who disagree with their opinion as being sinners. For these reasons and others not mentioned they will refuse the ministry of reconciliation and adopt a "my way or the highway” mentality.

"It’s my way or the highway!" This mindset is a third reason why church splits steeped in a dominant personality is often times catastrophic in nature to the local church. Instead of people rising above self interest many will simply dig in their proverbial heals, refuse to examine self, or to rally around the cause of Christ, honor membership commitments and covenants and simply choose to leave the fold and try to take as many others with them as they possibly can. We often refer to this behavior in the field of conflict management as a “church divorce.”

In a church divorce, some people break their membership covenant, choose not to honor their word and in an act of self interest leave the church. In doing so they abandon those whom they once said they would stand shoulder to shoulder with, and fail to demonstrate character that rises to a cause that is greater than self interest and just simply pull up stakes and leave. In so doing the testimony of the church is damaged and God’s reputation is besmirched in eyes of many. Likened unto an act of betrayal in marriage, many will go to another location to do their own thing, often times with their dominate personality, and leave others to pick of the pieces, carry the mortgage, and salvage the dream.

The current administrative structure of Willoughby Hills Friends Church does not lend itself to a dominant personality at the top. Even though our leaders have different titles, roles and responsibilities our structure is collegial in nature with mutual accountability to one another. Whether it is setting vision or making difficult decisions, it is a team effort on our part. Why? Because that is what healthy people and churches do!

Thanks for stopping by!
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Adrian