Our Sacred Tradition of Protesting

Martin Luther broke off from the Catholic church in protest of church leadership abuses both in doctrine and in traditions in 1517, his complaints were valid at the time, the church leadership was corrupt.

Was Luther driven by ambition and legacy building or was it service to God? Only God knows with certainty.

Many modern protestants I think have fallen into the same trap of following un-biblical traditions that the Catholic church fell into in the middle ages.  I wont try to list them here except for one tradition that I think is unique to protestants.

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I think one tradition that we are repeating is breaking off fellowship via protest and forming our own group.  We’ve turned Luther’s protest action into our tradition. Pastor’s do it by building their own mini kingdom that they can control, defending their turf, competing with the guy pastor across town, non-pastors do this in many ways including jumping around to different churches… same motives, same tradition.

Rather than be wronged and not get our way at church, we break away and start our own or jump to another fellowship.

It seems that the protestant church is one of the most fragmented and un-unified groups in the US.  “World Christianity consists of 6 major ecclesiastico-cultural blocs, divided into 300 major ecclesiastical traditions, composed of over 33,000 distinct denominations in 238 countries, these denominations themselves being composed of over 3,400,000 worship centers, churches or congregations. (Barrett et al, volume 1, page 16, Table 1-5).  I would guess that the 33,000 number is an exaggeration but above a thousand is probably accurate.

Could it be that the tradition of protesting, which is so ingrained within many of us, provides cover for questionable motives of name building, of legacy formation, of factious competition?

Competition at church is heresy, it is toxic and it is an indication of a fundamental problem with how we gather. Christian’s who openly encourage competition with other believers are fleshly and confused about who the church is and how God wants his people to gather.

There is a well-known story when God dealt with a people who were trying to build a great name for themselves he confused the languages at the Tower of Babel, see Genesis 11. He did this so they could not stay unified in their selfish ambition, so they could not communicate and could not agree on anything.

One great lesson from Babel is that when we are out to build names for ourselves and cities and houses for our own names and legacies, God splits us up.  Could that be what is happening with our 33,000 denominations?

Maybe we should rethink the tradition of protesting. Luther protested against some terrible abuses.  We now protest for far less, sometime ridiculous reasons.  Instead lets begin to practice dying to self, practice not getting our way, practice being willing to be wronged without taking off and breaking fellowship… just like Jesus Christ.

 1 Cor 6:7 The very fact that you have lawsuits among you means you have been completely defeated already. Why not rather be wronged? Why not rather be cheated?7

In my next post (on 4/27/15) I will write about ways to break this sacred tradition of protest and understand when it is and is no ok with God to break fellowship with other believers even with competitive and cold Christians.

Nothing Will Be Impossible

They to , , let us and them .” And they for , and they 2 for . , let us for ourselves a , and a whose 3will reach into , and let us for ourselves 4a , we 5will be abroad the of the e.” The L came to the and the the of had The LORD , , they are , and they have d7the . And is what they to , and they to will be e for them. – Genesis 11

 

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In this story the Lord intentionally separated this large, united group of men from one another, his reasoning seems to be that they were united in making a name for themselves and he observed and stated the fact that “nothing which they purpose to do will be impossible for them”.   God did not want this to be, he wanted to limit them, as they were a people estranged and hostile to God.
Now imagine mankind united with God, in submission and in step with His purpose? What could be possible, what change could be brought about on earth?
I dare say with certainty that we’ve not seen this yet widespread, there may have been pockets here and there around the world but by and large we’ve not seen large numbers of men and woman who remain united to one another and who also are working to fulfill God’s purpose on earth.
God’s purpose on earth hasn’t change since the beginning. God created this universe for a reason, he created the earth and mankind for a specific purpose, and there is no reason to believe that this eternal purpose has changed.
Scattered throughout scripture we see references to God’s intent and activities before he created the earth. They are sporadic and seem to be mostly written by the apostles Paul and John.  Ephesians 1-3 is a great place to see some of these references.   From these and other scriptures some scholars conclude that God’s purpose for creating is essentially because he wanted to expand the love and the mutual love and fellowship that existed between God the father, the son and the spirit.
 
In timeless eternity God essentially decided to expand the love and fellowship of God into the earth, similarly we see a pattern throughout scripture, throughout the old and new testaments, God wants a house and a family to fill himself into on earth.
When mankind  is in step with God in fulfilling his ageless purpose, united and connected with his plan, surely nothing in line with God’s purpose will be impossible for us.  Now that is something to live for, not our will, not for our great name, but for his.

You Really Expect Me To Behave… LIKE THAT?

How We Behave vs. How We Pretend to Behave

(The content of this post comes mostly from first-hand observations in companies and churches and the teachings of Patrick Lencioni. Leaders communicate how they want followers to behave subconsciously.

Written organizational values are a dime a dozen. Many ignore these values as touchy-feely HR talk, because they observe leadership ignore said values with their behavior.

 

I notice there really are two different value systems in most organizations.  There are the written values or vision statements that all are to aspire to but there are also behavioral values.

 

Behavioral values determine what is acceptable behavior within an organization. Behavioral values are established by two things. One, how leadership behaves; and two, how the employees who are heavily promoted or rewarded behave.

 

Don’t get me wrong, heavily promoted employees often deserve their promotions, they perform well, they fit in the culture well. They may be very loyal to leadership, they may navigate the politics well and they may be very productive.

 

But what leaders sometimes ignore is the other behaviors that they promote when they promote certain people. I could give many examples and it seems for every business example I have an equal church example. I’ve seen similar trends in a variety of types of organizations. So I think that these challenges are common to all hierarchical organizations.

“Behave Like This Guy”

When a leader awards or promotes a high performer they are also inadvertently promoting and encouraging their behavior. Their other behaviors, which may be hidden from the leader, can result in a toxic work culture over time. High performers sometimes don’t work well with others, high performers are sometimes very competitive. They may be liars, they may be hypocritical and hostile to the company goals overall while meeting their personal career objectives.

Most heavily promoted employees directly or indirectly generate revenue for a company but treat their colleagues poorly. They may steal ideas and use their influence for personal advantage at the expense of lower employees. I’ve thought to myself more than once after seeing a promotion or award given to certain (not all) colleagues:

“You really expect me to behave…. like that?”

 

I believe that the behavioral values of a leader and their ‘promotees’ have more of an influence on a culture than any other single thing. The truth is, most leaders I have encountered do not care to try to manage culture. They think it is a nebulous result of things they have little control over. I am convinced that this is a failure in leadership. It is a business mistake that has a direct impact on financial performance.

 

Leaders who say one thing and promote another cause resentment and cause a company’s culture to decay. What an organization needs is clarity at the top, clarity of vision, clarity of behavioral norms.

 

What is needed is strong ownership of a company’s culture at the very top. Organizational values should be formulated, communicated and enforced by senior leaders. Don’t delegate this to HR or lower layers of managers, if so, it will be a culture in perpetual flux. Over time the worst behavior will dominate and become reinforced. Sort of like a survival of the fittest (or fiercest) culture.

Delegation of behavioral values to HR is a bad idea because employees look to leadership for behavior guidance, not HR. Behavior determines culture which has a huge impact on financial performance long-term. Trying to manage financial performance while ignoring culture is a mistake.

The following three culture principles, if embraced by its leaders, can begin to repair any hierarchy based organization. From high-tech companies, to building contractors, to even hierarchy-based churches.

  1. Communicate and reward people for the behavior you want, not those you feel morally obligated to broadcast.
  2. Do not delegate communication of behavior values to lower managers or to HR, own it and back it up financially.
  3. MOST IMPORTANTLY: Use extreme caution when promoting and/or awarding people. Understand the message that rewards and promotions send.

If you liked this post you will like this: How Enablers Affect Company Culture

What other ways can leaders repair company culture?

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