Some might say the title exhibits hyperbole. Perhaps, but I’m not completely convinced. I don’t name this post lightly. Let me share why I say a book changed my life.
Along with several other churches, my church was participating in a transformational process sponsored by our conference. One of the requirements, was a peer mentoring group, meeting for eighteen months, for the pastors. We were around month ten and the book assigned was The Five Dysfunctions of a Team by Peter Lencioni. As I read the book, something within me ‘clicked’ and my life, and leadership, have never been the same.
A Short Summary
I am not reviewing the book in this post, although, I highly recommend you get a copy. In summary, Lencioni maintains that the five dysfunctions are 1) absence of trust, 2) fear of conflict, 3) lack of commitment, 4) avoidance of accountability, and 5) inattention to results. The five dysfunctions leads to effective teams. In order for teams to be effective, each dysfunction must be addressed.
It would be nice to simply fix the fifth dysfunction “inattention to results”. The thought being, “If we fix our inattention to results, then we will be attentive to results and all will be well.” However, you can’t fix the fifth dysfunction unless you work through the dysfunction before it, “avoidance of accountability.” You can’t work through the fourth dysfunction, unless you work through the third, and so on, and so on.
Each dysfunction rest atop of the one before much like a pyramid with absence of trust at the bottom and inattention to results at the top. You need to move down the pyramid until you reach a level that isn’t a dysfunction for your team and then start from there. The tendency is to find the problem such as inattention to detail, and try to fix that dysfunction without addressing the dysfunctions that contribute to it.
Healthy Organization (A Church is an Organization…right?)
That very short summary doesn’t do the book justice at all. However, while Lencioni’s discussion on the dysfunctions was very helpful, I had a different epiphany. I realized if all the dysfunctions were addressed and dealt with, the team would be healthy. If all the teams were healthy, then the organization would be healthy.
I saw how this could apply to my congregation. In my desire to be the best pastor I could be and try to help the church be the best church it could be, I had completely neglected any idea of organizational health. How could the church I serve be what God desired, if the teams were dysfunctional? That question became a focus of prayer. I still wanted to be an effective pastor, but also saw my role as a leader of organizational health. I imaged that God wanted my church to be healthy, but to be honest, churches are not always healthy. If there were models and techniques that could help businesses to be healthy, perhaps these same models and techniques could help churches as well. After all, both churches and businesses have people in common.
I maintain that healthy churches are better equipped to fulfill the mission of God. Prayer, theology, and doctrine are all important components, but a church that has all those right, but is filled with dysfunctional teams and committees will be less effective and fruitful than a church operating from organizational health. Transformational Leadership helps pastors lead churches to healthy places for the glory of God.