What Causes Polarization?
If we are to successfully overcome polarization, we must first look deeply into its roots.
The Congregational Consulting Group, organized in 2014 by former consultants of the Alban Institute, is a network of independent consultants. We publish PERSPECTIVES for Congregational Leaders—thoughts on topics of interest to leaders of congregations and other purpose-driven organizations. — Dan Hotchkiss, editor
If we are to successfully overcome polarization, we must first look deeply into its roots.
Almost every congregational staff calls itself a team. But are they really teams? In many, perhaps most cases, staffs have hierarchical leadership with staff members working in “silos.” When this is the case, they are not teams. What are some key characteristics that reveal whether or not a staff is a team?
Imagine someone pointing an accusing finger at you. Perhaps that person is complaining about what is happening in the congregation that you lead. In your imagination, trace the tip of that accusing finger back along the person’s arm until you reach the torso. You will be led right to their heart! Ask, “What does this …
Is your board members’ time well spent? Ask them! If your board is like many others, you’ll tap into a deeper well of dissatisfaction than most leaders suspect.
Economic inequality has increased, even inside congregations.
Why do so many congregations brand themselves as “progressive” or “conservative”? Isn’t a more diverse, heterogenous congregational identity preferable?
Religious diversity is a gift. Even for those of us who are profoundly convinced of the “rightness” of our tradition, conversation with people of other faiths often provides moments of startling insight, not just into the beliefs and rituals of those who think otherwise but into the deepest heart of our own beliefs.