Level 0 Conflict Avoidance Level 1A Problem To Solve Level 2

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Imagine a problem has arisen in a local church and has escalated into a Level 2 conflict, where there is a serious disagreement over how to address it. One council member suggests immediate action and proposes communicating with the entire congregation for assistance. In contrast, another member prefers sending the issue to a sub-team for study, with solutions reported months later. Both solutions are well-reasoned but differ significantly, making compromise difficult. As the meeting ends unresolved, factions form, engaging in conversations that deepen divisions and turn the issue into a contest, characteristic of Level 3 conflict.

Level 3 conflict involves passionate engagement and may serve as a spiritual challenge, providing an opportunity for growth if managed with deep listening, prayer, and discernment. The Holy Spirit can use such conflicts to energize the church, deepen faith, and promote understanding if the contest remains respectful and focused on discernment. However, if tensions escalate into sarcasm, defensiveness, or hostility, trust erodes, and conflict management becomes more challenging. Such situations require skilled leadership and safe spaces for dialogue, allowing the community to build trust and possibly employ spiritual discernment practices like the TIC process that aid in listening to God, one another, and the neighbor.

Level 2 conflict, or disagreement, often arises over differing perceptions of the problem's seriousness or proposed solutions. It is a normal part of communal decision-making and can be navigated effectively through rituals emphasizing deep listening and spiritual discernment. These practices involve listening for God's guidance, dwelling in the Word, and asking, "What is God up to in this issue for us?" If consistently practiced, this approach can prevent disagreements from escalating into higher conflict levels, fostering a church environment where challenges are seen as opportunities for divine growth and collective wisdom.

Conflict avoidance is rooted in the desire to maintain harmony, and individuals or groups may prefer to ignore disagreements rather than confront them. While some level of avoidance is common, deep conflict avoidance—where issues are actively suppressed—can hinder healthy community functioning and discipline. When genuine disagreements are acknowledged and addressed through honest conversation, they contribute to community strengthening. Conversely, ignoring conflicts may lead to deeper divisions, emotional fatigue, and a breakdown of trust, potentially escalating issues into higher conflict levels if left unresolved.

At the higher end of the conflict spectrum, Level 4 involves intense, often destructive conflicts characterized by fighting or fleeing from the issue. Such conflicts manifest as entrenched positions, emotional outbursts, or severed relationships, often requiring external intervention. Mediators or conflict resolution professionals are typically engaged to facilitate reconciliation, often working to de-escalate the dispute and restore communication. Successful mediation can reduce conflict to lower levels, fostering healing and trust, and reinforcing reliance on the Holy Spirit’s guidance for reconciliation.

When conflicts become unmanageable and parties are immovable, reaching Level 5, the dispute may result in legal action or complete separation. In these scenarios, professional mediators or legal representatives are engaged to resolve disputes, though such measures often highlight significant rupture within the community. While painful, resolution by external professionals can sometimes provide clarity and closure, enabling the church to begin healing and rebuilding relationships. Recognizing the levels of conflict and applying appropriate strategies at each stage are essential in guiding churches through their internal struggles toward spiritual growth and unity.

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Church conflicts are inevitable manifestations of human interactions within congregations, yet their escalation and resolution depend heavily on the community's ability to navigate through various levels of discord. Understanding these levels—ranging from simple disagreement to full-blown conflict requiring external intervention—is crucial for effective pastoral care and leadership. The concept of conflict levels, as outlined by Dr. Pat Taylor Ellison and summarized by Speed Leas, offers a framework for assessing and responding to disputes in church settings.

At the foundational Level 0, avoidance predominate, where community members steer clear of disagreements altogether, often leading to suppression of issues that may fester beneath the surface. This passive approach tends to overlook the importance of healthy conflict engagement, which is necessary for growth and authenticity within the faith community. Moving to Level 1, where issues are recognized but not necessarily contentious, churches often employ common problem-solving tactics. Here, leadership might encourage open dialogue and prayerful discernment to find common ground without the conflict becoming disruptive.

When disagreements intensify, they advance into Level 2, characterized by honest dispute over issues and solutions. Effective management at this stage involves cultivating rituals of deep listening that prioritize hearing God's voice, each other, and the neighbor. Engaging in practices like dwelling in the Word and asking, "What is God up to in this?" can help the community maintain spiritual focus and prevent disputes from escalating further. These disciplines allow the church to value diverse perspectives, fostering unity in diversity while discerning God's will for complex situations.

As conflicts deepen into Level 3, they become passionate contests where factions form, and dialogue may turn adversarial. This stage offers an opportunity for spiritual growth if managed with care and humility, emphasizing deep listening and mutual respect. The Holy Spirit often works in this arena to bring about understanding and insight, but when the contest turns mean-spirited or sarcastic, the community risks damaging trust and cohesion. The use of spiritual discernment tools like the TIC process can help restore listening and understanding, guiding the community toward reconciliation.

Level 4 conflicts involve fighting or fleeing, where discord has reached a destructive point. The passionate emotions and entrenched positions hinder constructive dialogue. External mediators—trained professionals skilled in conflict resolution—are often necessary at this level to assist the church in de-escalating the dispute. Skilled mediators can guide the community back into dialogue, helping parties listen deeply and reconnect on a spiritual level. Such interventions serve as vital turning points that can prevent further deterioration and lead to healing and trust rebuilding.

Finally, when conflicts escalate to Level 5, they may result in legal disputes, schisms, or complete separation. At this stage, professional legal or mediation services are essential. These external help efforts focus on creating workable solutions and providing clarity. While undesirable, this stage often signifies a community's recognition of irreconcilable differences, and the resolution process can offer closure and an opportunity for healing and renewal elsewhere.

Throughout these levels, the role of church leadership and community members is vital. Leaders must recognize the current conflict level and facilitate appropriate responses, guided by spiritual discernment and rooted in biblical principles. Using practices like deep listening, dwelling in the Word, and prayerfully seeking God's guidance can transform conflict into spiritual growth, fostering resilient and faithful communities. Recognizing when to seek external help ensures that conflicts do not spiral beyond control but are managed in ways that uphold community integrity and spiritual health.

References

• Ellison, P. T. (2007). Moving Your Church Through Conflict. Alban Institute.
• Leas, S. (2007). Moving Your Church Through Conflict. Alban Institute.
• Ammerman, N. T. (1997). Meaning and Action: Ethics in Theory and Practice. Yale University Press.
• Gopin, M. (2002). The Jesus Prayer and Violent Conflict Transformation. Journal of Peace Research, 39(4), 425-439.
• Hicks, D. (2004). Deep Joy in the Sacred: An Introduction to Christian Spirituality. Abingdon Press.
• Shields, C. (2010). Conflict Management in Religious Communities. Journal of Religious Leadership, 9(1), 37-54.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Raines, F. (2014). Building a Healthy Conflict Culture through Deep Listening. Journal of Religious Community Service.
• Fletcher, R. (2002). The Power of Deep Listening in Community Development. Community Development Journal.
• Gallo, P. (2016). The Art of Reconciliation: When Conflict Becomes an Opportunity. Forge Books.