Originally published 7/8/2014
Don’t think that because I write about the value of non-hierarchical organizations that I am telling you to instantly toss out every hierarchical thing in your congregation!
First of all, I hope we stop thinking in either-or terms. Anytime we swing from one extreme to the other there is going to be trouble. Everything about hierarchical structure is not bad or wrong. We are currently using hierarchical thinking, patterns and beliefs that no longer work or support how we want to be together, and we can change those, but we don’t want to begin by tossing out the current org chart. One of the positive qualities of a hierarchical structure is that it identifies and organizes responsibility.
Making a quick change by throwing away all of your current organizational structure would push you beyond healthy chaos into destructive chaos. Some chaos is good but too much is just a mess. Change is the most stressful time in our congregation already. The changes in culture and structure that are necessary for self-organization are best implemented slowly.
The process that we will be using to get from a controlled, ‘top-down’ hierarchy to a ‘round’ participatory leadership model is to begin to turn on the flow of living communication. You can use the communication framework over your existing organizational structure. A Living Communication system will allow time for the co-creation of a new structure feasible.
The following are components that you can begin to use while keeping the structure you have currently.
- Context: We intentionally begin by creating and holding a new context for how we talk, think and act together. This is a shift in our culture and social norms about how we communicate and what we believe is possible. In creating a new context we can let go of the unhealthy aspects of hierarchical thinking, patterns and beliefs.
- Structure: We take the time to design a communication framework for our organization by increasing the amount and modes of communication. We create opportunities for whole-congregation conversations which are scheduled at minimum one time per quarter. We use many new communication tools and we learn how they work in different situations. Technology plays a role in connecting.
- Practice not perfection: We allow time to practice new skills and learn more by reading, talking, playing and testing. The increased communication and relationship building requires that we understand how to give and receive acceptance, compassion and grace.
- Working differently: While maintaining our hierarchical structure of councils, boards, and committees we also need to begin to ask which conversations need to be moved to the whole congregation? What conversations need to happen? How can we engage the entire congregation in a conversation that invites their divine wisdom? What boundaries do we need around the conversation?
- Play and rest: Change will cause stress and everything will be made easier by using humor and fun. Creating opportunities for play, entertainment and relaxation will make all the difference.
- Relationship building: A primary element of a round organizational structure is learning that we are all connected and inter-dependent. We come to be in-relationship. This does not mean that we will all be best friends, but that we accept others as they are and they accept us. This is a safe place for us to be authentic, vulnerable and holy-human.
Creating a centered congregation takes time. You want it to take time. Don’t just throw out the structure you are using now no matter how hierarchical it is! Taking time to build a framework of communication creates a network of support so that change feels less chaotic and we can be engaged by the possibility of deep community. A congregation that is centered on their faith and their inter-connection to each other is alive, transformative, and ready to do what they are called to do.