Building a Dynamic Church

By Will Pea, MBA

Part I: Flexible and Dynamic Leadership

Introduction
We have all experienced the constant and changing needs of people around us; whether the needs in
our family, our group of friends, our workplace and our church. Most of these needs come from people
doing their best to manage their life circumstances, but falling short in various areas.
The driving force behind the choices people make in managing their life circumstances is a central
guidance system called values. These value systems are so strong that they affect every choice that a
person makes in all areas of life, from marriage, to parenting, to money, to church, etc.
Yet, these value systems are very different from person to person, which creates different life
circumstances between people; and ultimately a vast difference in the needs from one person to
another.
The question is, how do you meet the needs of so many different people, that come from so many
different backgrounds, cultures, upbringing; and have so many different values, beliefs, attitudes,
talents, expectations and opinions? More importantly, how do you help keep them in harmony with
one another in spite of all of those differences?
Considering this responsibility can be overwhelming. Some have attempted to meet the task, but they
have come to the realization, that though they have victories in one area, they realize failures in other
areas. This is because members of their groups hold so strongly to their different value systems, that
when one group of people get their needs met, it usually means another group feels like their needs are
not being met. It becomes a win-lose situation much of the time.
The solution for many group leaders, is usually to default to catering to only one or two main type of
needs. Unfortunately, other members, who dont fall into this criteria, will have to settle for their needs
not being met. Consequently, members whose needs are not being met either settle for an unhappy
existence within the group, or have a limited, half-hearted committed to the group while they get their
needs met elsewhere.
The question is, is there a leadership model that can successfully meet the main needs of multiple
people within organizations, families or groups, while still respecting the deep value systems that make
them different?
In this essay, I am proposing a Flexible and Dynamic Leadership Model that is designed to meet the
needs of multiple people, at the highest level of importance, mainly, their value systems. The model is

designed to identify the global value systems of people, and create solutions to meet these needs within
each of those value systems.
This essay will also show how it can be applied in a church group setting, to create the best environment
possible for the growth of the members and the group as a whole.
The principles of this essay are based on the Spiral Dynamics Leadership Model developed by Don Beck,
and Christopher Cowan, and originated by Clare Graves.

Value Systems Why We Do What We Do

We would all agree, that people are driven, at the highest level, by values they consider most important
in their life. Values influence our identity, our beliefs, attitudes, expectations, opinions and choices we
make in life. These value systems are created from experiences in ones life and determine a persons
global point of view.
These value systems become the driving force people use to make choices, and to prioritize what is
most important in their life. If situations go against their value systems, people respond by either
forcefully changing their circumstances, complaining and grumbling, isolating themselves, or leaving. On
the other hand, when people find situations that fit ideally with their value systems, it provides the most
healthy, happy environment for the individual to grow and thrive.
Much research has been done in the area of values, and a global set of Value Systems has been
identified, that most people on the planet adhere to. Whether in families, communities, organizations
or nations; people have historically fallen within the following Value System categories.
To facilitate the discussion of these value systems in this essay, we will categorize each Value System
through a color label for easier understanding. The global value systems are as follows:
Global Value Systems

Tier 1

Tier 2

Color

Value System

Basic Concerns

Purple*

Magical Mystical

Safety

Red*

Powerful-Impulsive

Dominance and power.

Blue

Purposeful Rule based

Meaning and order.

Orange

Strategic Opportunity Seeking

Autonomy and influence.

Green

Sensitive Humanistic

Equality and community.

Yellow

Flexible Integrative

Flexibility, accommodation, win-win.

Turquoise*

Holistic Global

Life and harmony.

*For purposes of this essay we will discuss only the Value Systems that commonly affect most churches.
We will not discuss the Purple, Red, and Turquoise Value Systems.

Conflicts in Organizations
The main challenges arise when, in order to meet the needs of their members, the leadership of a
church create an environment that strongly adheres to only one or two Value Systems in this list.
Leaders encounter conflicts when they run into members in their groups that adhere to completely
different Value Systems from the group they have established.
The common solution leaders use to resolve these problems, is to try to influence these people to adapt
to the main value system of the group. Unfortunately, since people cling so strongly to their own Value
System, to choose to adapt to the group creates in these members the feeling of a win-lose situation.
Over time, those in a different Value System from the main group will feel like their needs are not being
met, and they will ultimately: 1) try to change the system, 2) do nothing and complain, 3) settle for a
half-hearted commitment to the group and get their needs met somewhere else, 4) or leave.
In response, since most group leaders are not yet acquainted with the importance of Value Systems, in a
sincere effort for unity, they try to more strongly influence the people in the different Value System to
conform. Yet, by doing this, they continue to push those people with different value systems away,
which works against their efforts at unity, and creates even more disunity. It also creates a situation
where the strengths and talents of those people with other Value Systems are lost, which creates a loss
in resources for the entire group.
For example:
Most churches generally fall within either the Blue Value System, which appreciates systems, structure,
rules, hierarchy and order, for the purpose of fulfilling their higher calling. Or, they are more Green in
their Value System, and focus on family, and creating equality in the group by giving everyone a voice.
Many churches also fall within a mixture of the two.
The challenges come when someone in the Orange or Yellow Value System proposes changes to the way
things are, in order to improve them (I.e.: changing programs, adding technology, improving the
leadership methods, changing the rules, etc.). Conflicts also arise when the Orange/Yellow people, in
order to get their needs met, step outside of the box by doing things that, though not forbidden, are
not normally accepted within the Blue/Green organization (I.e.: disputable matters).
In such a situation, the Blue/Green people will see the Orange/Yellow people like they are Red (selfish,
prideful, rebellious, independent, etc.), while the Orange/Yellow people will see the Blue/Green group
as Purple (outdated, superstitious, traditional, stuck in their ways, Pharisees, etc.).
The result is that the group leaders, in a sincere effort to keep unity, create more disunity by trying to
get people in other Value Systems to conform to their own groups Value System.

A New Flexible Dynamic Leadership Model

What I am proposing is a Flexible and Dynamic Leadership Model where the purpose of leadership is to
recognize peoples Value differences, and provide people solutions and resources that fit their Value
Systems. In other words, if people in the Blue Value System have problems, then provide them with
Blue solutions. If Orange has an issue, provide Orange solutions.
Here are some examples of how this would work in the typical church situation:
1. Blue If Blue people are not satisfied with the communication of church events, then a system
correction effort can be implemented. Using the appropriate channels (small group leaders, bulletins,
emails, announcements, etc.), they can improve the system and make communication more efficient
and streamlined.
2. Orange If Orange wants to try new ideas of how to adapt the Childrens ministry to the needs of
new and alternative parenting styles (Homeschooling families, Attachment Parenting Styles, etc.), then
the leaders can facilitate this by giving Orange people the resources to do so (i.e.: Provide an empty
room during Sunday services where they can experiment with their new program).
3. Green If Green feel like ex-members should be reached out to and attempts should be made to
reintroduce them to the flock, the leaders can provide them with resources to do so, and facilitate the
process (I.e.: a Sunday service dedicated to inviting ex-members to church, campaigns created to
meeting with ex-members, etc.).
4. Yellow If Yellow wants to introduce new programs to meet the different Value Systems of the
members of the organization, then the leadership can freely provide them with the resources to do so,
(use of the church building for workshops, opportunity to bring in experts to do church training, etc.).

The First Step

Since many church groups are usually grounded in the Blue/Green Value systems (Higher purpose,
order, family, etc.), to completely redesign the organization will go against what this essay is about.
What I propose is that the leadership of a church begin the process by first recognizing and honoring the
different Value Systems of the members of their organization. Like Paul said:
1 Cor 9:19-23
19 Though I am free and belong to no man, I make myself a slave to everyone, to win as many as
possible . 20 To the Jews I became like a Jew, to win the Jews. To those under the law I became like
one under the law (though I myself am not under the law), so as to win those under the law. 21 To
those not having the law I became like one not having the law (though I am not free from God's law
but am under Christ's law), so as to win those not having the law. 22 To the weak I became weak, to
win the weak. I have become all things to all men so that by all possible means I might save some. 23 I
do all this for the sake of the gospel, that I may share in its blessings. NIV

Though he was talking about being flexible and adapting himself to the needs of those that are lost, I do
expect he would also direct the same mindset to those who are saved.
In the same way, as leaders, we need to commit to meeting the needs of the flock, by more flexibly
adapting ourselves and the entire organization to recognizing, honoring and meeting the needs of the
different Value Systems of the flock. Like Jesus said:
Mark 2:27
27 Then he said to them, "The Sabbath was made for man , not man for the Sabbath" NIV

Creating Greater Unity in Gods Church

Again, since churches are Blue/Green in nature, I propose the following Blue/Green solution in order to
create greater unity in Gods church:
1. Identify what the Value Systems Are Within the Members of the Organization
Use a Value Systems profile questionnaire to get a good idea where every members main Value System
lies within the Global Value systems list. The purpose is to know exactly what percentage of each Value
System is represented in the group.
Normally, churches revolve around the main Value System of the current leader of the group. Or
churches run on the left-over Value Systems of the original leaders that established the group, even
though the church was planted decades prior. The surprises come when the Value Systems profile
questionnaires are collected and the clear make-up of the group is revealed. Current leaders usually
think they know their groups (usually because they project their Value System to the group). But a
Value Systems questionnaire clarifies things pretty quickly.
2. Create a Structure Around the Main Value Systems and Set Standards
Once the main Value Systems of the group is determined, then clarifying the Ideal standards, and
working to meet those standards for each Value System is the next step.
If Blue, asking the questions:

What system needs repair?

What processes are not working as efficiently as they could?
What resources are needed for the church to run smoothly? Etc.

If Green, asking the questions:

Whose individual needs are not being met in the group?

How can we give everyone a voice in the group?
What teams/committees can be formed to take care of the needs of these groups?
What resources do we need to bring in to help meet the needs of the group? Etc.

If Orange, asking the questions:

What resources do people need to reach their goals?

What will bring out the best in each member?
How can we help each member to be successful in all the major areas of their life? Etc.

If Yellow ask the following questions:

How can we facilitate those who have the capability to lead to lead?
How can provide more freedom so that the influencers can influence others?
How can we help big picture strategic thinkers the opportunity to implement their ideas?
What roles will strategic and big picture thinkers play in the group, for the benefit of the group?

3. Create a Structure that Facilitates Multiple Options for Each Value System Since the more options
you give people, the more resourceful they become; I propose creating a church structure that
encourages, and maintains multiple programs that will meet different needs for people in different
Value Systems. Also, it can be structured to facilitate the consistent creation and testing of new and
unique programs, and deleting old, ineffective, and outdated programs.
This Dynamic structure can be applied to all of the different church systems. Lets use Childrens
Ministry for an example:
A Flexible Dynamic Leadership in Childrens Ministry Example:
1. Identify the dominant different parenting and education styles of the members, and community
(I.e.: Traditional, Homeschool, Parent Participation, Montessori, etc.)
2. Identify someone that is a pioneer or has a passion for this type of parenting/ educational style
and provide them a classroom, or area to test their program. Or, obtain outside consultants to
provide the expertise to set up such a program.
3. Get volunteers from those parents, or members that adhere to this parenting/educational style.
4. Review the program over time for effectiveness, and see if it can become a permanent program
that will meet the needs of other parents and children in the church, as well as visitors.
The Result - Parents with different Value Systems will have more choices for training their children,
and they will feel great about their childrens spiritual training. Visitors will have choices for where
to bring their children and feel great about the new church family catering to their specific needs.
4. Create Roles That are Aligned To Peoples Different Value Systems.
We would all agree that different Value Systems are more aligned with different types of work within an
organization. Therefore putting the right people in the right roles, to do the work that is the best fit for
them, will provide the best results.
For example:

1. Blue (Appreciates rules, order, systems and structure) They can be great administrators; managers
of operations, create systems, processes, finance roles, etc.
2. Green (Community focused, socially conscious) They make great Shepherds, caretakers of the
elderly, children program managers, identifying member needs, helping the poor, etc.
3. Orange (Innovators, risk takers, opportunity seekers) They are great idea creators, great for
researching and testing new ideas and programs; entrepreneurs, income generators; great at
researching and implementing new technology, lead evangelistic campaigns, etc.
4. Yellow (Integrative, Accommodating, Influencers) Make the best group leaders, Strategic thinkers,
Program Planners, Program Evaluators, etc.
The Result - People will be placed in roles that are more aligned with their natural values. They will be
happy and passionate in their work. They will feel useful, significant and secure. They will be highly
motivated to continue to grow and contribute.

Conclusion
With all of the needs in a church organization, its a miracle that we all get along. But, with Gods help
we will continue to strive for unity through our unified purpose and love for God.
To assist in the goal of glorifying God through his church, we can take on Pauls attitude to become all
things to all men, and honor each others Value Systems, and do our best to meet people where they
are at. By doing so, we will help each individual in Gods family to feel loved, useful and motivate them
toward love and good deeds, all for the glory of God.
1 Cor 12:24-26
But God has combined the members of the body and has given greater honor to the parts that lacked it,
so that there should be no division in the body, but that its parts should have equal concern for each
other. NIV

Part II Flexible and Dynamic Discipling Relationships

A church structure that many churches have adopted, in an effort to organize and support their
members, is to partner members with other members (discipling partners) to help them manage their
spiritual and life conditions. The intention is based on the idea that members in similar life
circumstances will have common interests and will therefore be able to relate and help one another,
thereby facilitating more unity in the group.
Because churches are grounded in the Blue/Green Value system, the criteria used to pair members is
usually based on the following components:
If Blue is the dominate Value System (purpose, order, rules, structure) then they base their criteria on:

Spiritual Seniority One more senior member in the group helping a newer member.
Life Conditions People in similar life conditions helping one another (married, single, teen,
etc.).
Age A member helping someone similar in age; or an older member helping a younger
member.
Proximity People who live in the same city, town or neighborhood helping one another.
Similarities in career Members in similar career industries helping one another.

If the organization is more grounded in the Green Value System (family, community), they use the
following criteria:

Spiritual Seniority One more senior member in the group helping a newer member.
Life Conditions People in similar life conditions helping one another (married, single, teen,
etc.).
Temperament/Personality People who have similar personalities helping others with similar
personalities (Relator/supporters pairing up with Relator/supporters).
Problems/Issues People who have undergone or going through similar problems working
together (Families with Teens, Families going through divorce, Families with special need
children, etc.).
Rapport/Trust People that have an established friendship and have great rapport with each
other, pair up to help one another.

Most church groups tend to be a mixture of both the Blue/Green Value Systems and use a combination
of both of these lists of criteria.

Conflicts in Organizations
Conflicts arise in this model when members are paired using these criteria, yet, the members have very
different Value Systems from one another.
Here are 2 Examples:
In a group that uses a predominantly Blue model (purpose, order, rules, structure):
Conflicts in Pairing People When Using the Spiritual Seniority Criteria - a married member that has
years of greater spiritual seniority in the group may be strong in the Green Value System (family,
community), and so his or her priority will be to help the younger married member to focus on building
their family by using traditional values and principles.
The conflict comes when the younger member and their spouse are high in the Orange Value System, so
their desire to build family will be focused on spiritual growth, achievement, and personal development
based on new and advanced parenting values and principles.
The Green senior partner will feel as if the younger is not cooperative, and youthfully ignorant; and will
attempt to influence the younger to conform to traditional values. They will use their seniority (Ive
been around longer than you have,) as a means to talk some sense into the younger member. The
younger Orange members will see the senior members as old, outdated, and preachy and will not
respect their advice, which creates further conflict and disunity.
Example 2:
In an organization that is based on the Green Value System (family, community):
Conflicts in Pairing People When Using the Life Conditions Criteria One member that may be in the
same Life Condition situation (married, singles, teens, etc.) may be strong in the Blue Value System
(rules, order, structure). Their priorities include, meeting consistently with their partner, discussing
problems in their life conditions, establishing commitments and expecting accountability to and from
their partner.
The conflicts arise when their partner, from a similar Life Condition situation (married, single, teen, etc.)
may lean more highly toward the Yellow Value System (freedom, flexibility, independence). This
member will not commit to having one partner to work with, will not commit to a consistent meeting
schedule, is fully capable of reaching their goals on their own, and is interested in getting their needs
met through relationships with others in multiple Life Conditions.
The Blue member will feel as if their Yellow partner is rebellious, independent , prideful and does not
care. The Yellow member will feel as if their Blue partner is controlling, stuffy, dogmatic, and legalistic.
The Blue member will try to pin the Yellow partner down and will use the Authority of the bible to set
him or her straight; or show them the unrighteousness of their ways. The Yellow member will never
meet with their Blue partner, and be pinned down; but rather will go to other resources to get their

needs met. The Yellow member will stay away from the Blue member and the relationship will be
severed, creating more disunity.

A New Flexible Dynamic Discipling Model

What I am proposing in this essay is a Dynamic Discipling Model whose purpose is to match members
based on their Value Systems first, and then other criteria after. By doing so, conflicts will be reduced,
and people will have the best chance at growing and thriving in their Life Conditions.
Here is an example of the order of priority for matching members in the Dynamic Discipling Model. In
this example we are assuming that both members are committed and devoted Christians:
1. Value System Find members that are strong in the same Value System(I.e.: Blue/Blue or
Green/Green). Or, find people with the same Value Systems mixture (Orange/Yellow Orange/Yellow).
Once you identify these, then consider matching them in the other criteria, as follows:
2. Life Conditions Married, parents, single, teen, etc.
3. Spiritual strengths Finding individuals that want to grow from each others strengths.
4. Temperament/Personality finding compatible temperaments. (I.e.: Either similar temperaments,
Driver-Driver; or compatible opposing temperaments, Driver-Cheerleader).
5. Proximity/Convenience After the other criteria are met, consider how convenient it will be for them
to make the partnership work, and find solutions.
The most important criteria in this model is the Value Systems criteria. You can rearrange the priority of
the other criteria based on the purpose and goals of the group.
To give you a glimpse at what this looks like, consider John and Bobs experience in the example below:

A Dynamic Discipling Relationship John and Bob

A church group leadership team does an evaluation of what the Value Systems are of each member in
their group. They identify that John and Bob may be a good fit for one another based on their Value
Systems and other criteria. John and Bob are strong in the Blue/Green Value System (Blue Purpose,
order, structure/ Green family, community). The church leaders speak to John and Bob, and introduce
them to each other either in a group meeting or through a convenient lunch appointment.
As soon as John and Bob talk, they immediately find common ground in their thinking, and build instant
rapport and trust. They appreciate that they are in the same life conditions (married with teenage kids),
and they also recognize and appreciate strengths that each other have, and how they can learn from
each other. They also feel comfortable with each others personality since it is compatible with their
own. Last, though they feel like it may be inconvenient to meet at each others homes, they make a

commitment for 3 months to meet in a central location, at a set time period to help one another to
grow to the glory of God.
After the 3 month testing period is over, they find that they have grown through their time together,
and they greatly enjoy each others company. They then commit to continuing their relationship for
another 6 months. Ultimately, they, their spouses, their kids, the church and God, all benefit from their
continued relationship.

Creating Greater Unity in Gods Church Through Dynamic Discipling

As mentioned previously, Since churches are Blue/Green in nature, I propose the following Blue/Green
solution in order to create greater unity in Gods church:
1. Identify what the Value Systems Are For Each Member of the Organization
Using the Church Value System Profile questionnaire will give you the information you need to identify
each members Value System mix. To make this easier, you can use the same information from the
previous questionnaire used from the Flexible and Dynamic Leadership section.
The goal is to identify as accurately as possible the Value System Mix for each member of the group. If
more detail is required, the information can be collected on a one-on-one basis by the small group
leaders in the church. A 30 minute to 1 hour meeting will be enough to gather all of the information you
need.
2. Organize all of the Members that are in Similar Value Systems, and Life Conditions.
Begin organizing the data from your Value System Profiles in the following criteria (again this is assuming
all members are devoted Christians):
1. Value System Mix Most people are usually a combination of Value Systems. The best results come
from the closer matches in Value Systems you can identify.
2. Life Conditions Match them in terms of Life Conditions as closely as possible. (Parents with multiple
children working together, is a closer match than Parents with differing amounts of children).
3. Spiritual Strengths/Growth Interests Next, identify the main life areas (Spiritual, Emotional, Physical,
Career, etc.) that members would like to grow in, and match them with members that have success in
these areas; that are within the first two criteria listed above.
4. Temperament/Personality Match members in terms of compatible personality types (Driver-Driver,
or opposite compatibility, Relator Cheerleader, etc.).
5. Proximity/Convenience Consider their circumstances to see if it is practical. Offer solutions on how
they can make it work.
Again, after the Value Systems criteria, there is flexibility in the order, or type of the other criteria.

3. Approach members to Consider a Test Period for the Relationship

1. Once you match up a potential relationships, approach both of them and suggest a trial relationship
basis. If you do not get agreement, consider other compatible relationship options. If you get
agreement, suggest a meeting, and a 3 month commitment that is acceptable to both members.
2. Monitor and support the members throughout their trial period. Suggest improvements over time.
3. At the end of the 3 months, approach members to see if they would like to continue for another 6
months. If they agree, attain a 6 month commitment that is acceptable to both members. If not,
suggest other compatible relationships for them, for another 3 month trial.
4. If after 6 months it proves successful, let them continue the relationship at their own pace. If it is not
successful, suggest other compatible relationships for them, for another 3 month trial.
5. Monitor loosely, over time and suggest improvements.
4. As New Members are Added, Go through the Same Process All Over Again
As new members enter the group, follow the same steps listed above.

Conclusion
I believe church leaders have the right idea in trying to help their flock by partnering them to help one
another. The challenges come in the criteria that is used to pair members, and the priority of that
criteria. Since Value Systems tend to be the main driving force in peoples lives and life choices, I
suggest a Dynamic Discipling Model that puts Value Systems as the first criteria and set other criteria
after. By having members that are unified in their spiritual purpose, unified in their strongest values, as
well as unified in their Life Conditions, and purpose; it will create the best environment for them to grow
and thrive, and honor God with their lives.
Eph 4:15-16
15 Instead, speaking the truth in love, we will in all things grow up into him who is the Head, that is,
Christ. 16 From him the whole body, joined and held together by every supporting ligament, grows and
builds itself up in love, as each part does its work. NIV

Part III - Minimizing Conflicts In Gods Church Through Dynamic Conflict

Resolution
Introduction
One of the challenges most churches face, in their efforts at unifying their members, are the conflicts
that arise between members in the church, or conflicts between the church leadership and its members.
The conflicts can be minor, in that it leads to disharmony among members, or minimized influence
between the church leadership and its members. Or, the conflicts can be major in that they lead to
members separating themselves completely from the church group.
In the Bible, unity is a principle that God has clearly expressed as one of greatest importance to him. He
has expressly communicated his desire for believers to become One in heart, spirit and action. As
Jesus says:
John 17:20-23
20 "My prayer is not for them alone. I pray also for those who will believe in me through their message,
21 that all of them may be one, Father, just as you are in me and I am in you. May they also be in us so
that the world may believe that you have sent me. 22 I have given them the glory that you gave me, that
they may be one as we are one: 23 I in them and you in me. May they be brought to complete unity to
let the world know that you sent me and have loved them even as you have loved me. NIV
Unfortunately, the churches of today are experience many levels of disagreements that lead to disunity.
For example:
1. Members purposely do not fellowship with one another, or avoid one another in group meetings
because they feel like they just cant get along with another member.
2. Members will gossip about one another, which leads to further prejudgments from other members,
and more disunity.
3. Members will begrudgingly conform to the church leaderships direction, but privately criticize the
leadership, internally and to others. They will also make a half-hearted effort to support the church
leadership, which minimizes the influence the leaders have.
4. Church leadership will add negative labels on difficult members of their church groups, which leads to
prejudgments of what that member does and says, ultimately leading to further disunity.

Is Disagreement Healthy?
Most people would agree that disagreements are part of human relationships. We would also agree,
that although sometimes negative, disagreements also lead to many benefits. For example some
benefits disagreements lead to include: 1) expanding ones perspective by being exposed to someone

elses beliefs; 2) helping one another learn how to resolve conflict, 3) teaching people patience, humility
and unconditional love; and 4) helping one be more accepting of different peoples opinions, values and
beliefs.
Yet, when does disagreement become unacceptable?

Unacceptable Disagreements and Conflicts in Gods Church

Taking Things Personally
We know from scripture that disagreements become unacceptable when we use them as a motive for
choosing to separate ourselves in heart, spirit, and body from other members of Gods church. When
we choose to like, care for, give to, be devoted to, or love someone less, because they do not agree with
our beliefs and values, we have violated Gods desire for our lives. Like Paul says in Colossians:
Col 3:12-14
12 Therefore, as God's chosen people, holy and dearly loved, clothe yourselves with compassion,
kindness, humility, gentleness and patience. 13 Bear with each other and forgive whatever grievances
you may have against one another. Forgive as the Lord forgave you. 14 And over all these virtues put on
love, which binds them all together in perfect unity. NIV
What would cause people to pull their love away, for something as simple as a disagreement of opinion?
It is because people value certain beliefs and opinions so highly. We refer these high level beliefs as our
Value Systems. Our value systems are so important to us, that when someone else disagrees with them,
we feel highly offended, and consider it a blatant violation. Because we take things personally, we
feel this offense at a deep emotional level, and we respond by retaliating, separating or falling into deep
sadness and depression.
From the perspective of the other person that disagrees with us, in their mind, they were only sharing
their beliefs based on their Value System. Their intention was never to hurt us, but only to share their
opinion of what they consider right and true. Regardless, because we see our own Value System as the
only truth, we refuse to accept their explanation and hold onto our emotional pain, which leads to
bitterness, resentment and ultimately separation.

Arguing Over Disputable Matters

Disagreements also become an obstacle to unity, when they are stem from pride. This form of pride
manifests itself in the lack of acceptance of different peoples Value Systems in the church group. In
other words, when members believe their own Value System are the only truth, they tend to not be very
accepting of other Value Systems. They even go as far as condemning other value systems as wrong.
And, just like in the previous example, it leads to unhealthy and unnecessary conflicts in Gods church.
The Apostle Paul talked about his experience with this situation, when he said:

Rom 14:1-5
14:1 Accept him whose faith is weak, without passing judgment on disputable matters. 2 One man's
faith allows him to eat everything, but another man, whose faith is weak, eats only vegetables. 3 The
man who eats everything must not look down on him who does not, and the man who does not eat
everything must not condemn the man who does, for God has accepted him. 4 Who are you to judge
someone else's servant? To his own master he stands or falls. And he will stand, for the Lord is able to
make him stand. 5 One man considers one day more sacred than another; another man considers every
day alike. Each one should be fully convinced in his own mind. NIV
Here we see disunity caused by the lack of acceptance of other peoples beliefs, opinions and values, in
areas that were disputable. Disputable, meaning that there was no concrete direction from God for
these matters. But rather, they were left to each individual to determine its importance in their life; as
long as it did not violate scripture or the consciences of others. As Paul also said:
Gal 5:13-14
13 You, my brothers, were called to be free. But do not use your freedom to indulge the sinful nature;
rather, serve one another in love. 14 The entire law is summed up in a single command: "Love your
neighbor as yourself." NIV
Conflicts arise, when in absence of the Bibles concrete direction in many modern life issues (disputable
matters), members set up their own standards (Value Systems), and condemn one anothers actions. It
ultimately leads to resentment, bitterness, discouragement, hurt feelings and disunity.
In this essay I will be discussing a Dynamic Conflict Resolution Model whose intent is to create unity
between all the different Value Systems you generally find in a church group. First, we will identify the
needs of each Value System; second, we will look for Common Ground between the different Value
Systems, and third, I will suggesting a plan of action for individuals for managing disagreements in their
day to day life.

The Dynamic Conflict Resolution Model

1. Identifying All of the Main Needs of Each of the Global Value Systems
The ultimate purpose of peoples Value Systems is to meet a need that will help them best manage their
life condition. In the book, Spiral Dynamics, Don Beck has identified 7 Global Value Systems that exist
throughout history and that you common find in organizations today. People use each of these Value
Systems to meet a core need they feel they lack in their Life Conditions:

Tier 1

Tier 2

Color

Value System
Description

Basic Concerns

Basic Needs They Are

Trying to Meet

Purple*

Magical Mystical

Safety

Survival

Red*

Powerful-Impulsive

Dominance and power.

Control

Blue

Purposeful Rule,
structure based

Meaning and order.

Security and Certainty

Orange

Strategic
Opportunity Seeking

Autonomy and influence.

Freedom and
Prosperity

Green

Sensitive Humanistic

Equality and community.

Love and Connection

Yellow

Flexible Integrative

Flexibility, independence,
accommodation, win-win.

Influence and peace.

Turquoise*

Holistic Global

Life and harmony.

Unity and harmony.

When people feel like their needs are not met, it creates major emotional turmoil that leads to deep
emotional conflict. As you can see, all of the Value Systems represented have different needs to fulfill.
Conflicts arise when members judge each other based on their own Value System; and try to give
solutions to someone in a different Value System (I.e.: Blue trying to apply a Blue solution to Orange and
their Orange problem.).
On the other hand, successful unity can be achieved by helping members in each Value System get their
needs met in their respective Value System. In other words, helping Blue find a Blue solution that meets
their Blue needs; or helping Orange find the Orange resources to solve their Orange problem.
The Tiers
In the example above, the Global Value Systems have been divided into Tier 1 and Tier 2 for a specific
reason. The different tiers represent:
Tier 1 People in the Tier 1 Value Systems generally believe their value system is the right or best
Value System. They believe it is the way that everyone around them should be living. They also tend to
believe the other Value Systems are inferior or wrong, and even go as far as condemning people in
other Value Systems.

People in the Tier 1 Value Systems are the ones that generally experience the most conflict,
because of their lack of acceptance of the other value systems.

Tier 2 People in Tier 2 Value systems, are those that have fully accepted that all Value Systems are
valid and are all useful in their own way.

People in Tier 2 Value Systems are the most flexible and adaptable, and are the most
predisposed toward unity and harmony in groups, organizations and nations.
People in Tier 2 Value Systems generally grow to have the most influence (and become the most
effective leaders) because they are able to help others in other Value Systems. This is because
they put themselves in other peoples shoes, to understand the other Value Systems
thoroughly. Also, they are able to help people with challenges find solutions within their
respective Value Systems. Last, they are the most skilled at helping people in different Value
Systems resolve conflict, and find win-win solutions, which ultimately breeds more unity.

2. Helping the Global Value Systems Find Common Ground

Identifying and meeting the needs of the different Value Systems is just the beginning. The challenges
arise upon joining a new church group, members become involved with people from completely
different Value Systems, and they have to get along with them. Combined with the fact that each
person in Tier 1 believes their Value System is the only right Value System, it sets the stage for
inevitable disagreement and conflict.
The question is how do you help unify different people, with different Value Systems, who believe their
way of seeing the world is the only trusht, and who have a habit of taking disagreements personally?
Here are a few keys that have proven successful in helping churches full of people with opposing values,
come to agreement:

Key 1: Help them remember their united purpose.

Most people in church would agree that their common purpose is to love and glorify God in their lives.
Unfortunately, conflicts arise when people completely disagree on the way to fulfill that purpose.
Reminding people of their purpose helps them to realign their priorities in such a way that makes
agreement possible. When a persons is reminded of their greatest motivation, they are more apt to
default to making choices based on their greater motivation, and be more willing to let go of petty
differences.
Conflicts can also occur when people choose very different criteria to fulfill their purpose. When people
have the same purpose, yet are still having disagreements, chances are there is a mismatch of the
criteria they are using to fulfill that purpose. For example, a group of people could all believe that loving
and glorifying God is their greatest purpose. Now, in order to fulfill that purpose, one member may
value church worship more highly, while another will value the churchs childrens ministry more.
Conflict would inevitably arise, if a situation came up that resulted in the churchs resources being
directed more toward one than the other.
Ultimately, these lower level disagreements end up distracting them from their main purpose of loving
God and glorifying him. In other words, because they cannot see the forest from the trees, they slip
into nit picking about petty items while losing their attention from fulfilling their main purpose.

Reminding members of their greatest, unified purpose will help people to begin to see things differently,
and be more open to agreement.

Key 2: Help them be more accepting of different Value Systems.

As they consider their higher purpose, people tend to be more open to the idea that different people
will use different Value Systems in their efforts at fulfilling that purpose. By helping them more clearly
see that because of peoples different upbringing, beliefs, opinions and experiences, people will pursue
their purpose in a different way - most people would be more open to accepting other peoples different
Value Systems.

Key 3: Help them find common ground.

The goal of The Dynamic Conflict Resolution process is to help 2 or more people find a compromise,
without making one person feel like theyve lost something by being in agreement. In other words, the
goal is to create a win-win situation between members, where they both feel like they can come to an
agreement, while still feeling like they have honored their respective Value Systems.
Once they are open to accepting other Value Systems, it sets the stage for finding common ground
between members. One way of doing this is to help brainstorm more options that the members have
not considered. People tend to pursue the best option based on the choices they have. Unfortunately,
if they feel like their options are limited, it prevents them from making very spiritual or resourceful
choices. But, if after remembering their purpose they are open to brainstorming new options, they can
more easily find win-win solutions, increasing the chances at finding a satisfying compromise.
Now, this will take creativity on the part of the mediator. Also, you will have to be prepared if a suitable
option may not be discovered in one meeting. But, if you continue to look for a great option that suits
both parties, praying about it, and not giving up, the chances of finding a mutually beneficial
compromise is almost certain.

Key 4: Help them clarify what is the most important to them, and trade off on
the least important.
Most of us tend to generalize our beliefs as having the same level of importance. If we were to prioritize
them, we would realize that there are things that we value very much, and we also have things that are
much less important. Though we may be less willing to compromise on the higher value items, there are
many low level items that we would be happy to be flexible with, if it helps us to create more unity in
Gods church.
What we may also realize is that our low level items may be the high level items of another person. By
being flexible on low level items we can help someone else get their highest needs met. This then
influences them to be even more flexible, and reciprocate by fulfilling one of our higher level items. The
end result is greater unity.

3. Training Members On How To Approach And Resolve Disagreements On A Day To Day Level.
Along with resolving existing conflicts, by training members how to resolve their own disagreements
before they escalate, it will minimize future conflicts in the church group. Here are some successful
principles from the bible that have been effective tools for the resolution of personal disagreements:
1. Choose Compassion - Realize that if you feel hurt by another person, that we have also hurt
others, God and Jesus. In other words, choosing compassion because, just like the other person
is subject to weakness we are subject to weakness . (1 Timothy 1:16)(Heb 4:16)
2. Admire Intention Choose to believe that the person, being a Christian, has only good
intentions, and that they are just trying to do their best to please God and get their needs met.
(Romans 15:14)
3. Seek to Genuinely Understand, then to be Understood - Try to put yourself in their shoes, and
see through their eyes (remember they have a different Value System than you do). Convey
what they are trying to communicate back to them, namely, what you think they are saying and
what you think they are feeling until you get agreement. (Philippians 2:1 4)
4. Help Them Get Their Needs Met - Help the person get their needs met using their resources,
within their respective Value System (I.e.: Give Blue a Blue solution).(Galatians 6:2)
5. Get Your Needs Met Find ways to get your needs met either in or outside of this situation.
Once you do the steps above you will have enough influence to get what you need in the
situation. Sometimes, though, you cannot get your needs met in the situation, so look for ways
to get your needs met outside the situation.

Conclusion
Disagreements and conflicts are part of life. Yet, unless we handle those disagreements and conflicts in
a way that builds unity, they will work to destroy it. God has clearly expressed in Scripture his desire for
his church to be unified in heart, mind, spirit and action. Therefore, any disagreements or conflicts that
work against that aim, will prevent us from loving God and fulfilling his purpose in our lives.
As Christians we need to work toward minimizing disagreements and conflicts, as well as resolve existing
ones in ways that lead to mutual edification. The most harmful disagreements and conflicts generally
come from members taking things too personally, especially when they feel like their Values are
violated. Unnecessary disagreements and conflicts also come from choosing to not accept peoples
differences of opinion, belief and values, and even condemning them.
The Dynamic Conflict Resolution Model I propose in this essay will prevent these harmful disagreements
and conflicts because it is designed to create an environment of acceptance of other peoples Value
Systems. It does this by resolving conflict through: 1) Identifying the needs of each members Value
System, 2) Finding common ground between the different Value Systems 3) and training people to
resolve their own disagreements on a daily basis.
With the help of God, the Holy Spirit, and Jesus who promised to help us, we can truly fulfill Jesuss
prayer on the Mount of Olives, and fulfill Gods purpose in our lives, all to the glory and love of God.

John 17:23
May they be brought to complete unity to let the world know that you sent me and have loved them
even as you have loved me. NIV