by Rebekah Simon-Peter | Jul 6, 2020
As conversations about race, racism, and racial justice heat up, you may be wondering what you can do to engage your congregation and your community in addressing racism. Where should you begin? March for Black Lives Matter? Write letters to the editor? Support people of color in your midst? While all of these are important actions, I suggest a more basic, yet vital, step to take. Begin by defining terms.
When asked the question, “Are you racist?” most people I know would answer “No.” That answer makes sense if you understand racism to be conscious of hatefulness toward a person of a different race. Instead, that’s a more apt definition of prejudice, not racism. Yet so many conversations on race and racism get stopped right there: “But I’m not a racist!”
Just as you wouldn’t conduct a Bible study without distinguishing between the Gospels and the Letters of Paul, or between the Old and New Testaments, so having a conversation on race and racism without using agreed-upon terms would be equally frustrating and fruitless.
Racism is not so much about the particular actions of a prejudiced individual or group—even though that is one of Merriam-Webster’s current dictionary definitions—as it is about how prejudice is built into a society’s very systems and structures. Especially when those systems and structures deliver vastly different results for White people and Black people or other people of color. In that case, every White person I know, including me, is racist. Not because you or I consciously chose to be, but because of the systems we are born into.
The Important of Addressing Racism
While I can’t speak to systems in other countries, US society is built on a series of interlocking systems of wealth, education, housing, criminal justice, and media that inherently extend the privilege to White people while at the same time disadvantaging non-White people. Check out this video for a quick introduction to these five interlocking systems.
Racism isn’t the only term that needs a deeper explanation. The idea of race itself requires exploration. Ancestry.com and 23andMe aside, genetically speaking there are very few differences between the so-called races of humanity. When it comes to differentiating between peoples, even the Bible does not speak of race; rather it speaks of tribes and nations. In a word, the race isn’t real. That doesn’t mean White people can or should be color-blind. Because while racial distinctions aren’t real, racism is. Even if you can’t see it or haven’t experienced it.
Last week, I interviewed Gloria J. Browne-Marshall, author of Race, Law, and American Society for the launch of the Uncomfortable Conversations series. A civil rights attorney and professor of constitutional law, she was very knowledgeable and articulate. We spoke about these very terms. My takeaways from our hour together included the value of listening to each other, learning from each other, and using a shared vocabulary. These values make possible a new and positive shared future where everyone has a fair shot at a good life.
Understanding and transforming a society built on systemic racism won’t be easy. Or comfortable. But it will bring us that much closer to Jesus’ big dream: “Thy Kingdom come, thy will be done, on earth as it is in heaven.”
by Rebekah Simon-Peter | May 4, 2015
Every year thousands of clergy are moved, removed, or otherwise asked to retire from the pulpit. Aside from big splashy issues like running off with the choir director, making off with the money, or not showing up for worship, there are a few key reasons clergy are kicked out. According to denominational resources, these reasons are surprisingly consistent across Protestant denominations—from United Methodist to Southern Baptist.
You might think that rapidly growing acceptance of gay marriage coupled with denominational tensions about the rights and roles of GLBT people would make doctrinal differences a primary reason clergy are shown the door. But it’s not. Nor is it outspokenness on other hot topics such as racism, excessive police violence, poverty, immigration, or climate change. So why do clergy get kicked out? For the surprising results, and what they might mean for you, read on.
Southern Baptists, who have been tracking this for over 15 years, show that 4 of the 5 top reasons clergy are let go is related to the leadership style of the pastor. Too strong a style is cited twice as often as too weak a style. But one thing that is consistent no matter the style is poor people skills.
An inability to get along with others is not limited to Southern Baptist pastors. In a broader study, Christianity Today has found that personality conflicts account for one third of all clergy dismissals.
On the flip side, a recent study conducted by United Methodist Bishop Grant Hagiya explores the top qualities that highly effective clergy share. The number one quality they exhibit is high Emotional Intelligence. EI is the ability to accurately know and manage oneself in a variety of social settings, as well as how to work well with others.
Similarly, another denominational study on clergy effectiveness indicates that strong people skills is central to the work of clergy, whether rallying people to enact a vision or helping them do good in their communities.
How do you know if you are close to being shown the door? Keep in mind these three indicators of your people skills:
Excessive Conflict
If everything comes with a fight, or resistance, this may mean that you and others have a hard time establishing a mutually agreeable framework for making decisions. Or that you disagree on the fundamental vision that underlies your ministry. Even worse, it may indicate there is no vision at all except to survive.
If excessive conflict is the symptom, immerse yourself in prayer. One of my favorite prayers is what I call the prayer of alignment: “God please prepare my heart and mind for them, and their hearts and minds for me.” This is a good starting point for seeking a new alignment whether the issue is timelines for decision-making or the need for a growth-oriented unifying vision.
Too Little Conflict
While too much conflict is a warning sign, so is too little conflict. On the one hand it may mean your style is authoritarian and you do not encourage any debate or disagreement. On the other hand, it may mean your style is so laid back that no new ideas or ministries are being proposed. Neither is helpful.
Develop your internal capacity for healthy debate, and begin to encourage the give and take of ideas. Ask for input from your allies and enemies. Pray for the courage of Christ to share your vision of how the Kingdom of God is at hand in your setting.
No Results
In some churches, people skills are overly prized. These clergy pay so much attention to maintaining harmonious relationships that results suffer. Very little tangible work actually gets done. No new ministries, no new outreach, no new worship experiences. Perhaps committees do not meet and paperwork is left undone.
Re-read the Gospel according to Mark. Notice how much Jesus actually did in a few short chapters. Much as he loved people, he didn’t stay put and just cater to one population. He was on the move; he got stuff done. He preached, prayed, taught, healed. If tasks take a back seat to people, check to see if your church suffers from either people pleasing or analysis paralysis. Pray the Spirit emboldens your spirit and quickens your pace. Increasing the sense of urgency is key to accomplishing results that truly serves people without being a people pleaser.
Still need more insight? If you are having trouble with people skills, check out the Platinum Rule for Thriving Congregations. You’ll increase your ability to bring out the best in the people who frustrate you the most. At the same time, you’ll learn how to grow in self-awareness and self-management encourage others to do the same.
