This book should be required reading for every ministerial candidate. I have read dozens of good books on conflict resolution in the church, but none better than Firestorm. The narrative style makes the principles of conflict resolution accessible to all readers. Ron Susek’s story of Pastor Steven Gates and Central Baptist Church is the narrative in which Susek weaves much pastoral wisdom. The presentation is so straightforward that a pastor, or church leader, could easily use this material for sermons or training church leadership.
Too often, pastors are the unwitting antagonist provoking conflict within the church. In Susek’s narrative, the sparks that eventually became the firestorm that consumed Central Baptist Church began with the call of Steven Gates as pastor. Although Gates was ambitious, educated, and gifted he lacked wisdom and maturity. Ministerial development programs cannot teach wisdom and maturity; these virtues are developed only through the patient coaching of a mentor over time. The apostle Paul offered inspired counsel: “A bishop then must be blameless …not a novice, lest being puffed up with pride he fall into the same condemnation as the devil (1 Timothy 3:2-6 NKJV). The “condemnation of the devil” is egocentrism. This leads to self-deceit and self-deification. The pastor becomes the untouchable “anointed one.” Humility becomes a vice and pride becomes a virtue. When this happens the pastor is no longer a shepherd guarding the sheep; but a warrior guarding his ambition.
Pastors, and churches, must beware the deceits of success and pragmatism. Pastor Steven Gates was charismatic and passionate. His gifts and drive to succeed served the church well, but they masked character flaws that would fuel the coming firestorm at Central Baptist Church. Here, everyone involved shares responsibility and guilt for the downfall of Pastor Gates and the disaster that engulfed the church. Denominational leaders pointed to Pastor Gates as a model. Local church leaders could not see beyond growing attendance and rising budget numbers. Pastor Gates was unwilling, maybe even unable, to deal with his inner demons. No one could see beyond his sharp suits and charismatic demeanor to discover the fatal flaws of toxic leadership. Even as anxiety levels among the congregation began to rise, and red flags appeared, most of the local church leadership chose to ignore the smoldering embers of conflict. Once, I was asked by a denominational leader, “What do you see as the greatest challenge of our church?” I replied, “We worship at the altar of pragmatism. We have sold our soul for success.” Church leaders are often deceived by the symbols of success because we have misplaced the priority of ministry which is the sanctification of the people of God. Central Baptist Church, under the leadership of Pastor Steven Gates, was a success by every visible measure. But toxic leadership, and the lack of spiritual growth and development, had sown the seeds of destruction.
Pastors must give priority to disciple-making. Under Pastor Gates’ leadership, Central Baptist Church became a mega-church. Pastor Gates was a “cutting-edge” pastor, that is, he attended conferences and implemented new techniques for church growth. Worship services were exciting and professionally produced. But throughout the narrative we discover signs of a community that lacks spiritual maturity. Conflicts between staff members, board members, and ministry leaders are ignored or mishandled. The reactions of toxic leadership and immature believers would eventually cause the smoldering embers to erupt into a blazing fire. Pastor Gates had never been mentored; therefore he did not understand the value of developing personal relationships among his staff, the church elders, or congregation. Suseck wrote, “Steve wanted people to follow him, but he never let people know him” (30). Discipleship (sanctification) requires a community of love, mutual accountability, and even vulnerability. If the church leadership had been intentional in growing disciples, then when the conflict began to appear mature believers could have properly negotiated the conflict and broken relationships could have been reconciled. However, because the leadership culture of the church had not properly matured the church couldn’t handle the complexities of a growing congregation. When conflict occurred rational thought gave way to emotional reaction and a meltdown ensued. The development of a sanctified leadership culture within a church should be a priority for a lead pastor.
Pastors must slowly and carefully engage the culture of an established church. As Suseck has written, church culture sometimes embraces systemic problems of abusive power and sinful behavior. However, church culture is often “heartfelt familiarity, a sense of safety and identity, even establishing people’s sense of well-being” (18). When assuming a new pastorate, often pastors forsake wisdom in favor of passion and ambition. Pastors sometimes wax prophetic and denounce the culture that seems to be quenching the Holy Spirit. The greatest challenge for a pastor in engaging the culture of an established church is patience. George Bullard has said that “churches move at the speed of a glacier.” Transforming culture in the local church has often been framed in terms of unfreezing, change, and refreezing. Even when a pastor discerns systemic sin within the culture of a church, wisdom dictates patience. By applying gentle heat, Glacier Church begins a slow melt that offers an opportunity for transformational change. Then, in order to make the change a part of the permanent church culture, Glacier Church refreezes taking on a new form. The process must be repeated again and again. The thaw will take time. The refreeze will take time. But we must be patient and consistent if we are to be successful.
Church conflict is warfare in which believers and demonic forces are engaged. Suseck skillfully writes concerning the dynamics of spiritual warfare that is the firestorm. There are three levels that must be addressed. First, Pastor Gates began to interpret any opposition as demonic. He was unwilling to confess his character flaws and leadership mistakes. He was the “anointed one” and anyone who challenged his leadership was demonized. The second level of conflict involved various small groups which were choosing sides, and interpersonal conflicts among members of the church. Pastors are not the only egocentric persons within the church. When a smoldering ember of conflict burst into flames other embers that have smoldered for years began to erupt as well. Members in conflict often deify their opinions and a full scale firestorm erupts. The third level of conflict is demonic. Suseck writes, “Satan is rarely responsible for the issues that create conflict, although he does occasionally plot schemes” (155). Demons are always lurking in the shadows seeking to take advantage of human carnality and pride. Jesus proclaimed, “I will build My church; and the gates of Hades will not overpower it” (Matthew 16:18 NASB). All too often these words of Jesus offer a false sense of security. We know that churches suffer conflict and sometimes die. Why? Jesus warned the churches of Asia that they must repent “or else I am coming to you and will remove your lampstand out of its place” (Revelation 2:5). Church conflict and demise begins with disobedient believers who are quenching the Spirit. When conflict hardens hearts and minds within the church; the Lord may discipline and judge the church by giving her over to Satan (1 Corinthians 5:5).
Pastors and churches must stay focused on the Great Commission. The smoldering ember that led to the firestorm that consumed Central Baptist Church was the egocentrism that afflicted the church from top to bottom. Pastor Gates was consumed with personal ambition. The congregational leaders failed to discern their own complicity and ambition. Somewhere along the way Central Baptist Church’s mission became self-advancement rather than making disciples of Jesus Christ.
