In the middle of a pandemic when none of us have all of our cylinders firing consistently, when all of us are experiencing extra pressure, confusion, and fear, as well as illness, loss, and grief, we need to be clear.

Learning to understand human communities (and in our case, congregations) as systems has been an ongoing learning process for the past several decades for family therapists, organizational development consultants and social scientists....

An overview of the nine principles of Emergent Strategy from adrienne maree brown.

Friends, we are in the heart of an overwhelming storm. None of us are operating at full capacity. Most all of us are exhausted. Here is some advice.

No one fact says more about a group of human beings than its size. Dan Hotchkiss shares some of the differences in dynamics.

Every congregation I go to has a list of things they have to do or want to do that they just can’t do because they don’t have the resources – money, volunteers, energy, space, whatever it is. Maybe it’s time to change your framing so that you can create abundance.

When thinking about needed or wanted change, congregations can sometimes feel stymied. And, let’s face it, human systems like religious communities don’t tend to like to change. In a way, we need to trick the system in order to allow in energy and creativity.

Bylaws changes require approval by the congregation in a meeting of the whole. Like any significant change, changes to bylaws should be communicated as clearly as possible with lots of opportunity for questions and comments.

The interdependence of our faith communities is integral to our polity (as is our independence). This is what makes us an Association of congregations. What can this interrelationship look like when it comes to congregational staff? Here are a few examples: Newly hired staff are welcomed and...

Not all conflict is alike. Different kinds of conflict require different kinds of responses. This is an overview of a model of conflict by Alban Institute consultant Speed Leas.

Congregations should include bylaws provisions that enable the congregation to terminate the covenantal relationship when the trust and confidence in the minister has been compromised or eroded.

Church leaders need to give serious consideration to whether a controversial issue should be acted on or not.

Some of the most volatile disagreements in the life of the congregations have to do with who speaks for the congregation on controversial issues. How does a congregation decide?

Leaders who want to engage the creativity of the congregation in a process (such as the creation of guiding documents or strategic plans) can learn to ask questions and host conversations that will facilitate group learning.

Learning how to be in community with people who have different opinions or experiences is essential in UU congregations.

Leaders understand that processes, tasks and outcomes will not necessarily be the same next week as they were, and they remain agile in approaching situations and answers to questions and issues that arise in their work with congregations; they know that they have to be continually learning and asking “is this the best way to get what we want to achieve at this time?”

Change Skills—one of the recommended leadership development competencies—include: Understanding the difference between unhealthy and creative conflict. Being knowledgeable about change theories and strategies. Understanding the difference between technical and adaptive challenges. Core Values We...

Conflict Skills are part of the recommended leadership development competencies. Conflict Skills include: Understanding the difference between unhealthy and creative conflict. Being able to diffuse unhealthy conflict. Being able to be present to and engage in healthy conflict....

What is the difference between a technical challenge and an adaptive challenge? Rev. David Pyle gives a helpful example.

Organizations, like all systems, seek equilibrium. If a congregation is thrown out of balance by the prospect of change, most members will seek to restore order and sameness. This is natural and should not be a reason to judge one another. Healthy organizations have developed the ability to be receptive to change and resistance--to lean into the disruption to their equilibrium. This is where a congregation becomes a community of learning.