2009 West Coast Healthcare Missions Conference
Fuller Seminary, Pasadena, California
September 19, 2009
Susan K. Fuentes, President & CEO
Los Angeles Christian Health Centers
At the completion of this session participants will be able to:
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Identify key principles for scriptural conflict
resolution among staff.
Discuss three common pitfalls of staff discipline
in a Christian organization.
Assist staff to develop professionally and
personally.
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Stop and pray. Instead of focusing on our own
desires or dwelling on what others may do, we
will rejoice in the Lord and bring him praise by
depending on his forgiveness, wisdom, power,
and love, as we seek to faithfully obey his
commands and maintain a loving, merciful,
and forgiving attitude. We will overlook minor
offenses and give others grace and mercy as
we have received God’s grace and mercy.1
1 Psalms 37:1-6;
Mark 11:25; John 14:15; Romans 12:17-21; 1 Corinthians 10:31;
Philippians 4:2-9; Colossians 3:1-4; James 3:17-18; 4:1-3; 1 Peter 2:12.
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Self-examination. Instead of blaming others
for a conflict or resisting correction, we will
trust in God's mercy and take responsibility
for our own contribution to conflicts —
confessing our sins to those we have
wronged, asking God to help us change any
attitudes and habits that lead to conflict, and
seeking to repair any harm we have caused.2
2 Proverbs
28:13; Matthew 7:3-5; Luke 19:8; Colossians 3:5-14; 1 John 1:8-9
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Seek out the other person. Instead of
pretending that conflict doesn't exist or
talking about others behind their backs, we
will talk personally and graciously with those
whose offenses seem too serious to overlook,
seeking to restore them rather than condemn
them.
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3
Ask for help. When a conflict with a
coworker cannot be resolved in private, we
will ask our supervisor to help us settle the
matter in a biblical manner.3
Proverbs 19:11; Matthew 18:15-20; 1 Corinthians 6:1-8; Galatians 6:1-2; Ephesians
4:29; 2 Timothy 2:24-26; James 5:9.
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Mediation. If the conflict still cannot be
resolved, we will ask Human Resources to
mediate our dispute and seek a just and
mutually beneficial solution to our
differences. Instead of accepting premature
compromise or allowing relationships to
wither, we will actively pursue genuine peace
and reconciliation.4
4 Matthew
5:23-24; 6:12; 7:12; Ephesians 4:1-3, 32; Philippians 2:3-4.
Not doing anything
 Afraid to be firm
 Not specific enough
 Document everything!
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“How can I make it
easier for you to move
on to your next
ministry opportunity?”
“What would it take for
your to be successful in
your position and are you
willing to do that?”
“Is this the right
fit for your gifts
and goals?”
Delegate authority –
don’t be afraid to let staff lead
 Don’t jump in to “save the day” –
let staff learn from mistakes
 Praise in public and in private
 Be a good example –
 spend time with staff
 role model principles such as integrity,
justice, mercy, discipline, compassion
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Dale Carnegie Internal Conflict Resolution Guidebook,
Copyright © 2008 Dale Carnegie & Associates, Inc.
290 Motor Parkway, Hauppauge, New York 11788.
www.dalecarnegie.com/resolution
Peacemaking Principles Pamphlet, Peacemaker
Ministries, Billings, MT 59108, 406-256-1583 Fax
406-256-0001, E-mail: mail@Peacemaker.net,
www.Peacemaker.net
The Peacemaker: A Biblical Guide to Resolving
Personal Conflict, 1997, Ken Sande.
Susan Fuentes, Los Angeles Christian Health Centers,
213-893-1960 x130, sfuentes@lachc.com,
www.lachc.com.