Susan K. Fuentes, President & CEO Los Angeles Christian Health Centers 2009 West Coast Healthcare Missions Conference Fuller Seminary, Pasadena, California September 19, 2009

 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. At the completion of this session participants will be able to:

 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.

 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

 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.

 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 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.

 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! “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

Dale Carnegie Internal Conflict Resolution Guidebook, Copyright © 2008 Dale Carnegie & Associates, Inc. 290 Motor Parkway, Hauppauge, New York Peacemaking Principles Pamphlet, Peacemaker Ministries, Billings, MT 59108, Fax , The Peacemaker: A Biblical Guide to Resolving Personal Conflict, 1997, Ken Sande. Susan Fuentes, Los Angeles Christian Health Centers, x130,