This is the third case study, originally written as a contribution to the URC Eastern Synod Learning Community which met recently in Peterborough. The community provides support to those engaged in pioneer ministry and fresh expressions of church, and includes members of the Methodist Church.
This final case study draws from Quinn & Rohrbaugh’s Competing Values Framework. This is a well-established tool for understanding how effective organisations need to balance stability and control, with flexibility and change. Quinn & Rohrbaugh’s work is grounded in their understanding of four previously established models of organisational culture and has been used to explore and improve the dynamics that are at work across a range of organisations in (among others) education, healthcare, not-for-profit charities, and businesses. In my view, it is particularly useful to the Methodist Church and other denominations as we hold in tension the need to sustain what we have, whilst rethinking how we engage with new people and fulfil God’s mission beyond our church walls. More than this, the Competing Values Framework provides a means by which we can appreciate ‘difference’ in the church, and how, whilst we might have a different set of gifts and a different outlook when we compare ourselves to others, the Church needs pioneers, and pioneers need the Church. Finally, the Competing Values Framework helps practitioners – particularly those who are charged with oversight – appreciate people’s strengths, understand how each individual might contribute to any given from of mission, discern when they will be of greatest use as a project develops, understand how they are likely to become frustrated (and the consequences of this if they withdraw), and recognise how conflict might become a constructive rather than a destructive force.
The simplest way to explain this is to present my simplified adaptation of the framework, and then to outline how this has developed: 
(http://changingminds.org/explanations/culture/competing_values.htm)
The framework is based on two competing tensions in any organisation; a horizontal tension in which pastoring what we have, sustaining our existing work, and remain unified, is held in balance with the need for the local church to look outwards, reflect on good practice, adapt what works elsewhere, and innovate. The second tension, depicted vertically, relates to how power and authority are mediated. Here, the tendency for decision-making to be centred around the core leadership of the church (to maintain stability and control) is balanced with the need for leaders to delegate and invite others to take this initiative (allowing flexibility and discretion). Consequently, it is possible to view the Church as containing four groups of people. These have arbitrary labels of administrator, counsellor, inventor, and marketeer. Alternatively, you could view the church as comprising people who control, collaborate, create, or tend to translate what has worked well elsewhere into their own context. Of course, people are much more complex – but a good number of my own local church stewards have found this model helpful. I am sure we all know of people who, whilst they have a range of gifts, would see themselves as occupying one segment, or perhaps bordering two.
The benefits of the framework are that first, people understand why they perhaps feel that they do not fit in the inherited Church but nevertheless have a vital role. In general, those who are diagonally opposite tend to become frustrated with each other. The counsellor or collaborator who is mindful of safeguarding the ‘clan’ will be nervous about the pace of change that the marketer demands. Administrators (or those whose natural gift is to control and regulate) will be frustrated by the inventor or entrepreneur who thinks up ten ideas before breakfast. Second, the model emphasises how despite our differences, we need each other. Organisations are not so much strengthened by the excess of people they have in one quadrant, as disadvantaged by where they lack expertise. Thus, even though a ‘family’ church might be dominated by those who fit the ‘Counsellor’ (or ‘Clan’) model, involving a wealth of people who are personal, nurturing, participative, loyal, open, and trusting, they will be ultimately disadvantaged if they lack ‘administrators’ who can bring structure, policy, a sense of dependability and permanence, or ‘inventors’ who are entrepreneurial, innovative, and celebrate freedom and uniqueness. Furthermore, the framework leads us to reflect on what can go wrong if one segment dominates; too much bureaucracy can stifle rather than enable development; too much emphasis on the clan leads to sectarianism; too much of a focus on innovation drains resources and can lead to missed opportunities (if they are not followed up properly); too much marketeering leads to a focus on ‘achieving’ rather than ‘becoming’, and being hoodwinked into believing that all we need do to encourage growth is to clone (and be better at) what another ‘successful’ church is doing elsewhere.
Ian Bell, the VentureFX and Pioneer Pathways co-ordinator for the Methodist Church has repeatedly drawn from the insights of Gerald Arbuckle, a Roman Catholic anthropologist who argues that dissent within leadership (in the form of proposing alternatives) is crucial in refounding churches in response to local need. Arbuckle writes:
We require radically different and, as yet, unimagined ways of relating the Good News to the pastoral challenges of the world…we need pastorally creative quantum leaps in our thinking, structures and action. Thus prophetic people, or ‘apostolic quantum leap’ persons are needed within the Church to critique, or dissent from, the pastorally and ineffective pastoral wisdom of the present. Without these people the Church simply cannot fulfil its mission. (Gerald A. Arbuckle, Refounding the Church : Dissent for Leadership (London: Geoffrey Chapman, 1993). 22.
In my own research, as I surveyed a range of fresh expressions and looked at how they were overseen, it became clear that local churches (and crucially church councils) comprised more people who would fit the left-hand side of the quadrant than the right, with people who were more inventive or marketeering, being fewer in number. Thus, as I reflect on where the Methodist Church and Church of England stand on pioneering at the moment, I sense a move to rebalance the church so that those with pioneering gifts are included. Fresh Expressions and pioneer ministry, therefore, is not an optional addition; it is vital to the future of the Church.
Thinking theologically about the model
One difficulty with the Competing Values Framework that it (obviously) lacks a scriptural or broader theological base. Attempts to relate the Jesus movement and what follows with this model are fraught with difficulty. Whilst Jesus has a clear aim and models good practice, we know little about the disciples’ giftings, and how they related to each other. Whilst James and John see themselves as superior, Peter can be petulant and over-commit, and Judas is a self-interested thief, we simply do not have enough detail to reflect on how they relate to each other and analyse it against the framework.
Strikingly however, two aspects of Quinn & Rohrbaugh’s work do resonate with the tensions that become apparent as the early Church grows. One crucial issue discussed at the Jerusalem Council (Acts 15) is what Jewish-Christians should expect of Gentiles who want to join them. Essentially, this represents a horizontal tension over the extent to which synagogue leaders should hold to their traditional Jewish roots whilst welcoming newcomers. The Jerusalem Council concludes by stating, “We should not make it difficult for the Gentiles who are turning to God.” Gentile believers were urged to abstain from sexual immorality, food that has been offered to idols, from the meat of strangled animals, and from blood. These might not seem like significant concessions today, but back then they were major issues of religious identity and culture. The Church, of course, has since evolved. There is now a diversity of theological belief and expression. However, I think that we would be wise to reflect the Jerusalem ruling when we think about how we reach out to the ‘Gentiles’ of today – to those with no or very limited prior experience of ‘church’. How do we not make life difficult for them? What is immovable? What is, ultimately, dispensable? Acts 15:5 is a stinging reminder that a small but skilled conservative group of people can have a disproportionally significant impact overall, imposing their expectations on others in ways that have the potential to undermine church growth. (I should acknowledge that whilst I talk in this way, my inclusivity reflex is reacting to the concept of ‘us’ and ‘them’. However, it is right to note that there are those who unless we change, will struggle to make our church their home.)
Aspects of Quinn and Rahrbaugh’s analysis are also helpful when reflecting on the model of leadership that emerges. Whilst Peter takes the lead and together with John becomes the spokesperson for the apostles (most notably before the Sanhedrin), the developing pattern seems to be one of conciliarity, where the apostles confer with each other before pronouncing judgement. This becomes particularly clear in Acts 15, where whilst Peter opens the debate, Paul and Barnabas share, and James concludes in support of Peter’s initial thoughts. Leadership in the early church might be said to exist in a ‘high accountability, light touch’ mode as Philip in Samaria, Paul in Damascus, and Peter in Lydia operate itinerantly but remember their commitment to the whole. This puts the apostles at the higher end of the vertical axis. The opposite of this would be a low accountability, heavy shepherding model of leadership, where leaders have less freedom to adapt their model of mission, and must ask for permission to act.
I am tempted to argue that a low accountability, heavy shepherding model of leadership exists only in Jesus day, as the disciples listen to Him, and replicate his practice. However, I am mindful of how, at times, even Jesus adopts a lighter touch when delegating his authority and sending out the disciples on mission in pairs (Luke 10:1). Also, whilst the apostles seem to operate in high accountability, light touch mode, and speak with an authority which is underpinned by the miraculous, we cannot discern how they relate to and nurture established Jewish leaders, and new gentile believers. I also discern a difference between speaking with authority and challenging certain behaviours on the one hand, but nevertheless allowing local leaders to put this in practice themselves, on the other. The apostle Paul is strong on principle, to the point of using satire to great effect (1 Corinthians 4:8-13; 2 Corinthians 11:16—12:10). However, he writes because he cannot be there in person. He must delegate. On balance, therefore, my conviction is that indeed, ‘high accountability, light touch’ is the dominant mode of leadership in the emerging church.
My own experience has been that the opposite – low accountability, close-control leadership – can do more harm than good. In the worst-case scenario, it places too greater emphasis on a central, charismatic figure, discourages people from dissenting and speaking their mind, and if the leader is not willing to delegate, deskills people. As I write this, I am mindful that there are moments when John Wesley, the founder of Methodism appears to be highly autocratic. He and his brother Charles laid the template for Methodism with its innovative mix of societies, classes, underpinned by preachers who gathered to review the scope of their mission. Whilst he spoke with authority, and closed societies that were underperforming, he was nevertheless forced to delegate. Without this, the movement could not possibly grow.
The important question for Methodist presbyters today – and I would suggest leaders of other denominations irrespective of whether they are ordained – is how we should oversee fresh expressions? What is the role of a minister in a fresh expression? How do we properly authorise and commission fresh expressions’ leaders? What aspects of ‘church’ must we insist take place – not because we want to impose ‘church’, but because we want to enable it from ground zero? How much do we do ourselves (if anything) and how much should we delegate? How much freedom should a fresh expression be given to make its own decisions, and what needs to be referred to the (Jerusalem) church council? How do fresh expressions connect with the wider church and vice-versa?
Thinking about where we stand
Quinn and Rohrbaugh’s work suggests that the best managers are those who can move between the different roles. Rather than seeing their diagonal opposite as their nemesis, they recognise their potential. If you are a pioneer, there is no room to hide in your favoured quadrant and claim that anyone who does not see life as you do is a loon. If you stay among your own kind, you will simply not get anywhere. Sure, life will seem harmonious but deep down you are likely to become frustrated that you are not making any progress. Instead, a good pioneer and a good overseer will have the capacity to mix with people from the other quadrants.
As a Methodist Minister, I am in the unenviable position (which I believe is shared by URC ministers) of being, effectively, both the Chief Executive and Chair of trustees for my local churches. Rarely would this happen in business – the individual who is tasked with overseeing development and encouraging new ideas is the same person who chairs the discussion. Whilst there is provision for ministers to hand over chairing the meeting to someone else, this has not been the inherited tradition. What follows is a sensitive balance as ministers suggest new ideas and allow others to test their viability, responding positively when their idea is reworked or a complete alternative is suggested. Frequently, the discussion seems more natural when someone else other than the minister presents. To put it succinctly, I long for an entrepreneur or pioneer to speak up. The difficulty is that in order to do this they need to be at the same meeting, and getting them there can be a challenge. Some, by nature, feel uncomfortable in a command and control setting. Administration and meetings are simply a turn-off for some people. Even so, the ministerial task is to enable a discussion to take place and to help people who appear to have competing values see the strengths in each other.
Crucially, the antidote to this conflict is to help churches see that whilst they comprise people who are different in personality and giftings, what unites them is a shared common goal: to grow the church. Unfortunately, this may not be the case. As John Wesley points out in his 2nd sermon of 44, ‘The Almost Christian’, some people exhibit a form of godliness whereby outwardly they appear to be in right relationship with Christ, but inwardly they have not experienced the love of God. This results in their lacking the drive to love their neighbour. Conversely, Wesley states that Altogether Christians are born of God, are confident that they are saved, have a faith which ‘purifies the heart’ and seeks to glorify God. Implicitly, Altogether Christians yearn for others to experience the transformative power of Christ. Whilst Wesley’s thinking is a challenge to all of us – which of us can ever say we have arrived? – I am minded that for some people church is more about community fellowship than faith; it is about starting with charitable works rather than starting with the gospel, which invariably leads to charitable works. For some, evangelism is almost a taboo word because we are nervous about forcing our faith on others (whilst this would be bad evangelism it does not excuse us from finding sensitive ways of presenting the gospel), because we do not believe wholeheartedly in the transformative power of the local church and the fact that we have something priceless to offer, or because (I am afraid to say) that despite generations of commitment to our local church, we are more ‘Almost’ than ‘Altogether’ Christians. Perhaps the first task for ministers then, is to ask churches, ‘Why are we here in the first place?’
How we create is what we create
Originally this framework was used to explain what was happening at one of our suburban churches in Peterborough. One concern – which seems to be a cry that often arises from local churches who incorporate fresh expressions is, ‘When are we going to see them come to church on a Sunday?’ I still have to pinch myself at times, not quite believing that after over ten years of advocating for fresh expressions, I am still having to remind people that this need not be the case. For some newcomers, the requirement to attend Church on a Sunday is a hindrance, particularly if their family situation is complex. However, despite the voice of concern or opposition (which we often hear disproportionately because we are sensitive to upsetting others), there are times when we need to assert ourselves, and model what we consider to be an appropriate response. We must – and here it comes – inhabit a different part of the quadrant than we are used to. The VentureFX definition of a pioneer (stated on the Fresh Expressions Website) states:
VentureFX pioneers begin with communities of young adults. As they explore what it means to be disciples of Jesus there, new and relevant form of Christian community are beginning to emerge. They are based on pursuing a radical and authentic lifestyle rooted in the teaching of Jesus, but marked by a re-imagination of what church might need to look like for them. (https://www.freshexpressions.org.uk/pioneerministry)
That has certainly been our experience. As Jeff Degraff (who has published some inspiriting YouTube videos on the Competing Values Framework) puts it, ‘How we create is what we create’. (https://www.youtube.com/watch?v=45veR-Se-rI)
Southside For All began life as a midweek after-school club. As the wider church celebrated this work, a minority asked, ‘When are we going to see these people come to Church on a Sunday?’ In response, rather than retreating to the left-hand side of the quadrant and trying to engineer this, two of our staff stood in the upper right quadrant, and asked, ‘What does it mean to be church in this place?’ Southside For All originated from the observation that at the end of the sessions, the parents and carers did not want to leave. They valued each other’s fellowship and appreciated contact with the minister, mission enabler and volunteers. As the leaders reflected on the growing sense of community they reasoned that it would be better for them to capitalise on the relationships and networks that were already present, rather than to disrupt this by expecting people to withdraw from this and migrate to worshipping on a Sunday morning. This process has not only been about asserting a new direction as leaders. It has been about giving confidence to others who are pioneering or entrepreneurial but lack the confidence to speak up.
As for what the future holds, one of the advantages of the framework is that it reminds us of how projects need different phases of management. If we want to start a work quickly we need a blend of innovators and marketers, but to gain stability we need people who can administrate and pastor long-term. One hope is that by standing in the red quadrant, our leaders will encourage others of like-mind to step forward who can continue to move the project forward as the newly emerging church begins to question how it develops further. Meanwhile, we hope that having grown in confidence, those who volunteer (and have links with the Sunday morning congregation) will discover their role in providing stability through planning, and creating a sense of family. I remember how when the magician Paul Daniels used to finish his act, he used to say, ‘And that’s magic.’ I think that we as mission practitioners, need to do much the same in reminding people just how far they have travelled; what our initial thoughts and feelings were; how God overcame them; where we are now; where we think we might be headed in the future; and say, ‘And that’s mission!’ Our end goal is to try and ensure that the next time we engage in something new, we are more open to what God can do, and harbour less anxiety than we did the first-time round.
Osmer’s method is a gift in the way that it is simple to remember and provides a framework where more and more depth can be added. Crucially, it forces us from being in a place of discontent to questioning how we are going to respond. I must confess that all-to-often I have met Individuals and groups in the life of the Church (pioneers included) who have become a talking shop for everything that is wrong in the Church, but do not seem able to find a way through this and move on. This is just as sobering for you as a pioneer, as it is for me, as a superintendent. For me, this means that if the processes of the Church are unhelpful for pioneers, or are inhibiting mission, I have a responsibility to find a way of enabling change to happen. That is my job!