Responsibility for Spiritual Abuse – Part 3E – Step 5, Layer 1. Abusive Leaders Need to Deal with Personal Issues

Part 3 – Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan”

Part 3E. Step 5, Layer 1.

Abusive Leaders Need to Deal with Personal Issues

ABUSIVE LEADERS

Layer 1 – How to determine the levels of personal growth and recovery needed by leaders who harm others, regardless of how gifted they are or how much they help others.

Layer 2 – How to identify what levels of peace-making are needed in personal relationships where a leader has caused damage.

AFFECTED GROUPS

Layer 3 – How to ensure individuals qualified for roles to lead the organization stay, when those disqualified should be removed, and when/if they should ever be restored to a former position.

Layer 4 – How to discern whether an organization that is toxic can be repaired, or should not even survive. Continue reading

Responsibility for Spiritual Abuse – Part 3D – Step 5, Overview. Dealing with Toxic Leaders Who Need Healing and Sick Organizational Systems That Need Repairing

Part 3 – Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan”

Part 3D. Step 5, Overview. Dealing with Toxic Leaders Who Need Healing and Sick Organizational Systems That Need Repairing

So now we get to Step 5, overviewing a process for responding to “malignant ministers” and their toxic systems. In this Step, we’ll consider as persons of interest those who are undeniably spiritually abusive leaders who hold a significant level of control in a definitely toxic church, ministry, or non-profit. So, the question is not whether malady and damage are present, but to what degree and how stark our actions should be in dealing with them.

Keeping those “persons of interest” in mind, there are four specific layers for leaders in a system where both need “healing” – whether the need is only slight, very substantial, or in between. The first two Layers are for individual leaders who’ve been abusive. The last two Layers are for groups to deal with abusive leaders and the organization that’s been affected. Continue reading

Responsibility for Spiritual Abuse – Part 3H – Step 5, Layer 4 – Affected Groups Need to Deal with Sick Organizational Systems

Part 3 – Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan”

Part 3H. Step 5, Layer 4.

Affected Groups Need to Deal with Sick Organizational Systems

ABUSIVE LEADERS

Layer 1 – How to determine the levels of personal growth and recovery needed by leaders who harm others, regardless of how gifted they are or how much they help others.

Layer 2 – How to identify what levels of peace-making are needed in personal relationships where a leader has caused damage.

AFFECTED GROUPS

Layer 3 – How to ensure individuals qualified for roles to lead the organization stay, when those disqualified should be removed, and when/if they should ever be restored to a former position.

Layer 4 – How to discern whether an organization that is toxic can be repaired, or should not even survive.

[Click on the chart to view a larger version.]

Step 5, Layer 4 ~ Affected Groups Need to Deal with Sick Organizational Systems

Step 5, Layer 4 ~ Affected Groups Need to Deal with Sick Organizational Systems

There are so many questions when it comes to the people in an organization deciding what to do about problems in it:

  • Why would an organization need to be shut down?
  • What issues make it our choice on what to do with repairing or shutting down our organization, and what issues could take that choice out of our hands?
  • What makes for a “safe” or “optimal” environment for teamwork? Is “unsafe” or “unhealthy” the exact opposite of that?
  • What does “healthy” – not “perfect” – look like?
  • Who should we exclude from input or oversight on carrying out major organizational renovation or actual shut-down?
  • How do we deal publicly with toxic, sidelined leaders who need to be called out?
  • Is there such a thing as “organizational repentance,” and if so, what does it look like?
  • Why is hope an integral part of the process of dealing with sick organizational systems?

Continue reading

Responsibility for Spiritual Abuse – Part 3G – Step 5, Layer 3 – Affected Groups Need to Deal with Toxic Leaders

Part 3 – Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan”

Part 3G. Step 5, Layer 3.

Affected Groups Need to Deal with Toxic Leaders

ABUSIVE LEADERS

Layer 1 – How to determine the levels of personal growth and recovery needed by leaders who harm others, regardless of how gifted they are or how much they help others.

Layer 2 – How to identify what levels of peace-making are needed in personal relationships where a leader has caused damage.

AFFECTED GROUPS

Layer 3 – How to ensure individuals qualified for roles to lead the organization stay, when those disqualified should be removed, and when/if they should ever be restored to a former position.

Layer 4 – How to discern whether an organization that is toxic can be repaired, or should not even survive.

[Click on the chart to view a larger version.]

Step 5, Layer 3 ~ Affected Groups Need to Deal with Toxic Leaders

Step 5, Layer 3 ~ Affected Groups Need to Deal with Toxic Leaders

Introduction

At this point, we switch from a focus on the individual leader with problems to address, to move to the organizations they’ve built. These are influenced by and infused with toxic strategies and structures, processes and procedures. Addressing them means shifting from individual responsibility to corporate discernment and decision-making. To put it bluntly: At this Layer, the sidelined leader is no longer in the driver seat. Period. Continue reading

Responsibility for Spiritual Abuse – Part 3F – Step 5, Layer 2. Abusive Leaders Need to Deal with Interpersonal Issues

Part 3 – Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan”

Part 3F. Step 5, Layer 2.

Abusive Leaders Need to Deal with Interpersonal Issues

ABUSIVE LEADERS

Layer 1 – How to determine the levels of personal growth and recovery needed by leaders who harm others, regardless of how gifted they are or how much they help others.

Layer 2 – How to identify what levels of peace-making are needed in personal relationships where a leader has caused damage.

AFFECTED GROUPS

Layer 3 – How to ensure individuals qualified for roles to lead the organization stay, when those disqualified should be removed, and when/if they should ever be restored to a former position.

Layer 4 – How to discern whether an organization that is toxic can be repaired, or should not even survive. Continue reading

Responsibility for Spiritual Abuse – Part 3C – Step 4 – Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan”

Part 3C Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan” – Step 4

Step 4. Focusing in on “Repentance”

So, here we are. Most of what I think are key elements are in place for us to think through multiple levels for leaders who need healing, and systems that need repairing. There are just a few more preliminaries about repentance, humility, and being conciliatory. Continue reading

Responsibility for Spiritual Abuse – Part 3B – Steps 1-2-3 – Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan”

Part 3B Concepts, Questions, and Continuums for Building a Comprehensive “Remediation Plan” – Steps 1-2-3

OVERVIEW: Part 3B – Steps 1-2-3 develops a set of questions and concept frameworks to help us build a comprehensive “remediation [remedy] strategy” to address recovery issues both for organizations that have become toxic and for the people who control them. It begins with a few key ideas for analyzing problem situations for patterns. Then it looks at a general continuum for thinking through how healthy or sick a person is, using analogies like injury triage, hospitalization, and recuperation. It extends that health/toxicity continuum analogy to parallel situations in organizational systems.

Part 3C – Steps 4-5 sets up the frameworks to apply to four specific layers in a system that needs healing – whether the healing needed by leaders and organization is relatively slight, or all the way to very substantial:

  1. How to determine the levels of personal growth and recovery needed by leaders who harm others, regardless of how gifted they are or how much they help others.
  2. How to identify what levels of peace-making are needed in personal relationships where a leader has caused damage.
  3. How to ensure individuals qualified for roles to lead the organization stay, when those disqualified should be removed, and when/if they should ever be restored to a former position.
  4. How to discern whether an organization that toxic can be repaired, or should not even survive.

Part 3C also suggests appropriate responses to recovery processes by both perpetrators who are truly repentant and their victims who are receptive to reconciliation and restitution. It concludes with some ideas and questions to consider before we launch into creating a remediation plan that involves specific Christian leaders and organizations. Continue reading