Traditional organizations work hard to create uniformity and consistency. We tend to educate all our pastors at the same institutions in order to ensure that there is very little differentiation in the leadership of the church. But this approach may backfire. Consider this,
“A certain amount of disorder and disruption are required for adaptation. The system must spend some time on an apparently random search for options before it discovers the most adaptive responses. If a system accepts only people who readily assimilate, the differentiation that is necessary for change and adaptation is reduced. The system becomes closed. It repels new ideas and perspectives. A complex adaptive system needs the disrupting influence of persons with different education and training… In tightly controlled organizations, in which predictability and stability are prized, self-fulfilling prophecies eliminate the possibilities that come from difference. People who might “rock the boat” are kept under control. Organizations that value adaptation and change, on the other hand, see “trouble makers” as those who move the organization to its creative edge, where innovations are most likely to occur. In these organizations, the diversity of ideas and multiple perspectives bring about change.” Edwin Olson and Glenda Eoyang, Facilitating Organizational Change: Lessons from Complexity Science, 2001, p.92
This quote jumped off the page! It describes a great deal of our church structure today. By tightly controlling the system, we may actually be choking it. But by embracing the so-called “trouble makers”, we may actually be embracing a new generation of Martin Luthers. We need a generation of people who uphold the Bible as Luther did, and turn our hearts to the person of Jesus, our Hope.