Discussion: Culture and Strategy

There’s a well-known statement by Peter Drucker that says, “Culture eats strategy for lunch.” In the next module, we’ll explore strategic planning, but all the planning in the world will go nowhere if the culture of your church grinds your strategic plans to a halt.

Do a little research on different kinds of church “culture” or “organizational personality” as it relates to organizational behavior. You will likely find options like:

1. “Hierarchical” or Top-Down Culture

   A single leader (pastor, bishop, elder) makes most key decisions, with limited input from the congregation.

   Strength: Clear direction and efficiency.
   
   Challenge: Resistance to bottom-up change.

2. Family Style Culture

   Smaller, tight-knit churches with multiple generations involved.

   Strength: Strong relationships and shared history.
   
   Challenge: Resistance to outside ideas and incorporating new people.

3. Entrepreneurial or Growth-Oriented Culture

   Often larger churches that embrace innovation, technology, and expansion.

   Strength: Openness to change and rapid growth.
   
   Challenge: Can prioritize results over relationships or experience leadership burnout.

4. Consensus-Driven Culture

   Decisions are made through committees, elders, or full congregational votes.

   Strength: Shared leadership and broad buy-in.
   
   Challenge: Change can be slow and difficult due to prolonged decision-making.

5. Charismatic/Spiritual Revival Culture

   Emphasizes spiritual experiences, spontaneous worship, and prophetic leadership.

   Strength: Passionate engagement and strong belief in divine guidance.
   
   Challenge: Can sometimes struggle with long-term planning or structure.

6. Traditional/Liturgical Culture

   Rooted in historic traditions, creeds, and formal worship structures (e.g., Catholic, Orthodox, mainline Protestant).

   Strength: Deep sense of continuity and theological depth.
   
   Challenge: Resistant to innovation and rapid change.

You may uncover other kinds of church personalities as well.

Pick one of these church “organizational personalities.” Imagine you are a leader in that church, and you want to introduce a change that you believe will advance the mission of the church.

• How might your church’s personality help or hinder the advance of that change?
• What aspects of the culture might try to “eat your strategy for lunch”?
• What pitfalls should you avoid when introducing this change?

Your initial post should be at least 300 words and should demonstrate thoughtful engagement with the topic.

After making your initial post, please read through the responses of your classmates and make at least three follow-up comments. These responses should contribute meaningfully to the discussion, whether by asking insightful questions, providing additional examples or perspectives, or challenging ideas respectfully. Each follow-up comment should be at least 100 words. This discussion is worth 25 points.