Consensus does not refer to complete and total agreement on personal preferences. Rather, consensus occurs when there is agreement that the message is good for the congregation, not that it’s good for the personal preferences of the preacher, producer or any other individual on the team. Any team member can hate country music but agree that the use of a particular country music song is good for a particular worship experience.

This is an important distinction: Not that there is consensus on personally liking something, but that there is consensus that the presence of the Holy Spirit is in the idea, that it is biblically and theologically sound, that it is connected to something culturally important and resonant, and that it has creative and stylistic appeal to many in the congregation.

Teams with synergy, or teams that work, somehow find ways to give up personal agendas and achieve consensus. Ego, personal preference, position and even seniority are checked at the door. Successful teams focus on the one central agenda of finding the best way to communicate the gospel for whatever particular topic is being discussed. Each and every member of the team must be willing to make the team’s agenda more important than their own.

What to Watch For:

1. The gatekeeper mentality must be eliminated.
The goal is not to be a gatekeeper on personal style and preference.

Every ministry leader including music, media, preacher and beyond has to be willing to let others in on the creative development of their own particular area of expertise. In other words a graphic artist doesn’t decide which visual ideas make it through the gate. The team debates the merits and demerits of each visual idea. A hopefully consensus decision is then made based on what best suits the worship experience’s direction (not what best suits the graphic artist’s favorite subjects). It means music ministers allow others to participate in song selection and that pastors are aided in the development of the sermon. Each and every aspect of worship becomes open for discussion, for each and every person in the room.

The role of the individual team members then becomes more about leading the discussion around a particular aspect of worship (such as music), rather than dictating what idea will become the final decision for worship.

This can be difficult for dominating personalities, and for those in long-established roles such as preacher and music director. These positions have been lone ranger positions for so long that it may be extra challenging to begin to allow others to participate in the process.

We have been involved with teams where a particular voice was so strong that it drowned out others in the room. Without a counter voice or voices against which an idea can be tested, the quality of worship suffers. Say for example someone on the team like candles. This person has strong vocal opinions on why they are theologically good and why they are aesthetically nice, and additionally does a good job of making pretty candle displays every week. Other team members, tired of fighting the weekly assault, allow Candle Person to do his or her thing. At first the congregation is moved by the beautiful candle displays. But over time, candles… Get. Really. Old.

Related to this problem is the Opener Question. We often hear in consulting sessions about congregations that struggle with the beginning of worship — getting people’s attention to start corporately while at the same time doing something creative. The solution is to never do the same thing until it gets predictable. Make each week of worship a surprise for those attending, and you won’t have any problem getting people in their seats and paying attention. Artistic tastes vary. This is true both in your congregation and on your team. So a feeling of surprise and anticipation are important. And the only way in which unpredictably can foster is in a team environment where multiple voices are heard with respect. Don’t allow one or two voices to dominate. Remember that everyone on the team may not be in love with the themes, metaphors, images, prayers, songs, etc. for a weekend. The more variety, the better. True consensus means losing personal agendas and agreeing that a concept is good for the gospel and good for your own unique congregation. Every aspect of worship can benefit from creative collaboration. As Christ as the head, we can become the body in a new and fresh way. Worship can only get better as a result.

2. Silence doesn’t equal consent.
There may be silent toxins growing on the team. In the case of the Candle Person, others on the team may be growing to dread and abhor candles, yet feel powerless to speak up. The best antidote, and this may be a challenge to implement, is to ensure that everyone has a voice and feels free to speak his / her mind. Only when everyone vocally agrees that the idea is good for the congregation and the direction of worship can there be true consensus.

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