Church splits have been a recurring issue throughout the history of Christianity, both globally and in China, for varied reasons. In Jesus' final prayer, he specifically prayed for the unity of the church, and many churches today follow his teachings, seeking a path toward church unity.
Recently, Pastor Chunlei, who has been pastoring a church in a city in Eastern China for many years, shared his insights on why his church has never experienced a split. He attributes this to emphasizing shared core values and a strong church culture.
The Key: A Leadership Team with Shared Beliefs
Pastor Chunlei stated that they rarely accept "parachuted" workers (those who come from outside without established connections). Instead, most of their staff are locally trained and personally mentored within the church, ensuring they align with the church's values and beliefs.
He explained that some workers have been with them for over a decade, due to their shared beliefs. "Their beliefs are sound and upright, so the issue of splitting doesn't arise. We are all serving God with no restrictions. There's no sense of 'I can't live out my beliefs here, so I need to split and start my ministry.'"
Preventing Conflict: Focus on Relationships and Deep Connections
Pastor Chunlei shared that beyond shared beliefs, the church's focus on nurturing relationships has been critical in preventing conflicts that often lead to divisions. He explained that disagreements can easily escalate into conflicts, which in turn can cause church splits.
At his church, anyone interested in full-time ministry is not immediately assigned responsibilities. Instead, they are encouraged to live and spend time with the pastor and his wife to create mutual understanding and deepen personal growth. In addition, the pastor and his wife invest significant time in caring ministers who are planting churches.
Many staff workers in his church have gone through run-in periods, which helps forge strong relationships. With transparent relationships, they almost have no personal conflicts or barriers, helping reduce the risks of splitting and avoid unhealthy competition. Knowing that the adjustment process takes time and effort, the church also uses diverse methods to ease new workers into their roles.
Empowering Leaders, Not Controlling Them
"On the surface, our church may look like a patriarchy, with my wife and me as 'parents,' but our mindset is all about empowerment," pastor chunlei explained. "If someone feels led to start a new church, we fully support them. We provide funds, ministry fees, and even rent, and they can take believers with them. My goal is to empower, not to restrict."
He pointed out that this mindset was quite different from the patriarchal model, where leaders might suppress talented staff workers to maintain control.
Painful and Anxious Service vs. Joyful and Fulfilled Service
Pastor Chunlei recounted his time serving in a traditional church where he was taught to endure hardship and self-denial. He believes, however, that while the Bible calls for believers to "take up their cross and follow Jesus," it's more of a mindset to have the resolve to suffer but not to live in daily suffering.
He believes that when church workers are happy and joyful, they become confident in their pastoral work, making a difference to others. But if they serve with bitterness and anxiety, it’s difficult for them to pastor others or deliver good sermons.
With this perspective, this pastor emphasized the importance of using their gifts and talents. He advocated for the church to "meddle in others' affairs," as well as care for one another rather than focus on their own ministry. He also organized meetings and retreats to train staff members and cared for their family members, including children and the elderly. Adequate salaries are provided to church workers to support their daily lives.
In such an environment, the church is like a large greenhouse. No one is inclined to split off and start their own ministry. In today's challenging social environment, he argues, it’s more practical and rewarding to work together in harmony, serve joyfully, and make full use of their gifts and talents rather then to build large, separate churches.
- Translated by Abigail Wu
教会分裂是一个历史性的话题，无论是世界教会史还是中国教会史都经历过大大小小的分裂，而分裂的原因可能也都不尽不同。耶稣在最后的祷告当中特别为教会合一进行了祈求，很多教会也在跟随耶稣的教导寻找教会合一的道路。
日前，在华东一城市教会牧会多年的春雷牧师分享了他们教会没有分裂的是因为他们很强调核心价值和文化。
一、同工团队有相同的理念最关键
春雷牧师表示，他们基本不会接受空降的同工；他们的同工都是从本土开始培养的，很多同工都是他们亲自培养建立起来的；他们在人品、品格等各个方面都很不错。即便有些同工没上过神学课程，但只要能跟上他们的初级神学训练就行，因为在神学方面上也基本没问题。
他表示，有的同工甚至跟在他们身边十几年的时间，得益于他们一样的理念。“他们的理念要正，就是分裂不分裂不受什么限制；都是在服事上帝，不存在被限制；不存在我领受的理念受限制做不出来，所以要分出去做。”
二、冲突少的秘诀：注重关系、深度联盟
除了理念相同，教会内部冲突少也是防止教会分裂的一大原因。很多时候，大家意见不一致导致很多冲突的发生，进而造成了教会分裂。
春雷牧师表示，他们非常注重肢体间的关系。如果有人想作全职同工，他们不需要先负责什么事情，事工可以先不做。而是让同工及其家人有和牧师、师母一起生活，彼此了解，他们的生命也被建造。除此之外，牧师、师母会花很多时间在探访上，也会差派全职同工去新建立的教会进行探访。
他们教会很多同工之间的彼此搭配都经历过磨合期，因而建立了美好的关系。大家之间的关系都是透明的，基本上不存在人与人之间的冲突和隔阂。知道同工之间磨合花费了大量的时间和精力，因此教会也会尽力通过一些方法减少新同工之间的磨合。
深度联盟可以抵抗风险，也会减少肢体间的不良竞争。因为同工之间的关系不只是表面的我认识你，你认识我，而是有深层的关系和生命的连结。
三、用成全的文化更新家长制
“我们的体制表面看上去有点偏重家长制，我和师母有点像家长……但我们的心态是成全的。你如果觉得你很棒，现在就差你出去建立分堂。钱、事工费、房租都可以给，你去做就可以了；就是把信徒带走一部分也可以。我是成全，不是限制你。有些同工觉得我成熟了，想单干，那就大力支持。”春雷牧师认为，他们植堂本身就是要多建立教会，如果有人有能力可以独立负责一间教会，那是很好的一件事情。
这种成全的心态与传统的压制在各方面比他们优秀的同工的家长制很不一样。
四、痛苦和忧虑的服事VS幸福并喜乐的服事
春雷牧师曾经在传统的教会中待过一段时间，那个时候他被教导要吃苦、要舍己。他说：“圣经说背起十字架跟随主，不是说我们每天要活在十字架中。我觉得那是个心志，我们要有吃苦、背十字架，甚至殉道的心志。但那不代表我每天就在痛苦中、在十字架中。
他认为，如果同工幸福了、喜乐了，他牧养的时候就会很自信；带出来的影响力也是不一样的。但如果同工每天苦哈哈的，带着情绪和忧虑服事；他是很难牧养别人的，分享出来的信息可能也不健康。
由于有这样的观念，春雷牧师强调让同工发挥自己的恩赐和才干，并且提倡教会要多管“闲事”；不要独善其身，而是要互相照顾。他也会组织同工会、退修会等来达到关怀同工的目的；同时也很关心同工的家人，包括孩子和老人。也会给同工足够的薪资，以满足他们日常生活所需。
他表示，在这种氛围中，教会就像个大温室一样。基本没人想着要分裂出去单干，因为这样做不仅会落个分裂的骂名。而且即便很累、很辛苦，也不一定能建立大教会，因为现在的大环境不允许。那还不如抱团取暖，开心又没压力地服事，同时发挥自己的恩赐和才华。
访谈| 华东一城市牧者的经验之谈：如何防止教会分裂？
Church splits have been a recurring issue throughout the history of Christianity, both globally and in China, for varied reasons. In Jesus' final prayer, he specifically prayed for the unity of the church, and many churches today follow his teachings, seeking a path toward church unity.
Recently, Pastor Chunlei, who has been pastoring a church in a city in Eastern China for many years, shared his insights on why his church has never experienced a split. He attributes this to emphasizing shared core values and a strong church culture.
The Key: A Leadership Team with Shared Beliefs
Pastor Chunlei stated that they rarely accept "parachuted" workers (those who come from outside without established connections). Instead, most of their staff are locally trained and personally mentored within the church, ensuring they align with the church's values and beliefs.
He explained that some workers have been with them for over a decade, due to their shared beliefs. "Their beliefs are sound and upright, so the issue of splitting doesn't arise. We are all serving God with no restrictions. There's no sense of 'I can't live out my beliefs here, so I need to split and start my ministry.'"
Preventing Conflict: Focus on Relationships and Deep Connections
Pastor Chunlei shared that beyond shared beliefs, the church's focus on nurturing relationships has been critical in preventing conflicts that often lead to divisions. He explained that disagreements can easily escalate into conflicts, which in turn can cause church splits.
At his church, anyone interested in full-time ministry is not immediately assigned responsibilities. Instead, they are encouraged to live and spend time with the pastor and his wife to create mutual understanding and deepen personal growth. In addition, the pastor and his wife invest significant time in caring ministers who are planting churches.
Many staff workers in his church have gone through run-in periods, which helps forge strong relationships. With transparent relationships, they almost have no personal conflicts or barriers, helping reduce the risks of splitting and avoid unhealthy competition. Knowing that the adjustment process takes time and effort, the church also uses diverse methods to ease new workers into their roles.
Empowering Leaders, Not Controlling Them
"On the surface, our church may look like a patriarchy, with my wife and me as 'parents,' but our mindset is all about empowerment," pastor chunlei explained. "If someone feels led to start a new church, we fully support them. We provide funds, ministry fees, and even rent, and they can take believers with them. My goal is to empower, not to restrict."
He pointed out that this mindset was quite different from the patriarchal model, where leaders might suppress talented staff workers to maintain control.
Painful and Anxious Service vs. Joyful and Fulfilled Service
Pastor Chunlei recounted his time serving in a traditional church where he was taught to endure hardship and self-denial. He believes, however, that while the Bible calls for believers to "take up their cross and follow Jesus," it's more of a mindset to have the resolve to suffer but not to live in daily suffering.
He believes that when church workers are happy and joyful, they become confident in their pastoral work, making a difference to others. But if they serve with bitterness and anxiety, it’s difficult for them to pastor others or deliver good sermons.
With this perspective, this pastor emphasized the importance of using their gifts and talents. He advocated for the church to "meddle in others' affairs," as well as care for one another rather than focus on their own ministry. He also organized meetings and retreats to train staff members and cared for their family members, including children and the elderly. Adequate salaries are provided to church workers to support their daily lives.
In such an environment, the church is like a large greenhouse. No one is inclined to split off and start their own ministry. In today's challenging social environment, he argues, it’s more practical and rewarding to work together in harmony, serve joyfully, and make full use of their gifts and talents rather then to build large, separate churches.
- Translated by Abigail Wu
Pastor Shares Insights on Preventing Church Splits
