Did you take chemistry in high school or college? I took the basic stuff but never had the privilege of "blowing up" the chemistry classroom as depicted in so many movies. Actually, the problems we had were more those of slow leaks.

Sulfur and ammonia were two of the biggest problems. The smell from experiments gone awry would just about knock you off your feet. The odor could literally gag you. And if the containers were not perfectly sealed, the next day there was a foul smell so bad you couldn't even walk into the room. I won't reveal any names, but let's just say it was sometimes deliberate to get us out of class! The lesson learned . . . you can't hide bad chemistry.

When it comes to church staff, and the primary leadership, you can't "seal" them, and you don't want to. Their chemistry is going to "leak" with a direct impact upon the congregation.

In my travels as a consultant I have observed a direct correlation between the relationships, morale and productivity of the staff and the congregation. The congregation mirrors the staff. In smaller churches, the congregation mirrors the primary lay leadership.

This may be an adaptation, but I think it was Rick Warren who said, "stick a thermometer in the staff and you'll get the temperature of the congregation."

If there is tension and strife, for example, among the pastoral staff, it inevitably begins to show up within the congregation. It doesn't happen instantly, it's more of a slow leak. And it's worse than a "smell" or an unpleasant odor than can be cleared and freshened fairly quickly. It's more like a cancer that eats away at the relationships, morale and productivity of the congregation. In the churches I visit where there is a positive and healthy staff (or core leadership) who have an ability to
resolve conflict quickly, the congregation takes on that atmosphere as well.

There are three kinds of chemistry to cultivate. Within these three areas it is important for you to intentionally and correctly mix the ingredients to avoid leaking the wrong chemistry. And by the way, do not fool yourself into thinking that the congregation is unaware of the tension or conflict. They know. They may not know the details or "what's going on" but they know something isn't right. Just like you can watch a married couple and have no idea what the problem is, but you instantly know there is a problem.

1. Relational Chemistry

Relational chemistry most simply put, means you like each other. You look forward to time together and enjoy each other's company. This is so important to function well as a team. And of all three kinds of chemistry, this is the one the congregation will pick up on first. I often coach senior pastors and staff (or potential staff) to imagine themselves going on a three-day camping trip - just the two of them. If that sounds like fun, good. If you'd rather have a root canal than spend three days in
the woods with "him" you are on the wrong team. (Same gender only for this illustration please.) OK, some of us don't want to be in the woods period! But you get the idea.

2. Productivity Chemistry

This is the idea of the team being better together than apart. Together, you are really moving the ball down the field. You are realizing progress. In other words, the staff or primary leaders are better than they really are - better than they are as
individuals because they are together as a team. The classic example is the Beatles. Do you remember the mop-haired fab four? They were extraordinary together, but apart they are average at best. Don't believe me? Just ask Ringo how things are going!

If you are not better together than separately, (more productive and effective,) there are several possibilities to consider.

• Do you have the right people on staff or in key positions of leadership? (competent, intelligent, passionate, etc.)
• Do you have your leaders in the right positions?
• Are your leaders trained well?
• Is the senior leadership setting the right example and
  establishing an overall positive morale?
• Is the level of maturity among the staff befitting Christian
  leadership?
• Do the staff operate as a team, unified and interdependent?
• Is it relatively easy to attract other leaders to join your
  team?

3. Cultural Chemistry

The third kind of chemistry deals with the overall team fit. Every church has a culture, and some are drastically different than others. I promise you have one. Some churches have a "button down business" culture, and others a more relaxed and casual culture. Some churches have a worship culture - their church emphasizes praise and worship as a high value and top priority. Skyline, the church where John Maxwell and I served had a leadership and personal growth culture, that was the driving force. Many churches, unfortunately, have a traditional "this is the way we've always done it" culture. They wouldn't say that's their culture, but it is. Churches led by young leaders have an "edge" culture. I call it a spiritual version of the sixties counter culture! I've traveled to several churches that have a "pastor is the boss" culture. There really is no end to the various types.

How about you? Do you know the dominant culture in your church? The important thing is to make sure you cultivate the culture you want and that all the primary leaders fit within the culture. This doesn't mean you all match in personality and opinions, but you think largely in the same philosophical way.

Evaluate your team in light of this chemistry lesson. How are you doing? What is leaking into your congregation?

"This article is used by permission from Dr. Dan Reiland's free monthly e-newsletter The Pastor's Coach available at www.INJOY.com."