and insight into how the Trinity operates.
Developing group mind There’s another name for the unity Paul writes about: group mind, a term used often in improvisational theater. Group mind is the “holy grail of improv,” said Charna Halpern, a renowned improvisation teacher. Over the seven years I’ve been learning, teaching and performing improv, I’ve come to agree. How do you develop group mind?
• Sow acceptance. As Jesus was transfigured on the mountain before Peter, James and John, God said of Jesus: “This is my son, whom I love. Listen to him!” God’s previous acceptance of the Son at his baptism certainly influenced Jesus’ acceptance of others. And when Jesus expressed unconditional acceptance with the disciples and others, it transformed the world and bonded his followers to him.
Jesus certainly didn’t agree with everything people said or did, but acceptance and agreement aren’t the same thing. Acceptance remains the foundation for healthy relationships. In improv, we use the phrase “yes, and” to teach uncon- ditional acceptance. Improvisers say “yes” to ideas shared so they can build a story with others in the moment. A variation that works well in team ministry is: “What I like about that idea/person/thought is ....” Try it. When you next find yourself disagreeing with someone or some- thing, work at finding what you do accept. Start by saying, “What I like about that is ....” See what you find. • Make someone else look good. One theologian defined the Trinity as “shy,” not calling attention to self. At Jesus’ baptism, God said, “This is my son” (Matthew 3:17). When teaching his disciples to pray, Jesus pointed to God, saying: “Pray then this way ... Our Father in heaven ...” (Matthew 6:9). Paul writes to the church in Rome: “When we cry, ‘Abba! Father! it is that very Spirit bearing witness ... that we are children of God” (Romans 8:15-16). Whether Father, Son or Spirit, one makes the other two persons of the Trinity shine. Power struggles on teams develop when two or more people are determined to wrest control from the other. Polarity management teaches that when two parties vie for control, the solution is found in managing the two extremes, getting the two parties to listen and value one another’s perspective on the issue. Paul counsels us to “do nothing from selfish ambition or conceit, but in humility regard others as better than yourselves” (Philippians 2:3). When a commitment to collaborate by listening, accept- ing and respecting the other is present, team cohesion can develop.
• Move beyond belly buttons. Be clear about and focused on the cause outside yourselves. Martin Luther taught that focusing too much on your own spiritual performance is an exercise in navel-gazing. Teams that are in conflict or unclear about their pur-
pose can find themselves gazing at their navels as well. So take a page from improv troupes: work together to tell a story to an audience. Whether humorous or dra- matic, the story will always be discovered outside each improviser as the team works to tell the story with one voice.
How well you work together to tell your story will determine how well the story impacts the audience. If you misunderstand your purpose (working as one unit to tell a story), what will be left is a collection of individuals com- peting for attention—and terrible storytelling. It is Jesus who tells us: “For the Son of Man came not to be served but to serve, and to give his life a ransom for many’ ” (Mark 10:45). Jesus understands that the story of God’s love is being told to the world through Jesus’ ministry with the disciples. That story continues to be told through us. Lest internal conflict zap the energy from your con- gregation’s mission and ministry, help your team to focus (and thrive) on a cause outside of the team itself: telling the story of God.
Quick draw W
orking in pairs with your ministry team, draw a pic- ture together, one line at a time. This is a great expe-
rience to teach cooperation, building on ideas of others, and sharing control and responsibility for an outcome. Supplies: one pen/colored marker per person, a blank
piece of paper for each pair of team members. Directions:
• Place two circles on the page to represent eyes. • Take turns adding one line or feature to the picture at a time. • Work as quickly as possible. • Laugh if you feel like it. • Do not talk even if you feel like it. • When one person hesitates the picture is finished. • Add a name to the picture, alternating letters as before with the lines. •When one person hesitates the name is finished. • Share your picture with the group.
Mike Weaver
April 2012 17
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