This happens to be the third church that I have served.  The first Church that I served was moderated to liberal, the next church was ultra conservative, and now I am on staff at a Presbyterian Church…sort of middle of the road, as are most Presbyterian Churches. 
What I have discovered is that no matter how much one would try to open up effective lines of communication, the one thing that seems to prevent it more than anything else is structure or a lack thereof.  Keeping honest communication is often achieved best when one knows where to send it and receive information.  I have discovered that the majority of conflict comes when one sends the wrong message the wrong way, and on the other hand, when one receives the message from the wrong direction. 
Other observations that I have made that would hinder open communication is a lack of understanding of a particular congregational culture.  This is also magnified if the structure of the church is misunderstood…things such as, who really has the authority in the church, or who is yielding authority in the structure of the church. 
The solution that I would suggest is that the leadership has a clear orientation that would demonstrate the flow of information, as well as an updated organizational chart.  This would allow everyone in the church to see the levels and flow of communication. 
Lastly, it is imperative that the church staff receive training on Matthew 18: 15-20.  I call this the Gossip Killer.  This will insure that communication flows not only in the right direction but also in a Biblical order.  The Lord has proven to me on many occasions that this is the best method of building or rebuilding a clear communication structure.  I hope this helps.

someone is Reading my Mind!
Great article

J.R.—making staff accountable to the elders would also open the door for incredible politics.  I think you’re right that the boss/staff relationship works against open communication, but it doesn’t have to shut it down. 

I’ve been on staff with a very strong senior pastor.  He didn’t try to intimidate, but it was his nature.  But I worked hard to bring honesty to the table, even when I disagreed with him.  We had a great relationship.  A senior pastor worth his calling will welcome strong opinions in the appropriate place.

Now, I’m a lead pastor.  I work hard to foster a solid relationship with my staff.  If a person doesn’t share with me, it’s not because they fear loosing their job.

So I think that the atmosphere for open communication is fostered significantly by the leader.  If a leader isn’t getting the results he wants, then there needs to be a serious look at the situation.

I’m afraid my experience leads me to be suspicious of pastors who say they want honest communication. In my experience, pastors are very threatened by anyone who disagrees with them, and they expect to be treated as “the authority”. I wish I could find someone who really wanted honesty. Haven’t yet.

I feel sorry for some who have commented here and feel like their senior pastor does not listen to them.  I listen to my staff and I want their honest feedback on issues.  We have it every Tuesday during staff meeting and at other times when an issue arises and a staff memeber wants to talk.  That is the only way to minister well as a staff.  I don’t think the answer is to not have staff report to the senior pastor.  Someone has to lead and to have the staff report to a board leads to politics and a lack of production.  In fact, if the senior pastor is not over staff then he is a lame duck.  I think that if a senior pastor is not open to honest insight from his staff then it is probably due to insecurity on his part.  On the other hand, remember as a staff member for a senior pastor to “listen” to a staff member does not mean he has to agree with what the staff member says or wants.  There is a big difference there.  I listen, but I still have to lead.  Try going to your senior pastor with a humble spirit, seeking what is best for him and for the church, and be willing to trust his leadership.  I would not stay under a senior pastor whose leadership I did not trust.
LarryB

Todd
Great Post. My staff and I are big on communication, and use the usual stuff. However for projects we are working on together we use http://www.ibackup.com an online storage. For just a few bucks a month we can post all of the open files, graphics, notes music etc. for each person to pull down. It is great and far better than emailing since you are limited by size on emails.

Check it out for it pays for itself in efficiency.

Also check out my new blog location at http://www.henryjudy.typepad.com

Later
Henry

Communication is so important.  I think the staff should feel open enough with the Senior Pastor to disagree with him. 
I can’t function under a leader who won’t let me think things out, and disagree with him. 
Now I also think that staff need to uphold their pastor to the congregation.  In other words not put him down.  I mean ever (Unless moral failure etc.) Even if you disagree with the way a Pastor is doing something, you need to support him.  Staff should pray for the pastor rather than gripe about him.  I say that as a staff member myself.  Just some advice.

I want to add just a comment or two, and especially piggy-back on J. R. Miller’s assesment. I came from a church where the Sr. Pastor became the CEO and really withheld communcation. He used communication or the lack of to control and manipulate others. I don’t think because he was a “bad” guy but because he was emotionally insecure and basically “overwhelmed” in the ministry. The communication was mostly hearing about him and his struggles. He didn’t have time or energy to hear how his staff was doing. And any disagreement, or “ruffle” in the flow of things was met with a withdrawn, poor ole me, why are you persecuting me, type of response. J.R.’s comments came pretty close to my encounter. Honest and open and “safe” communication was shut down very early on upon his arrival. A key phrase was beginning to circulate when I resigned and that was He was quite “needy”. However, before I left I confronted him on all these issues, and tried to offer loving and safe counsel, so he could truly minister to the flock. When it came to open communication it mainly worked one way, “his” way. Again, he is not a terrible, awful person. Just terribly overwhelmed and emotionally damanged. And no one wanted to confront or come along side of him because of fearing his rejection or some undefined reprisal.

Our staff doesn’t communicate at all! Our pastor often informs of programs and ministries when he informs the church.

The problems are paramount. We are not a team. Pastor often competes with me. We cannot be honest with how things are going because that is viewed as being critical. Disagreement, not public but private, is viewed as being disloyal so there is no way for ideas to be swaped or shared.

Staffs have to be a team, not just people that work together.