Ahhh, the debt we have been forgiven.
It is an extraordinary thing what the God of the universe has done on our behalf. It is written all over the Bible and experienced by millions upon millions through the millennia.
The Middle-Manager
Jesus illustrated this reality in Matthew 18 when he told a parable (or story) of a middle-manager (MM), his boss, and a subordinate of his own. It is told in the language of a kingdom:
“Therefore the kingdom of heaven may be compared to a king who wished to settle accounts with his servants. 24 When he began to settle, one was brought to him who owed him ten thousand talents. 25 And since he could not pay, his master ordered him to be sold, with his wife and children and all that he had, and payment to be made.”
Matthew 18:23-25
Typical of that time was the practice of enslaving those who owed money to another. Once it was worked off, they would be free again.
However, in this situation, the story makes this an extreme case. 10,000 talents was worth approximately 6 to 13 billion dollars in wages in today’s economy. This “servant” was not going anywhere, anytime soon. He would be working a very long time to pay that off.
And yet, this is what happened:
So the servant fell on his knees, imploring him, ‘Have patience with me, and I will pay you everything.’ 27 And out of pity for him, the master of that servant released him and forgave him the debt.
Matthew 18:26-27
That is some kind of pity. It is meant to illustrate the kindness of God (the king) to his people as they turn to Him in faith and repentance.
The story goes on:
But when that same servant went out, he found one of his fellow servants who owed him a hundred denarii, and seizing him, he began to choke him, saying, ‘Pay what you owe.’ 29 So his fellow servant fell down and pleaded with him, ‘Have patience with me, and I will pay you.’ 30 He refused and went and put him in prison until he should pay the debt.
Wow.
This is made particularly poignent because 100 denarii is worth only approximately100 days of ordinary wages (not CEO wages).
Yet, this MM, who had had the erasure of his debt of billions turns around and put his subordinate in prison for three months of wages.
However, there is justice:
When his fellow servants saw what had taken place, they were greatly distressed, and they went and reported to their master all that had taken place. 32 Then his master summoned him and said to him, ‘You wicked servant! I forgave you all that debt because you pleaded with me. 33 And should not you have had mercy on your fellow servant, as I had mercy on you?’ 34 And in anger his master delivered him to the jailers, until he should pay all his debt. 35 So also my heavenly Father will do to every one of you, if you do not forgive your brother from your heart.”
Matthew 18:23-35
The Toxic Middle-Manager
What I want to point out, in the context of this blog, is the toxicity of this middle manager.
This isn’t actually an unusual stituation. It is common for those who abuse their power within organizations to completely snow their bosses—those who have authority over them—while beating up on their subordinates.
In Jesus’ parable, in the end the MM is found out as his fellow workers reported him to his “master” —boss. But that is often not what happens in the business or organizational setting.
Those who rise to the level of management normally have skills and abilities that make them attractive to management. But once they arrive, they must keep those who put them there convinced of their value and may manipulate the narrative quite effectively. The MM’s fellow workers or subordinates may report their toxicity, but the MM just spins the story to their advantage.
The MM’s boss simply thinks those under the MM are bitter or can’t stand the heat or are lazy or has authority issues . . . or whatever.
The toxic MM wins.
The Discerning Psychopath
Sometimes its that there is one or very few targets of the MM’s vile behavior.
They have chosen one individual—or a very few—of who to bully and create a workplace hell. Remember, abusive people are often rather discerning of who to pick on. The ones that are not are easily seen and move from job to job because their bosses recognize it. They are the ones who can’t get along with anyone.
But the discerning and manipulative ones are careful and often climb corporate (or church) ladders because of particular talents. These fool their bosses or boards and keep them solidly in their corner as the MM’s subordinates drag themselves into work each day to suffer the emotional violence of their toxic MM.
What’s the Remedy?
Firstly, depending on the manipulative ability of the toxic MM and the lack of understanding of their boss, there are more often than not NO remedies. There will continue to be departures of subordinates from the organization and church. It may be a slow trickle as the MM is very pointed in their attacks (few targets) making it difficult to identify, but in the long-term very destructive to the well-being of the organization.
On the other hand, there are a couple helpful, though not guaranteed, remedies for these toxic situations.
- Bosses can be trained to identify toxic leadership.
Abuse is a different animal. Those who are abusers are different than others. But normally they don’t wear a different hat or wave a placard. We have to be trained to identify their behaviors and the behaviors of those who are responding to them.
Those behaviors are what provide the identifying characteristics of abuse, but are often mis-identified as common sin problems that take the common remedies such as confrontation, cajoling, and soft approach.
- Subordinates may band together to bring reports.
Reports of abusive supervision can be ignored, minimized, and justified especially when there is a trickle of departures from the organization resulting in the “trickle” of reports.
Rather, it is helpful for subordinates in the know—those who have been targets or have been observant bystanders—to band together with either a large packet of individual reports or a common letter of complaint to management or HR. It is helpful for those with authority to see the common thread of abusive leadership.
This again, is not a guaranteed method for accountability. My own experience of more than 40 missionaries signing a letter asking for an investigation resulted initially in one missionary being called to come before the board which was handpicked by the abusive leader. You would think a letter like this would carrry more weight, however it was ten more years for real change to be made by the agency.
Much the same happened to David Rowe with Habitat for Humanity back in the 1980s. Despite 20 women coming forward to complain of sexual abuse by the founder, Millard Fuller, and three important ministry leaders confronting Fuller, the board was ultimately swayed by someone with greater influence in the organization—President Jimmy Carter—to overlook Fuller’s evil.
Courage
But these examples should not discourage those who wish to seek accountability for their abusive bosses. It can work and can be worth trying.
Be courageous.
MMs are likely to become the big cheese if they are not stopped in the middle position. Justice is important for all who will suffer under them in the future if they are not stopped now.
