Why the Tragedy in Oxford, Michigan Should Be a Wake-up Call for Pastors

The tragedy at Oxford High School three weeks ago today shocked, angered, and saddened us. More senseless deaths. More traumatized children. More fear and anxiety.

Of all the many topics for reflection and discussion that these events rightfully prompt, pastors must not miss this critical one.

Training your church for the unexpected.

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As I emerged from the subway on my first Easter Sunday as a pastor in New York City, I witnessed an unusual sight.

Two uniformed NYPD officers stood near the steps to the large corner entrance of our historic building.

I passed by them with a friendly greeting and walked to the side door. And I thought, “Huh, that’s unusual. I wonder why they’re there?”

And then it hit me.

They were there for me, for us.

This was, after all, the highest of holy days on the Christian calendar. At least that’s how I thought of it.

Others might view it as a prime opportunity for evil.

The police knew something I didn’t know.

That’s why they were there.

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For many people an unexpected tragedy may seem so unlikely that planning for one seems dark, morbid, even unnecessarily traumatizing.

Some Christians may even consider it faithless.

Yet the wisest person who ever lived urged watchfulness.

“A prudent person,” Solomon observes, “foresees danger and takes precautions. The simpleton goes blindly on and suffers the consequence.”

Let’s be clear. Prudence is not glamorous.

It’s not going to win an Academy Award. Its not going to mark the influential leaders Time magazine thinks will shape the future.

It’s not going to pack out the next conference for pastors.

But it might just save lives.

The details of what happened that Tuesday in Oxford are still emerging, but one thing has stood out.

The teachers and students were prepared for just this kind of unexpected tragedy.

The administration may have made some critical mistakes.

But their teachers were trained.

I mean, just look at this incredible, heartbreaking text exchange between a student and her mother:

“Just listen to your teacher.” “Just follow what your teacher says.”

This mom had confidence that the teacher knew what to do in an active shooter situation.

Thankfully the teacher did know what to do.

And that took prudent leadership.

The same kind of leadership I’m encouraging you to embody.

Leadership that foresees a calamity, prepares a strategy, and trains its people.

Here are two broad categories to plan for, with four specific threats.

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Unexpected Threats

1. Active shooter

Let’s start with the specific tragedy that prompted this blog post. What will you do if someone wields a gun at your next worship gathering? Or worse?

What is your plan?

More specifically, what is your church’s plan?

No doubt lots of people have an answer to the question, what will I do in that situation?

But do the people in your church know what other people will do? The ushers? The staff? Members in law enforcement?

Some carry a concealed weapon in order to prevent this kind of tragedy, to incapacitate the active shooter should that be necessary.

As long as you’re following your conscience, applicable local laws, and your church’s policy, that’s your business.

But what if a concealed-weapon carrier thinks they are targeting an active shooter, when in fact their target is acting in defense against the real threat?

That’s just one possible scenario that can go terribly wrong.

And that’s why you need a plan.

2. Fire

This scenario is similar to an active shooter situation in that it is unexpected, unlikely even, but you can plan for it.

Anyone who has attended elementary school remembers the fire drill. The bell goes off, the teacher gets the class into a line, and everyone marches outside and tries to wait quietly for the drill to be over.

Have you ever been in a church that did a fire drill? On a Sunday morning?

I haven’t.

At one church we were training our lay leaders for a church-wide Sunday morning fire drill when I was called to serve at another church. It’s the first time I’d ever considered such a practice.

But then I thought about the challenge of safely evacuating all the children’s classrooms. And trying to reunite parents with their children outside the building.

Suddenly a fire drill was a no-brainer.

I suggest that you do the hard work of putting together a security plan that covers both of these threats.

Work with your local law enforcement (starting with any police officers in your congregation), talk to your insurance company, and ask fellow pastors in your area if you can look over their plans.

You’ll be glad you did.

Ongoing Threats

3. Child protection

If you have a children’s ministry, you need to a child protection policy.

Not a pristine document with unattainable ideals. But a clear, sensible, and doable policy that protects both kids and volunteers and governs what happens in every aspect of children’s ministry.

Your policy should include who may and may not work with children, the process for becoming a children’s worker (application? background checks? references?), rules governing conduct between workers and children (including teenagers), and guidance on how to report violations of the policy.

Don’t just adopt another church’s policy. It might look great on paper, but that doesn’t mean it suits your situation.

If your church has 60 adults and 20 children, you simply cannot do everything a church of 600 adults and 200 children can do.

There’s only one thing worse than having no policy: having a policy and not following it.

So whatever you decide, make sure you can actually fulfill it. And have your leadership review it every year and adjust it as necessary.

Again your insurance company can be helpful here. But be sure to get legal counsel as well.

4. Harassment and discrimination

This last point refers specifically to churches with paid staff, even as small as a staff of one person.

Even more specifically I am addressing churches in New York State.

Under state law every employer—including churches!—must adopt a sexual harassment and an anti-discrimination policy. Churches can write the policy themselves, though there may simply adopt the model provided by New York.

Furthermore every employer must train their staff in that policy every year.

There is no exemption here. If your church operates in the state of New York and employs at least one person, it is under obligation to comply.

And frankly, don’t we want our staff to minister in an environment with clear boundaries that call out sexual harassment and discriminatory behavior?

If you’re not in New York, check to see whether your state has a similar law.

And if not, consider drawing up a policy anyway and training your staff in it.

You might be surprised how many seemingly innocuous things might actually cross a line.

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We’re shepherds, called to care for the flock.

And that care takes some very practical forms.

What has been your experience with situations like these? What threats am I missing? Leave your thoughts below, or join my newsletter and send me an email.

Let’s work together to “be shepherds of the flock of God, which he purchased with his own blood” (Acts 20:28).