Dealing with Toxic Culture in Your Mission Organization

Introduction:

Even in Christian mission organizations, communities built on serving Christ, a toxic culture can take root. Toxic culture in a Christian context refers to an unhealthy environment poisoned by fear, division, and ungodly behavior. It’s an atmosphere “where fear, control, legalism, hypocrisy, and division hinder spiritual growth and unity,” often prioritizing power and self-interest over biblical values . In the mission field, this might look like a team rife with gossip, manipulation, or burnout, ultimately undermining both the missionaries’ well-being and the witness of the Gospel. For example, a mission team might develop cliques that exclude newcomers, or a leader might publicly shame those who disagree. Over time, such toxic patterns erode trust and unity. In one real mission organization, the culture became so toxic and “paternalistic” that local people said “If this is what Christianity is, I want no part of it” . Clearly, we must recognize and address toxicity before it derails our ministry and harms people. This article will explore what toxic culture looks like in a Christian mission context, how to identify the warning signs, what the Bible says about such toxic behaviors (like gossip), and how to deal with toxicity both as a leader and as someone wounded by it. Throughout, we’ll take a positive, hopeful perspective because while toxicity is destructive, with courage and God’s help it can be confronted and healed.

1. What Is Considered a Toxic Culture in a Christian Context?

In a Christian mission organization, toxic culture is any environment consistently operating contrary to Christ-like values. It’s a culture that feels poisonous, where instead of love, joy, and peace, you find jealousy, strife, and fear. Common traits of toxic church or mission cultures include things like:

• Power Politics and Control: Decisions are driven by internal politics rather than prayer or principle. Leaders demand loyalty and suppress honest feedback. People have to “play politics to get anything done” , which is a sure sign something is wrong. An authoritarian leadership style that demands unquestioning obedience (like Diotrephes in 3 John 9-10) is toxic . Instead of servant leadership, there’s a top-down, controlling vibe that stifles others.

• Dishonesty and Spin: What is said publicly often doesn’t match what happened privately. Toxic cultures put a “spin” on every issue to protect reputations . There’s a lack of transparency, bad news or misconduct gets covered up rather than confessed. This hypocrisy breeds cynicism and erodes trust. In a healthy culture, Jesus’ command to “let your ‘Yes’ be yes and your ‘No’ be no” would prevail, but in a toxic one, there’s duplicity.

• Gossip and Backbiting: Perhaps the clearest toxic element in Christian settings is gossip. Instead of addressing conflicts directly in love, people talk about others rather than to them. Slander, rumor-spreading, and “backroom” complaints replace honest conversation. Gossip often masquerades as “concern”. Toxic culture is a “masquerade party” where gossip is dressed up as concern . For instance, a missionary might say, “I’m really worried about Jon’s attitude” as a pretext to bad-mouth a teammate. This kind of talk, aimed at harming someone’s reputation and not seeking any real resolution, is poisonous . The Bible is clear that such behavior is sinful and destructive to community (more on that below).

• Chronic Conflict and Division: In a toxic mission org, fights and factions become normal. Personal agendas trump the mission. Minor issues (worship style, team routines, etc.) spark disproportionate battles. It’s “perpetual fighting mode”, perhaps one day everyone gangs up on a team member over a small mistake . An “us vs. them” mentality may take hold , where clicks or factions pit insiders against outsiders, senior staff against new staff, or headquarters vs. field workers. Instead of the church as a “we,” it turns into rival camps . This directly contradicts the unity Christ desires for His people.

• No Accountability or Responsibility: In toxic settings, people refuse to take responsibility for problems. There’s a lot of blame-shifting “It’s always someone else’s fault.” As leadership blogger Carey Nieuwhof notes, “Your church is toxic when no one takes responsibility. Instead, people just blame everyone else.” Leaders and members point fingers rather than repent . Sin and conflicts are brushed under the rug instead of addressed (for example, leaders may ignore wrongdoing by favorites). This lack of accountability allows unhealthy behavior to fester .

• Fear and Shame Based Motivation: A toxic culture often runs on fear, shame, or manipulation. People are afraid to speak up or make mistakes. Leadership might use guilt or spiritual blackmail to control (“If you leave the field, you’re letting God down”). Fear and shame can be powerful motivators but they’re terrible foundations for a healthy church culture . In such an environment, team members walk on eggshells, and joy is conspicuously absent.

• Burnout and Legalism: Toxic mission cultures might also push people to exhaustion (a “burnout culture”) or enforce strict legalistic rules that crush freedom . When productivity or appearances matter more than people, missionaries feel like mere cogs in a machine. This contradicts the Sabbath-rest and grace that Jesus offers.

These are just some hallmarks of toxicity. Not every misstep is “toxic,” of course we’re all imperfect. But when such patterns become ingrained and tolerated, the culture itself becomes unhealthy. Often, toxicity starts subtly. “Poison can be a slow way to die” you might not realize things are toxic “until the pain is unbearable… until there is enough doubt to break trust and relationship.”  In other words, a mission team may look fine on the surface for a while, even as gossip or control issues simmer underneath. By the time everyone feels the corrosion relationships broken, people leaving, spiritual fruit withering the toxic habits are deeply entrenched. That’s why it’s critical to identify the warning signs early and address them proactively, rather than ignoring the red flags.

2. Warning Signs: How to Identify a Toxic Culture in Your Organization

How can you tell if your mission organization’s culture is becoming toxic? There are several warning signs and symptoms to watch for. If you notice these consistently, it’s time to take action:

• Political Maneuvering: Decisions aren’t made in the light of day. Instead of open discussion and prayerful consensus, choices happen through lobbying and side conversations. Do you find that “decisions rarely get made the way they’re supposed to” and people have to curry favor to be heard?  If “you have to lobby to be heard continually” or trade favors for a “yes,” that’s a toxic sign . In a healthy mission team, decisions should align with agreed processes and God’s leading not secret deals by power brokers. Where constant politicking exists, so does sin .

• Double Talk: Be alert if the official story never matches the reality. For example, leadership might announce, “We unanimously felt led to close this project,” when privately you know it was one director’s unilateral call. When “what’s said publicly is different from what happened privately,” toxicity is afoot  . A culture of spin and image management (always trying to “save face” or “protect the organization” at the expense of truth) will breed distrust. Healthy ministries value honesty and let their “yes be yes” even in tough situations.

• Gossip & Triangulated Communication: As mentioned, one major red flag is how conflict is handled. Do people talk about others instead of to them? In a toxic scenario, conflicts breed gossip: team members vent to everyone except the person responsible. The “Golden Rule of conflict management” is simple: “Talk to the person you have an issue with, not about them.”  Yet toxic cultures violate this routinely. For instance, rather than following Matthew 18:15 (speaking one-on-one to resolve an offense), members might whisper criticisms in the dining hall or send passive-aggressive emails CC’ing everyone. Gossip is like a wildfire, it “inflames things” instead of solving them . If you observe that rumors fly, and complaints are never addressed directly, that’s a sure warning sign. (Remember, trying to fix conflict by gossiping is like trying to extinguish a fire with jet fuel! )

• Constant Drama and Infighting: Another sign is when fights and divisions become normalized. It’s true that some conflict is normal any passionate team will have disagreements. But toxic culture normalizes church fights as a way of life . Do minor issues constantly blow up into big conflicts? Is the team perpetually embroiled in some drama, pitting people against each other? If week after week you’re firefighting interpersonal battles (often the same recurring ones), something deeper is wrong. Churches or mission teams that accept “perpetual fighting mode” have likely failed to address the root causes (often gossip and selfish agendas ). When personal preferences trump the organizational mission , people start fighting over trivial or self-serving matters rather than uniting for the Gospel. An environment where cliques form and “us vs. them” thinking prevails will not exhibit the “one body” unity Scripture calls us to.

• Us/Them Factions: Relatedly, if you hear language of “inner circle” vs “outsiders,” or long-term staff versus new staff, etc., that factional mentality is toxic. Ministry should be a “we,” not an “us vs. them.” We are co-workers in Christ, each with different roles but on the same team. Toxic culture, however, often has entrenched factions or favoritism, maybe nationals vs. expats, or one department constantly at odds with another. This contradicts the call for Christians to “be of one accord” and “no divisions among you” (1 Corinthians 1:10). Pay attention if certain groups in your organization always posture as superior or if certain people are consistently marginalized. That division will poison your effectiveness and grieve the Holy Spirit.

• Blame and No Ownership: Do people in your org readily admit mistakes, or do they scramble to blame others? In toxic cultures, responsibility is shirked. When problems arise, everyone points fingers: “It’s the home office’s fault,” “It’s that problematic missionary’s fault,” etc. As long as “we believe the problems are someone else’s fault, the situation will never get better.”  A healthy culture says, “I’m part of this body, so I have a part in its health I’ll own my share of the issue.” But toxicity says, “Not my fault! Somebody (anybody) but me.” If you observe a blame-game cycle and an unwillingness to self-reflect or repent, that’s a red flag. No one steps up to fix issues they’d rather keep complaining. Leaders especially must beware of falling into this trap, since “leaders who stop the blame cycle and take responsibility have the potential to usher in real change.” 

• Fearful or Shame-Based Atmosphere: Perhaps less tangibly, feel the overall atmosphere of your mission team. Is it characterized by joy and openness, or by anxiety and secrecy? In a toxic setting, fear and shame permeate. People are afraid to speak truth because of repercussions. Members feel intimidated or constantly “not good enough.” Leaders might use sermons or devotions to shame people (for not working hard enough, not being “spiritual” enough, etc.). A mission culture built on fear may get short-term compliance, but it never produces healthy, Spirit-led ministry  . The presence of chronic fear, where folks are always walking on eggshells, worried about who will be upset is a strong sign of toxicity. “Where the Spirit of the Lord is, there is freedom” (2 Cor 3:17); if there’s no sense of freedom or joy, something is off.

• Toxic Individuals Unchecked: Lastly, watch for particular people consistently causing division or pain and whether leadership deals with them appropriately. Sometimes a “toxic member” (or a few) can infect the whole body if allowed free rein . For example, one chronically critical or narcissistic person can spread negativity and recruit others into an “us vs them” stance . Healthy organizations disciple or discipline such people; toxic ones ignore or even empower them. A key sign of a toxic culture is when leadership fails to confront toxic behavior in staff or volunteers. If a small minority is stirring up most of the strife (as often is the case ) and nothing is done, the toxicity will grow. On the other hand, a healthy organization “moves toxic members out of leadership or volunteer roles”, and if necessary asks them to leave until they change . If you never see this kind of firm boundary-setting, and known bullies or gossips continue in influence, that’s a warning sign that the culture tolerates toxicity.

These signs help you diagnose a toxic culture. The presence of one or two issues doesn’t mean all hope is lost, but multiple signs, especially persisting over time indicate a serious problem. Toxicity, left unchecked, will hurt your people and your mission. It can lead to burnout, broken relationships, and even spiritual trauma. In fact, missionaries who endured abusive, toxic leadership have described coming home with “nearly every symptom of stress emotional, physical, and spiritual,” needing years to recover . We owe it to the Gospel and to each other to address toxicity before it inflicts such damage.

3. What the Bible Says About Toxic Culture (Gossip, Strife, etc.)

Scripture is not silent about the kinds of behaviors and attitudes that create toxic culture. The Bible provides both stern warnings against things like gossip and division, and positive instruction for a healthy, Christ-centered community. Let’s look at a few key biblical principles related to toxic cultural issues:

• Gossip and Slander: The Bible consistently condemns gossip, recognizing its destructive power. Proverbs 16:28 warns that “a gossip separates close friends.” In the New Testament, Paul feared finding the sins of “discord, jealousy, gossip, arrogance, and disorder” among the Corinthians (2 Cor. 12:20). Gossip is essentially verbal poison in a community. One Christian writer explains: “Gossip has the intent to harm or injure reputation, is always personal, and does not seek reconciliation. Gossip is punitive.”  In other words, gossip is talking about someone with the aim of hurting them, not healing a situation. By contrast, the Bible encourages wholesome speech that builds others up (Ephesians 4:29) and direct, loving confrontation when there’s an issue (Matthew 18:15). If you’re wondering whether a conversation is gossip, ask: Is this aiming to restore and help, or just to tear down? If the latter, it’s sinful. Christians are called to “put away all slander” (1 Peter 2:1) and to “avoid anyone who talks too much” spreading rumors . The Bible even advises distancing yourself from habitual gossips, because their influence is toxic (Prov. 20:19).

• Division and Factions: Unity in Christ is a central biblical value. So, causing division in the church is seen as extremely serious. Titus 3:10 instructs: “Warn a divisive person once, and then warn them a second time. After that, have nothing to do with them.” . In other words, a person who persists in stirring up division should ultimately be removed from fellowship if they won’t repent. Why such strong medicine? Because divisiveness (forming factions, us-vs-them camps) can destroy a community from within. Proverbs 6:16-19 lists “one who sows discord among brothers” as something the Lord hates. In Galatians 5:19-21, “discord, jealousy, fits of rage, selfish ambition, dissensions, factions, and envy” are listed among the “acts of the flesh” – the polar opposite of the Spirit’s work. By contrast, the Holy Spirit produces “love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, self-control” (Gal. 5:22-23). These fruits of the Spirit are exactly what a healthy culture looks like, whereas those fleshly behaviors are a recipe for toxicity. Galatians 5 is an excellent “health check” for any church or mission: if we see more of the strife and selfishness on that list than love and kindness, something’s spiritually wrong .

• Abusive Leadership and Control: Scripture also speaks to leaders and how they treat those under their care. Jesus gave a clear model: “whoever wants to be great among you must be your servant” (Mark 10:43). He himself came “not to be served, but to serve” (Mark 10:45). Therefore, authoritarian, domineering leadership is unbiblical. The apostle Peter told church elders, “Don’t lord it over the people assigned to your care, but lead them by your own good example” (1 Peter 5:3). Unfortunately, some Christian organizations fall into a celebrity leader or authoritarian culture, which is toxic. 3 John 9-10 gives the example of Diotrephes, a church leader who loved to put himself first and rejected anyone who didn’t submit, a negative example preserved in Scripture. Leaders who create a culture of fear, who refuse accountability, or who manipulate through spiritual language are acting like the Pharisees (whom Jesus rebuked for legalism and hypocrisy, see Matthew 23). The Bible calls such leaders “false apostles” or “deceitful workers” if they disguise selfish ambition as ministry (2 Cor. 11:13-15). Instead, leaders are to build others up, speak truth in love (Eph. 4:15), and model humility and repentance. A mission culture becomes toxic when leadership abandons these biblical principles.

• Conflict Resolution and Forgiveness: Toxic culture often features unresolved conflicts and grudges. The biblical way, however, is aimed at reconciliation. Jesus’ instructions in Matthew 18:15-17 lay out a process: first, go privately to your brother or sister who sinned against you; if they won’t listen, bring one or two others; if they still refuse, involve church leadership. The goal at every step is to win them back and heal the relationship. In a healthy Christian community, “issues are handled with love, not gossip or division” . We’re called to forgive one another as Christ forgave us (Colossians 3:13). That doesn’t mean ignoring sin or enabling abuse rather, it means we confront wrongdoing directly and graciously, then extend forgiveness when there’s repentance. Gossip short-circuits this whole process by broadcasting the issue to others without ever giving the offender a chance to repent personally. The Bible urges us not to let bitterness take root (Hebrews 12:15), because bitterness will defile many. Instead, healthy culture cultivates “speaking the truth in love” (Eph 4:15) and “bearing with one another in love” (Eph 4:2). In practical terms, that means when conflicts or hurts happen on the mission field (and they will), we address them prayerfully with the persons involved, not with cold silence or behind-the-back murmuring. It also means we’re willing to forgive and not keep a record of wrongs (1 Cor 13:5) once things are dealt with.

• Encouragement and Edification: Another biblical principle to counter toxicity is the command to encourage one another. Hebrews 3:13 says “encourage one another daily… so that none of you may be hardened by sin’s deceitfulness.” In a toxic environment, criticism and negativity prevail; in a biblical one, encouragement and appreciation flow freely. Ephesians 4:29, again, is instructive: “Do not let any unwholesome talk come out of your mouths, but only what is helpful for building others up.” If we all applied that, gossip would die and uplifting conversation would thrive. The tongue has the power of life and death (Prov 18:21), toxic culture speaks death (insults, rumors, complaints), whereas a Christlike culture speaks life (praise, gratitude, gentle truth). Mission teams should intentionally foster a habit of encouragement pointing out God’s work in each other, rather than defaulting to criticism. This doesn’t mean flattery or ignoring problems, but balancing correction with plenty of genuine affirmation. The Bible calls us to “outdo one another in showing honor” (Romans 12:10), which is a great antidote to the dishonor of gossip.

In summary, the Bible paints a clear contrast. Toxic behaviors gossip, divisiveness, power abuse, deceit are sins that destroy fellowship. They are often fueled by “the flesh” (our sinful nature) and even by the Enemy’s schemes. In fact, where a toxic culture thrives, the devil gets a foothold (Eph 4:26-27). On the other hand, biblical culture is characterized by truth, love, unity, and humility. Our mission organizations should strive to live out the “one another” commands of Scripture: love one another (John 13:34), be kind and compassionate (Eph 4:32), submit to one another (Eph 5:21), encourage and build up one another (1 Thess 5:11), etc. When we follow these, we create a “good” (tov) culture reflecting God’s Kingdom values, rather than a toxic one .

4. From a Leadership Standpoint: Managing and Preventing Toxic Culture

If you are in leadership (a team leader, director, pastor, etc.) in a mission organization and you’ve recognized signs of a toxic culture, take heart. Leaders also have the greatest opportunity to turn things around. As the saying goes, “Leaders are the architects of culture” . Your actions and attitudes can either perpetuate toxicity or begin to foster health. Here are some leadership approaches for managing, mitigating, and ultimately healing a toxic culture:

• Own the Problem (and Your Part in It). The first step is humility and honesty. A leader should resist the urge to deny issues or blame others. Instead, acknowledge that problems exist and examine your own contribution. If gossip is rampant, have you as a leader tolerated it or engaged in it? If people are fearful, have you led in a way that scares or shames them? As Jesus said, remove the plank from your own eye first. Repentance can start at the top. When leaders “stop the blame cycle and take responsibility,” it opens the door for real change . It’s powerful for a leader to say to the team, “We have a cultural issue, and I’m sorry for the ways I’ve contributed. Let’s seek God’s help to change.” That kind of transparency and ownership sets a new tone.

• Re-center on Mission and Values. Toxic cultures often arise when the focus shifts from the core mission to personal agendas or internal politics. As a leader, lift everyone’s vision back to your shared mission in Christ. Emphasize that why you’re all there, presumably to spread the Gospel, love people, glorify God is more important than any one person’s preference or position. Carey Nieuwhof notes that “churches fight regularly when personal preferences trump organizational mission.”  Cast a positive, urgent vision that unites the team (“the harvest is plentiful, let’s pull together to reach it”). Celebrate stories of impact and servanthood that reinforce your values (e.g. unity, integrity, compassion). A clear, inspiring mission can rally people out of divisiveness, it helps everyone see each other as teammates, not rivals.

• Establish Open, Honest Communication. Leaders must actively counter the secrecy and spin of toxic culture by championing open communication. Make it safe for team members to voice concerns, questions, even disagreements without fear of reprisal. One practical step is to create regular gatherings (team meetings, one-on-ones, surveys) where people can give input and feedback. Be transparent with information whenever possible. If something goes wrong, tell the truth about it rather than covering up. Model integrity: do what you said you would do, and speak the truth in love. When a leader consistently communicates openly and refuses to play politics or hide the truth, it sets a standard for the whole organization. People no longer feel they have to whisper in the shadows, because issues are brought into the light. “When you do what you say you’re going to do the way you said you’d do it, you bring health to an organization.” 

• Address Gossip and Conflict Biblically. Take a firm stance that gossip is not acceptable in your team. Teach and remind everyone of the biblical approach to conflict (Matthew 18). You might institute a simple rule: “If I hear you talking about someone not present, I’ll ask if you’ve talked to that person yet.” Encourage your staff that “The Church should be the best in the world at dealing with conflict”. We must not settle for being the worst . Provide training on conflict resolution, peacemaking, and communication skills if needed. Sometimes people gossip or avoid conflict because they don’t know how to handle it. Equipping them can help. Also, as a leader, nip gossip in the bud when you see it: gently but directly call it out. For example, if a volunteer starts bad-mouthing a colleague to you, you might respond, “It sounds like you’re really concerned have you spoken to them about this? Let’s not involve others until you’ve tried to work it out together.” By doing so, you reinforce a culture of direct, loving communication and cut off the fuel that gossip feeds on.

• Cultivate Accountability at Every Level. Toxicity thrives where there is no accountability where bad behavior has no consequences. Leaders must build structures and habits of mutual accountability. This means leaders themselves need accountability (e.g. an elder board, or sending agency oversight, or at least peers who can speak truth to you). Ensure there are clear codes of conduct and expectations for how team members treat each other, grounded in biblical virtues. And crucially, enforce them fairly. If someone, whether a senior leader or a junior staff, violates core values (for instance, by bullying or persistent divisiveness), there should be a loving confrontation and a plan for change. If they refuse, then appropriate discipline or removal from their role should follow. It may be hard, but “firm boundaries and accountability give people a clear choice: [either] change and grow, or… find a church [or organization] where their values align better.”  In practice, this might mean reassigning or even firing a staff member who, after warnings, continues to tear others down. It could mean stepping down as a leader for a season if you find you’ve been toxic, to get help and healing. Accountability applies to all. When people see that toxic behavior is addressed not swept under the rug it sends a message that the culture is serious about health.

• Empower and Model Servant Leadership. Shift the leadership ethos from power to service. Often, toxic culture comes from leaders who cling to power, status, or ego. Counteract that by actively serving your people. Ask yourself regularly, “How can I help my team thrive? How can I support and care for them?” Show empathy and listen to their concerns. Simple acts, like helping someone with a mundane task, soliciting input on a decision, or admitting your own mistake, demonstrate humility. You want to model what Jesus modeled: servant-hearted leadership. Also, develop other leaders who exemplify these traits. Sometimes toxic culture is perpetuated by a few powerful personalities; instead, raise up a broad leadership base that carries healthy values. For example, mentor team leaders or coordinators in how to encourage their members, how to handle disputes fairly, etc. The more servant-leaders you have in the org, the more the culture will tilt toward health.

• Foster an Encouraging, “Family” Environment. Leadership can set the tone by celebrating wins, showing appreciation for contributions, and encouraging healthy friendships among the team. Create opportunities for fellowship and honest sharing (like prayer meetings, retreats, or just informal meals together). Often, toxicity breaks down when people truly know and value each other. Emphasize that you are brothers and sisters in Christ, not employees competing for rank. Publicly commend teamwork, kindness, and examples of Christlike character. If someone has been laboring faithfully, honor them. This positive reinforcement builds a counter-culture to the negativity. It’s hard for a climate of constant criticism to survive where there’s a strong habit of encouragement and gratitude. Leaders can lead the way in “outdoing one another in showing honor” (Rom 12:10).

• Pray and Invite the Holy Spirit’s Work. Finally, as a Christian leader, remember you are not fighting culture battles alone. Prayer is essential. Pray for wisdom to identify toxic roots and courage to address them. Pray for healing of relationships that have been damaged. Pray with your people as you pursue change – confessing corporate sins together and asking God to renew a right spirit among you. A toxic culture often has a spiritual dimension; it can even be oppression by the Enemy who “prowls around” sowing lies and discord. Through prayer, you invite God’s power to break those strongholds. Encourage practices like group repentance, worship, and intercession as you seek to transform the culture. James 5:16 reminds us that confessing our faults to one another and praying brings healing. A leader who humbly leads the team in seeking God’s face will see hearts soften and unity restored in ways that human strategy alone can’t accomplish.

Transitioning a toxic culture to a healthy one is not easy; it takes time, consistency, and sometimes painful changes (like personnel changes or policy overhauls). As a leader, you might face resistance, especially from those benefiting from or blind to the old toxic norms. But take courage: creating a Christ-honoring culture is worth every effort. Not only will your staff or missionaries flourish, but the fruit of your ministry will increase as the world sees a loving community, not a conflicted one. Leaders set the pace – as you model integrity, accountability, and grace, your mission organization can slowly detoxify and become a place of “goodness” (tov) rather than harm .

5. From a Victim’s Standpoint: Coping with Toxic Culture and Finding Healing

What if you are the one caught in a toxic mission culture? Perhaps you’re a missionary or staff member who has been on the receiving end of gossip, unfair criticism, power abuse, or exclusion. Being a victim of a toxic culture is painful – it can leave you feeling isolated, disillusioned, and even questioning your calling. First, let me say: you are not alone, and it’s not your fault. Toxic behaviors are the responsibility of those perpetrating them. Still, there are constructive steps you can take to survive, respond, and heal in a toxic environment:

• Stay Grounded in God’s Truth and Love. When you’re facing toxicity, it’s crucial to anchor yourself in Christ. Toxic culture often involves lies (e.g., “You’re not good enough,” “Everyone’s against you,” etc.) that can wound your identity. Combat those by remembering what God says about you: you are His beloved child, called and valued by Him. Spend time in prayer and Scripture to keep your mind and heart rooted in truth. “The Lord is on my side; I will not be afraid. What can man do to me?” (Psalm 118:6). No matter how others treat you, God’s love for you does not change. Also, lean into prayer for your situation – ask God for wisdom, for strength to endure, and even for love toward those who are acting wrongly. The Holy Spirit can give you a peace that guards your heart (Phil. 4:6-7) and guidance on how to act. Remember God’s promise: “I will never leave you nor forsake you” (Deut. 31:6) – you are not abandoned, even if you feel alone on the field .

• Seek Wise Counsel and Support. Don’t suffer in silence. Find at least one or two trusted people you can confide in about what you’re experiencing. This might be a mentor, a member care pastor, a counselor, or even a wise friend outside the organization who understands ministry. Sharing your burden is important both for emotional support and for discernment. A godly mentor can help you process: “Is this situation as unhealthy as it feels? What options do I have?” They can pray with you and help you keep perspective. Sometimes in a toxic culture, your reality can get distorted (through gaslighting or just internalizing blame), so an outside voice can confirm that yes, something’s wrong and you’re not crazy. “Seeking wise, godly counsel from a trusted confidant is not gossip; it is humility and mutual submission for the sake of reconciliation and restoration.”  In other words, it’s okay to privately ask for help to understand and handle the situation – that’s very different from spreading slander. If your mission org has Member Care personnel or an HR department, consider reaching out to them as well, if you believe they will handle it appropriately. And don’t neglect supportive relationships: talk to close friends or family back home who can pray for you and encourage you. You need people who “have your back” in prayer and love when you’re under attack.

• Set Healthy Boundaries. In a toxic environment, boundaries are critical to protect your heart and not enable further harm. Identify what behaviors you will not tolerate and where you need to say “no.” For example, if certain colleagues constantly gossip and try to draw you in, you might decide, “I will not participate in those conversations, and I will limit my social time with those individuals.” It’s biblical to avoid habitual troublemakers: “Bad company ruins good morals” (1 Cor. 15:33). You might need to “erect boundaries around your time” and emotional energy  – meaning you spend minimal necessary time with toxic people, and more time with folks who are positive or at least neutral. If a leader frequently calls you in just to berate or manipulate you, can you bring someone with you as a witness or simply start documenting those interactions? If you’re being asked to do things that violate your conscience or overstep your limits, it’s okay to politely refuse or suggest an alternative. “Consider boundaries as a next step to protect or prevent further toxic encounters.”  This could even mean setting a boundary on your availability (e.g., not answering work calls on Sabbath or days off to avoid burnout manipulation, or walking away if a conversation turns abusive). Setting boundaries might feel hard in a Christian context because we’re taught to be self-sacrificing. But remember, Jesus Himself set boundaries – He walked away from crowds at times, he said “no” to temptations, and He did not entrust Himself to abusers. Boundaries are biblical when they guard your God-given dignity and allow you to continue serving in a sustainable way. A practical tip: define your boundaries clearly (“If person X yells at me or insults me, I will calmly end the meeting and reschedule when they can speak respectfully”) and communicate them if appropriate. You don’t have to broadcast it, but sometimes simply not engaging in the toxic pattern sends a message.

• Confront if Possible (Matthew 18 Approach). If you feel safe enough, consider addressing the issue directly with the person(s) involved. This follows Jesus’ teaching in Matthew 18. Perhaps a teammate’s gossip has wounded you deeply – can you sit down with them one-on-one and gently let them know how their actions affected you? It might sound like, “I value working with you, but I need to share that I was hurt when I learned you had criticized me to the others. I’d prefer we talk directly if there’s an issue.” Best case, this opens their eyes and you gain a brother/sister back. Or if a leader has been harsh or neglectful, you might request a private meeting to (respectfully) share your concerns. Sometimes leaders are unaware of how their behavior is perceived. If you go this route, pray beforehand, check your own heart (no malice), and perhaps have specific examples. Speak truth in love – focusing on the behavior, not attacking the person’s character. For instance, “When you did X, I felt Y. Could we find a better way to communicate?” Not every toxic person will respond well – some may deny or deflect (like the “Darla” who, when lovingly confronted, “denied any wrongdoing” and refused to change ). But you will know that you tried the biblical step. If direct confrontation doesn’t work, Jesus says involve one or two others – maybe you bring the issue to a supervisor or mediator. And if that fails and the behavior crosses serious lines, it might go to the organization’s leadership or member care. Sadly, if the leadership is the problem, Matthew 18’s later steps can be tricky, as those in authority might not hold themselves accountable. In such cases, seeking outside help (like denominational overseers, a neutral Christian peacemaker/mediator, or even legal authorities if abuse is involved) can be necessary.

• Know When to Walk Away. One of the hardest decisions is determining if/when to leave a toxic organization. As Christians, we highly value perseverance and loyalty, so leaving can feel like failure. Many missionaries endure mistreatment far longer than they should, thinking it’s righteous to “bear the cross” of a toxic environment. Certainly, there are times God calls us to suffer for a season (and we look to Jesus who “when He was reviled, did not revile in return” – 1 Peter 2:23). However, enduring abuse or persistent toxicity is not the same as biblical persecution for the gospel. Jesus gives us an ‘out’ when dealing with a toxic leader: He warned not to “give what is holy to dogs” or “cast pearls before swine” lest they turn and tear you apart (Matt. 7:6). In other words, “there are those, Jesus explains, that you approach graciously… However, there are those who will strike you and hurt you… Sometimes, He says, you just have to stay clear of them.”  It is not ungodly to remove yourself from a harmful situation when efforts at reconciliation or correction have failed. In fact, protecting yourself (and perhaps your family) from spiritual harm honors the fact that you are God’s temple and beloved. One former missionary who endured toxic leadership observed how much trauma it caused them, and advises others: “I would suggest you get out while the trauma is limited or has not destroyed you.”   That’s sobering, but it comes from experience – staying in a toxic environment indefinitely can lead to depression, PTSD-like symptoms, loss of passion, and even damage to your relationship with God. If you’ve tried everything you can and nothing changes (or it worsens), it’s OK to prayerfully leave. Do so, if possible, in a way that is honest but not vindictive. You might simply resign citing that the current environment is not something you can continue under in good conscience. You may not get everyone’s understanding – some might label you the problem when you leave – but God knows the truth. Prioritize your spiritual and emotional health; you cannot pour into ministry from an empty or shattered cup. Trust that God has other places He can use you mightily, and leaving a particular organization is not leaving Him. As the Pearls & Swine article noted, sometimes God calls you to step out in faith from a toxic situation – and He has better things ahead, even if it’s scary .

• Heal and Don’t Lose Heart. If you have been deeply hurt by a toxic Christian culture, you will need time and grace to heal. It’s important to process your experiences – perhaps with a counselor or a support group (there are ministries that help burned-out missionaries). Take time to rest, to reconnect with supportive Christian community, and to let God minister to your wounds. It’s unfortunately common that those emerging from toxic ministries feel spiritually scarred – some even struggle to read Scripture or engage in church again for a season . If that’s you, know that God is patient and compassionate. He invites the weary to come to Him for rest (Matthew 11:28-30). Don’t rush your healing. Little by little, as you lament and cast your cares on the Lord, He will restore your soul. Also, work through forgiveness so that bitterness doesn’t consume you. Forgiveness doesn’t mean you excuse the wrong or instantly remove boundaries; it means you release the personal vendetta, letting God be the judge. This frees you from being tethered emotionally to the toxic individuals. It may help to remember, “Do not be overcome by evil, but overcome evil with good” (Romans 12:21). Ask God to help you forgive and even pray for those who hurt you (Matthew 5:44), as an act of obedience and freedom. Finally, don’t lose heart in serving Christ because of bad experiences. Sadly, toxic churches or mission teams can distort our view of Christianity. But distinguish between Jesus and the flawed people who represented Him poorly. Jesus is still the good shepherd who loves you and hates the abuse you endured. In time, He may even use your story to help bring healing and prevention of toxicity in other contexts. Hold fast to Him – He promises “I will repay” evil (Romans 12:19) and “I will never leave you”. Your labor in the Lord is not in vain, even if it was in a rough environment.

6. Conclusion: Hope and Healing – A Biblical Vision for Healthy Culture

Toxic culture is a serious threat to the witness and work of Christian organizations, but it’s not a hopeless sentence. The Bible gives us both the diagnosis and the prescription. We’ve seen that Scripture identifies behaviors like gossip, strife, and abusive leadership as sins that must be confronted. We’ve also seen the Bible’s blueprint for healthy community: truth, accountability, grace, “speaking the truth in love,” “bearing one another’s burdens,” forgiveness, and mutual honor. Our mission organizations are meant to model the Kingdom of God, where the culture is characterized by the fruit of the Spirit. In fact, Christian author Scot McKnight contrasts toxic church cultures with what he calls “tov” (good) cultures: “On the other hand, tov cultures are characterized by empathy, grace, a people-first approach, telling the truth, justice, a service culture, and Christlikeness.”  What a beautiful picture! Imagine a mission team where empathy abounds – people truly listen and care for each other. Where grace is given for weaknesses, and truth is spoken even when it’s hard (but spoken in love). A culture of justice, where wrongs aren’t swept under the rug but dealt with righteously. A spirit of service, where leaders and members alike seek to serve, not to be served. And in all things, a focus on Christlikeness – becoming more like Jesus in how we live and work together.

The good news is that Jesus is able to redeem and heal toxic situations. He specializes in bringing light to dark places and setting captives free. If you’re a leader, He can guide you in wise, courageous changes to foster a healthier culture. If you’re a wounded individual, He can comfort you and give you discernment for your next steps. The process might involve repentance, tough conversations, and even removing certain people from influence as we discussed – but God’s heart is always for redemption. James 5:19-20 reminds us that if someone strays (into sin or toxic behavior) and you help bring them back, you have saved them from much harm. By addressing toxicity, you’re actually participating in God’s work of restoration – rescuing relationships and witness that the enemy would love to destroy.

Finally, remember that the ultimate example we follow is Jesus Himself. He dealt with plenty of toxic culture – the religious establishment of His day was rife with hypocrisy, pride, and control. Jesus confronted it head-on with truth and holiness. Yet He also showed incredible grace to those hurt by that system. He welcomed the outcast, spoke dignity to those shamed, and even on the Cross, forgave those who wronged Him. Through Christ’s power, we can overcome toxic culture by doing the opposite spirit: instead of gossip, speak encouragement; instead of hate, show love; instead of fear, choose faith. Romans 12:21 is a fitting summary: “Do not be overcome by evil, but overcome evil with good.”

In your mission organization, commit to overcoming the evil of toxicity with the goodness of Christ. Leaders, create structures that promote goodness. Members, treat each other with Christlike love and courage. Victims, seek God’s goodness and healing for your wounds. The Bible assures us that when we walk in the light (1 John 1:7), we have true fellowship – that’s the goal, a culture of light where “truth sets us free”  and love binds us together. May your mission team be transformed from any patterns of toxic culture to a community that shines with health, holiness, and wholeness, for the glory of God and the sake of the world you’re trying to reach.

Summary: A toxic culture in a Christian mission org is marked by harmful behaviors like gossip, division, controlling leadership, and fear, which contradict the biblical way of community. We identify it through warning signs (politics, double-standards, infighting, etc.) and must address it head-on. The Bible speaks strongly against gossip and divisiveness , and instead calls us to direct communication, forgiveness, and unity (Matthew 18:15-17 , Ephesians 4:15). Leaders can combat toxicity by taking responsibility, enforcing accountability, removing persistently toxic influences , and modeling servant leadership. Those hurt by toxicity should seek support, set boundaries , and if necessary “stay clear” of unrepentant abusers  – even leaving the organization for a season if it preserves their well-being . Through it all, we look to Christ and Scripture for guidance: building a healthy culture of honesty, grace, and love that reflects God’s kingdom values . Dealing with toxic culture is challenging, but with a pastoral heart and biblical principles, it can be dealt with – bringing repentance, reconciliation, or release, as the case may be. In doing so, we protect the unity of believers and the integrity of our mission, so that our organizations become places of healing and light, not harm. By God’s grace, we can nurture “tov” (goodness) culture that overcomes toxicity with the goodness of Christ.