The Responsibilities of Leaders and Workers (7) Part Two

Today, we’re going to fellowship on the eighth responsibility of leaders and workers: “Promptly report and seek how to resolve confusions and difficulties encountered in the work.” We will expose the various manifestations of false leaders in regard to this responsibility. Promptly reporting and seeking how to resolve confusions and difficulties encountered in the work—isn’t this a part of the work and duties of leaders and workers? (Yes.) Leaders and workers will inevitably face some thorny issues in their work, or encounter difficulties beyond the scope of church work, or encounter special cases that do not involve the truth principles, and be unaware of how to deal with these situations. Or, because they have poor caliber and are thus unable to grasp the principles accurately, they inevitably encounter some hard-to-resolve confusions and difficulties. These confusions and difficulties may relate to issues of personnel use, work-related issues, problems stemming from the external environment, issues concerning people’s life entry, disruptions and disturbances caused by evil people, as well as issues of clearing out or expelling people, and so on. For all these issues, God’s house has specific requirements and regulations, or there are some verbal instructions. Beyond these specific regulations, there inevitably are some unmentioned special cases. Regarding these special cases, some leaders can handle them by adhering to the principles required by God’s house, such as protecting the interests of God’s house, ensuring the safety of the brothers and sisters, and maintaining the smooth operation of the church’s work—and, furthermore, they do so very well—while some leaders fail to do so. What should be done about the problems that can’t be handled? Some leaders and workers work in a muddled way, unable to identify problems, and even if they do, they can’t resolve them. They just muddle through without seeking solutions from the Above, simply telling the brothers and sisters, “Solve it yourselves; rely on God and look to God for solutions,” and then they consider it all settled. No matter how many issues pile up, they can’t resolve them themselves, yet they don’t report it upward or seek how to resolve them, possibly fearing that the Above will see through them and they will lose face. There are also some leaders and workers who never report problems to the Above, and I don’t know why. Reporting upward doesn’t necessarily mean directly to the Above; one can certainly report to the leaders of a district or region first. And if they can’t solve it, then you can ask leaders and workers to report it directly to the Above. If you ask a leader or worker to report a matter to the Above, clarifying the situation, can they just suppress it and ignore the matter? Such people are rare. Even if there are indeed such leaders, you can still clarify the matter with other leaders and workers to expose the one who suppresses the issue and does not report it. If these other leaders and workers still do not report the matter, there is one last resort: You can write directly to God’s house’s website to have it forwarded to the Above, thus ensuring the issue is reported to the Above. This is because the Above has dealt with such letters multiple times before, and they subsequently directly entrusted leaders and workers to handle the matter. In fact, there are multiple avenues for reporting an issue upward; it’s easy to practice, it just depends on whether the person truly wants to resolve the problem. Even if you don’t trust a certain leader or worker, you should still believe that God is righteous and that the Above operates according to the truth principles. If you do not have real faith in God, and you do not believe that the truth reigns in the house of God, then you cannot accomplish anything. Many people do not understand the truth; they do not believe the truth reigns in the house of God, and they do not have a God-fearing heart. They are always thinking that the officials of the world all cover for each other, and that God’s house must be the same. They do not believe that God is the truth and righteousness. Therefore, a person like this can be called a disbeliever. However, a minority of people are able to report actual problems. People such as this may be called people who protect the interests of God’s house; they are responsible people. Some leaders and workers do not just fail to resolve severe problems when they find them; they also do not report them upward. They only start to sense the severity of the issue when the Above investigates it. This delays things. Therefore, no matter whether you are an ordinary brother or sister, or a leader or a worker, whenever you encounter an issue that you cannot resolve and that pertains to the larger principles of work, you should report it upward and seek a solution in a timely manner. If you encounter confusions or difficulties but do not resolve them, some work will be unable to progress; it will have to be put aside and stopped. This affects the progress of the church’s work. Therefore, when such problems arise that can directly affect the progress of the work, they must be uncovered and resolved in a timely manner. If a problem is not easy to resolve, you must find people who understand the truth and people with expertise in the field, then sit with them and investigate and resolve the problem together. Problems of this sort cannot be delayed! Every day you delay in resolving them is a day’s delay in the progress of the work. It is not hampering the affairs of a single person; it affects the church’s work, as well as how God’s chosen ones do their duties. Therefore, when you encounter a confusion or difficulty of this sort, it must be resolved promptly, it cannot be delayed. If you truly cannot resolve it, then quickly report it to the Above. They will directly come forward to solve it, or tell you the path. If a leader is unable to handle problems of this sort, and sits on the problem rather than reporting it to the Above and seeking a solution from them, then that leader is blind; they are brain-dead, and they are useless. They should be dismissed and removed from their position. If they are not removed from their position, the work of the church will be unable to advance; it will be ruined in their hands. Hence, this must be dealt with immediately.

Film production work is also an important item of work for God’s house. Film production teams often encounter a problem where everyone has disputes over the script. For example, the director believes the script differs or diverges from real life and would feel unrealistic when filmed, and so they want to make changes. However, the scriptwriter firmly disagrees, believing that the script is written reasonably and demanding that the director shoot according to the script. The actors also have their own objections, disagreeing with both the scriptwriter and the director. An actor says, “If the director insists on shooting it that way, I won’t act!” The scriptwriter says, “If the director changes the script, then you’ll all be responsible when any problems arise!” The director says, “If I’m made to shoot it as the script dictates and mistakes occur, God’s house will hold me accountable. If you want me to shoot, it has to be done based on my own thought; if it’s not, then I won’t do it.” Now, all three parties are at an impasse, right? The work is clearly unable to proceed. Is this not a confusion that has arisen? So, who is actually correct? Everyone has their own theories, their own arguments, and no one is willing to compromise. With the three parties at an impasse like this, what gets harmed? (The work of God’s house.) The work of God’s house is obstructed and harmed. Have you felt anxious and worried when faced with such situations? If not, that proves you haven’t really put your hearts into it. When such confusions and deadlocks arise, some people become so anxious they can’t eat or sleep, thinking, “What should be done? Arguing and refusing to budge like this leads nowhere. Isn’t this affecting the filming progress? It has already caused a delay of several days and can’t be postponed any longer. How can we solve this problem to ensure that the shoot goes smoothly and the work isn’t delayed? To whom should we turn to solve this issue?” If you have the heart, you should seek solutions from the leaders, and if the leaders can’t resolve it, you should quickly report it to the Above. If you are truly considerate of God’s intentions, you should do all you can to resolve the problem as quickly as possible; this is the most crucial thing. And if you’re not worried? You may ponder it, thinking, “They are in the wrong. I’ll stick to my point of view—I doubt they can do anything to me. I’ll eat and then nap for a while, there’s nothing to do in the afternoon anyway.” Your legs become heavy, your head gets dizzy, your heart loses its vigor, and you grow sluggish. There’s a pile of difficulties, but you’re inattentive and sluggish, so there’s no way to resolve the problem. Why not? Because you lack the drive and the desire to resolve it, so you can’t think of a solution. You think to yourself: “It’s not often that difficulties arise and the work comes to a halt. I’ll take this chance to rest for a couple of days and to relax a bit. Why be so tired all the time? If I take a break now, no one can say anything about it. After all, I’m not slacking off or being irresponsible toward my work. I want to be responsible, but there’s this difficulty in our way—who’s going to resolve it? How can we shoot without resolving it? If there are difficulties that prevent us from shooting, shouldn’t we just take a break?” With such a major issue in front of you, what will be the consequences if it’s not resolved promptly? If problems keep cropping up and none can be resolved, can the work continue to progress? This will cause untold delays. Work progress can only move forward, not backward, so knowing that this problem presents difficulties, you shouldn’t procrastinate any further; you need to resolve it quickly. Once this problem is resolved, rush to resolve the next one when it arises, striving not to waste time so that the work can proceed smoothly and be completed as scheduled. How does that sound? (Good.) Those with heart face confusions and difficulties with this attitude. They do not waste time, do not make excuses for themselves, and do not covet fleshly comforts. Those without heart, on the other hand, will exploit loopholes; they will make excuses and look for opportunities to take a break, doing everything at a leisurely pace and without a sense of urgency or anxiety, lacking any resolve to endure suffering or pay a price. And then what happens in the end? When faced with a confusion or difficulty, everyone finds themselves at an impasse for many days. Neither the directors, actors, nor scriptwriters report the issue. Leaders, meanwhile, are blind and unable to recognize it as a problem; even if they do recognize it as a problem but can’t solve it themselves, they do not report it upward. By the time it’s reported level-by-level to the Above, ten days or half a month have passed. What was done during these ten days to half a month? Was anyone doing their duties? No, they were whiling away their time in eating, drinking, and merrymaking! Aren’t they just freeloading? All those supervisors who cannot promptly seek solutions to the confusions and difficulties encountered in their work are merely freeloading, passing the days without purpose. Such people are known in short as “idlers.” Why “idlers”? Because these people do not approach their duties with an attitude of seriousness, responsibility, rigor, or positivity, but rather are perfunctory, are negative, and slack off, just hoping for some difficulty or deadlock to arise so that they have an excuse to shut up shop and stop work.

Leaders and workers should not only promptly resolve the confusions and difficulties encountered in the work but also promptly check for and identify these issues. Why should this be done? There’s only one goal in doing it: to safeguard God’s work and the work of God’s house, ensuring that every item of work progresses smoothly and is successfully completed within the normal work timeline. To ensure that the work progresses smoothly, what issues need to be resolved? First, it’s essential to thoroughly clear out any stumbling blocks or hindrances that disturb the church’s work, to restrict disbelievers and evil people to prevent them from causing trouble. Additionally, the supervisors of each item of the work and the brothers and sisters must be guided to understand the truth and find a path of practice, to learn to cooperate harmoniously and supervise each other. Only in this way can the completion of the work be guaranteed. Regardless of the difficulties or confusions faced, if leaders and supervisors cannot resolve them, they should quickly report the issues to the Above and seek solutions. Leaders and supervisors should, regardless of the work they do, prioritize resolving problems, addressing both technical problems and issues of principle related to the work, as well as the various difficulties people encounter in terms of their life entry. If you can’t resolve confusions and difficulties, you won’t be able to do your work well. Therefore, when you encounter unusual difficulties or confusions that you can’t resolve, you should promptly report them to the Above. Don’t waste time, as a delay of three to five days can cause losses to the work, and if it’s delayed for half a month or a month, the losses will be too great. Moreover, regardless of the issue, it must be dealt with based on the truth principles. No matter what, never use man’s philosophies for worldly dealings to resolve problems. Don’t turn serious issues into minor ones, and then turn minor ones into nothing, or merely scold both parties involved in the issues and then pacify them with something sweet, always resorting to negotiating with and cajoling them, fearing the escalation of issues. This leads to problems not being solved on a fundamental level, which leaves lingering issues. Isn’t this a way of just trying to smooth things over? If you feel that you’ve exhausted all human solutions for a problem and it genuinely cannot be resolved, and you cannot find the principles for technical issues within the work at all, then you should quickly report these issues to the Above and seek solutions without waiting or procrastinating. Any problem that can’t be resolved should be promptly reported to the Above to seek a solution. How does this principle sound to you? (Good.)

Do the film production and scriptwriting teams often become deadlocked over shooting issues? Each has their own reasoning, and they are unable to reach a consensus, always engaging in verbal spats. Can leaders resolve these issues when they arise? (Sometimes they can.) Have you ever encountered a situation where a leader resolved some problems through fellowship, and it sounded perfectly reasonable and theoretically solid, but you were still unsure if it conformed to the requirements of God’s house or the truth principles? (Yes.) How did you handle such situations? (Sometimes we would seek from the Above.) That’s the right approach. Have you ever been in a situation where you decided not to inquire about an issue because you saw that the brother Above was quite busy, and you thought it was okay as long as the matter was theoretically correct, and then decided to proceed to shoot first regardless of whether or not it complied with the truth? (We had serious issues with this in the past. It led to us having to redo things and caused disruptions and disturbances to the work.) That situation is serious! Many of the problems encountered by the film production teams are ultimately actually the responsibility of the scriptwriting team. For instance, if a movie turns out to be two and a half hours of rambling narrative, the scriptwriters are primarily responsible. But what about the directors’ responsibility? If the script is a ramble, should the directors be able to see this? In theory, they should. However, directors can still spend months and consume considerable manpower, material resources, and finances to complete the filming under such circumstances. What sort of problem is this? As directors, what is your responsibility? Upon receiving a script, you should think, “This script is lengthy and quite rich in content, but it lacks a core, a theme; the whole structure is soulless. This script cannot be filmed; it must be returned to the scriptwriters for them to revise.” Are you capable of doing this? Have you ever returned a script? (No.) Is it because you can’t see the issues, or because you’re afraid to return it? Or are you afraid that someone will judge you, saying, “They gave you this finished script and you rejected it with just a word, sending it back—you’re far too arrogant, aren’t you?” Just what is it that you’re afraid of? You see the problem, so why not return the script to the writers? (We are not responsible for our film production work.) For the film production teams, besides the church leaders, the directors should act as the supervisors, the ones who make decisions and have the final say. Given that you are the director, you ought to take full responsibility for this matter, carefully checking the script from the moment you receive it. Let’s say you receive a script and review it from start to finish, finding the content to be quite good. It has a core and theme, the plot revolves around a main storyline, and the overall script appears to have no major issues—it looks good, worth shooting, and so the script can be accepted. However, if the script is lengthy, narrating a person’s story from beginning to end without a focus or prominent theme, leaving it unclear what the script aims to express, what it aims to achieve in viewers, or what its central idea and spiritual meaning are—it’s basically just a rambling account, a muddled script—can this script be accepted? What should the directors do in such a situation? They must return the script and make suggestions for the scriptwriters’ revision. People from the scriptwriting team may object, saying, “This isn’t fair! Who are they to audit the script we wrote? Why do they get to decide? God’s house should treat people fairly and reasonably!” What should be done then? If the directors can identify issues in the script, they shouldn’t rush to make a decision but should first fellowship the matter with the church leaders and members of the film production team. If everyone, based on their past years of filming experience and understanding of scripts, unanimously deems a script not up to standard, and believes that filming it would not only delay the film production work but also waste all the human, material, and financial resources involved, and no one can bear such a responsibility, then this script should be returned. A rambling script must absolutely not be filmed; this is a principle. If everyone feels the same way about the script, the scriptwriters should unconditionally accept it and revise the script according to the suggestions from the film production team. If there are still disagreements, members and leaders from both sides can debate together to see whose arguments conform to the truth principles. If a stalemate persists without a conclusion being reached, the last resort should be employed, which is the eighth responsibility of leaders and workers fellowshipped today: “Promptly report and seek how to resolve confusions and difficulties encountered in the work.” Issues that are deadlocked and can’t be resolved are known as confusions and difficulties. Each side thinks their reasoning is correct, and no one is able to make a decision. Going back and forth like this muddles the issue, blurring everyone’s understanding of all the ins and outs of the issue and the direction to take. At this point, leaders and workers should take up their responsibility to promptly report and seek solutions to these issues and confusions that emerge in the work, striving to resolve them promptly to prevent them from hindering the progress of the work, and even more so to prevent them from accumulating further. Promptly reporting and seeking how to resolve these issues—is this not doing work? Is this not showing a serious and responsible attitude toward work? Is this not putting one’s heart into doing one’s duty? Is this not being loyal? (Yes.) This is having loyalty to one’s duty.

Leaders and workers in charge of work must promptly notice and resolve any problems that arise in the work, as only doing this can ensure the smooth progress of the work. All leaders and workers who cannot resolve problems lack the truth reality and are false leaders and workers. Anyone who discovers issues but fails to resolve them, instead avoiding or covering them up, is a worthless good-for-nothing who only sabotages the work. Disputed issues must be resolved through fellowship and debate. If these do not yield the correct results but instead muddy the waters even further, then the primary leader should personally take charge of dealing with the matter, promptly proposing solutions and methods while also promptly observing, understanding, and judging to see how the situation’s outcome will turn out. When disputes still persist over some problem and no verdict can be reached, the issue must be quickly reported to the Above to seek a solution, rather than just trying to smooth things over, waiting, or procrastinating, and especially rather than just ignoring the issue. Is this how your current leaders and workers do the work? They should be promptly following up and pushing the progress of work, and at the same time identifying the various conflicts that emerge in the work while also not overlooking the various minor issues. When significant problems are identified, the main leaders and workers should be present to participate in resolving them, getting an accurate understanding of the ins and outs, the reason that the problem has arisen, and the perspectives of those involved, so as to accurately grasp what’s actually going on. At the same time, they should participate in fellowshipping, debating, and even disputing these issues. This is a necessity; participation is crucial, as it helps you make judgments on and resolve problems that arise in the work. If you only listen without getting involved, always standing off to the side with folded arms and acting like someone sitting in on a class, thinking that any problem that arises in the work is none of your concern and not having any particular view or attitude toward the matter, then you are clearly a false leader. When you get involved, you’ll know in detail just what problems have arisen in the work, what caused them, who is responsible, where the key issue lies, and whether it’s due to people’s notions and imaginings or technical and professional inadequacy—all of which must be clarified in order for problems to be handled and solved fairly. When you participate in this work and discover that the problems are not man-made or intentionally caused by anyone, yet you find it hard to pinpoint the essence of the issue and don’t know how to resolve it, with both sides disputing it for a long time, or when everyone has devoted their heart and effort to a problem yet still cannot resolve it, and is unable to find the principles or find a direction, causing the work to stall, and also fears that continuing would cause further mistakes, disruptions, and negative consequences, then what should you do? What leaders and workers most ought to do is not discuss countermeasures or solutions with everyone, but rather report the issue to the Above as soon as possible. Leaders and workers should summarize and record the problems in the work and promptly report them to the Above without procrastinating, waiting, or harboring a mindset of relying on luck, thinking a night’s sleep might bring inspiration or sudden clarity—a rare occurrence that is not likely to happen. So, the best solution is to report the issue to the Above and seek a solution as quickly as possible, ensuring the issue is resolved promptly and as quickly as possible; this is truly performing work.

Based on the content we just discussed, let’s summarize what exactly is meant by “confusions” and “difficulties.” These two are not the same thing. First, I’ll explain the term “confusion.” A confusion is when you cannot see through some matter; you do not know how to judge or discern in a way that conforms to principles or is accurate. Even if you can somewhat see through it, you’re unsure whether your view is correct, you do not know how to handle or resolve the matter, and it’s difficult for you to reach a conclusion about it. In short, you’re uncertain about it and unable to make a decision. If you don’t understand even a bit of the truth and no one else resolves the problem, then it becomes unsolvable. Isn’t this facing a tough challenge? When faced with such problems, leaders and workers should report them to the Above and seek from the Above so as to resolve the issues more quickly. Do you frequently face confusions? (Yes.) Regularly facing confusions is itself a problem. Let’s say you’re faced with an issue and you don’t know the appropriate way to handle it. Someone proposes a solution that you think is reasonable while another person proposes a different one that you also think is reasonable, and if you can’t clearly see which solution is more appropriate, with everyone’s opinions varying and no one grasping the problem’s root cause or essence, then slip-ups are bound to appear in the resolution of the problem. Thus, to resolve a problem, it is crucial and important to determine its root cause and essence. If leaders and workers are not discerning, fail to grasp the essence of the problem, and cannot reach the correct conclusion, they must promptly report the issue to the Above and seek a solution from them; this is necessary and not an overreaction. Unresolved problems can lead to severe consequences and impact the church’s work—this must be thoroughly understood. If you’re filled with apprehension, always fearing that the Above might see through to your true measure, or that they might alter your duty or dismiss you when they see through to you not being able to do real work, and therefore you dare not report the issue, this can easily delay matters. If you encounter confusions that you cannot resolve on your own, yet do not report them to the Above, when this causes severe consequences and the Above holds you accountable, you’ll be in a world of trouble. Isn’t this only having yourself to blame? When faced with such confusions, if leaders and workers are not responsible and merely speak some doctrines and apply some regulations to perfunctorily settle the issue, then the issue remains unresolved and things stay where they are, the work unable to move forward. This is exactly what happens when confusions go unresolved; it causes delays quite easily.

When confusions arise, some leaders and workers can sense that a problem has occurred, while other leaders and workers are unable to detect the issue—those of the latter group have excessively poor caliber, and are numb and dull-witted; they lack sensitivity to any problem. No matter how great the confusion that presents itself, what they exhibit is numbness and dull-wittedness; they disregard the issue and try to circumvent the problem—this is false leaders not engaging in real work. Those leaders and workers who possess a certain amount of caliber and work capability are able to realize when such situations arise: “This is a problem. I must take notes of it. The Above has never mentioned this sort of issue before, and it’s our first encounter with it, so what exactly are the principles for handling this type of situation? How should this specific issue be resolved? It seems like I have some intuitive thoughts but they are unclear, and I have a bit of an attitude toward such matters, but having just an attitude is insufficient; it is crucial to seek the truth to resolve the problem. We need to bring this matter out for everyone to fellowship and discuss together.” After a round of fellowshipping and discussing, if they still do not know how to proceed, without a precise plan of practice to resolve the issue, and the confusion persists, then they must seek a solution from the Above. At this point, it is the responsibility of the leaders and workers to note down the points of confusion about the problem, so that when the time comes they can clearly explain what exactly the problem of the confusion is and what exactly is being sought. This is what leaders and workers ought to do.

Next, let’s look at the term “difficulties.” From a literal perspective, difficulties are more severe than confusions. So, what exactly do difficulties refer to? Someone explain. (God, our understanding is that difficulties are the actual problems encountered, which one has already tried to resolve but still cannot resolve; these are considered difficulties.) (To add a point, sometimes one may encounter some very tricky problems that have never been encountered before, where everyone lacks experience, is utterly perplexed, and has no opinions or ideas—these are a type of very challenging problems.) Very challenging problems are called difficulties, right? The simplest, most direct explanation of difficulties is that they are problems that actually exist. For example, a person’s caliber, professional skills, physical ailments, as well as environmental and temporal issues, and so on, these actually existing problems are called difficulties. However, the eighth responsibility of leaders and workers about which we’re now fellowshipping is that they must promptly report and seek how to resolve confusions and difficulties encountered in the work. Here, the difficulties referred to are not those broadly defined, actually existing problems, but particularly thorny issues encountered in work that cannot be handled. What kind of problems are these? They are external affairs not particularly related to the truth principles. Although these issues do not involve the truth principles, they are trickier than general problems. How are they trickier? For instance, they involve legal and governmental regulations, or concern the safety of some people within the church, and so on. These are all difficulties encountered by leaders and workers in their work. For example, in believing in God overseas, no matter which country one resides in, all church work and the living environments of the brothers and sisters must comply with the local government regulations and require an understanding of the local laws and policies. These matters involve interfacing with the outside world and dealing with external affairs; they are relatively more complex compared to internal church personnel issues. Where does the complexity lie? It’s not as simple as just telling people in the church to submit to God, be obedient, practice the truth, loyally do duty, and understand the truth and handle matters according to principles—just saying these things alone will not solve the problems. Instead, it requires an understanding of every aspect of the country’s laws, policies, and regulations, and the local customs and practices, among others. There are many factors involved in these external affairs, and it is common for unexpected issues or issues that are difficult to address using the church’s principles to arise, and the emergence of these issues constitutes difficulties. For instance, internally within the church, if some people do their duties perfunctorily, these issues can be resolved by fellowshipping the truth, by pruning, or by providing help and support. But externally, can you use these principles and methods to handle matters? Can this approach solve such problems? (No.) What should be done then? Some wise methods must be used to handle and respond to such issues. In the process of dealing with these external affairs, God’s house has also laid down some principles, but no matter how these are explained, all sorts of difficulties still frequently arise. Because this world, this society, and this humankind are too dark and too complicated, and because of the disturbance of the great red dragon’s evil forces, when dealing with these external affairs, there will be some unexpected and additional difficulties. When these difficulties arise, if you are only given a simple principle, saying, “Just submit to God’s arrangements; everything is orchestrated by God, just ignore the problem,” can this solve the issue? (No.) If the problem cannot be solved, then what happens is that the environment in which the brothers and sisters do their duties, and their living environment, get disturbed, harassed, and damaged. Doesn’t this lead to the emergence of difficulties? What should be done then? Can it be addressed with impetuousness? Obviously not. Some say, “Then can we resolve it by legal means?” Many things cannot be resolved by law. For instance, in places where the great red dragon meddles and interferes, can the law resolve issues? The law does not have any effect there. In many places, human power often exceeds the law, so do not expect to resolve problems by relying on the law. Using human methods or impetuousness to resolve them is also not suitable. What should leaders and workers do in such situations? Can those who only know how to spout words and doctrines solve these problems when they arise? Aren’t these particularly thorny issues? Do you think hiring a lawyer and going to court to solve them would work? Do those people understand the truth? There is no place in this world for reasoning; even judges in a legalistic country do not always act according to the law, but rather, they adjust their judgments based on who is involved, lacking fairness. In this world, wherever it is, people rely on force, on power, to bolster their speech. So, what should we who believe in God rely on? We should treat people and handle matters according to God’s words, according to the truth. But can everything proceed smoothly for us in the world if we rely on God’s words and the truth? No, it cannot; this requires wisdom. Therefore, when leaders and workers face such issues, if they feel the matter is extremely significant and fear that they might handle it inappropriately and thus bring trouble to God’s house, causing undesirable impacts or consequences, then such issues are difficulties for them. When faced with difficulties that they can’t solve, they must promptly report them to the Above and seek suitable methods to resolve the issues; this is what leaders and workers should do.

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