Navigating change begins with identifying a congregation’s most pressing issues. Time is then spent visualizing God’s preferred future which is summed up in a brief narrative. Then 30-day, 90-day and 180-day and 360-day goals are created that will lead to the fulfillment of the vision. The list of goals include who’s responsible for each action step. Finally, goals and action steps are monitored regularly, with leaders taking time to celebrate their progress, address shortcomings and learn from their mistakes.
Most congregations struggle with defining their current reality, articulating their preferred future, and with having a roadmap to guide them in their efforts. Where does your organization struggle when navigating change? What do you need to pay closer attention to in the future?
The church I served at has financial secretary and how only worship at has had the problem of transitioning from a senior pastor that served the congragation for forty plus years and then had three senior pastors in ten years. Our current senior pastor has been able to rally most people for the mission to “get our hands dirty” for the cause of Christ. The biggest thing to remember during a change is it always PRAY.
Change…….we all need change. Things need to change in order to grow. And with change comes struggle. How much stuggle may depend on how the change is approached. Fredrick Douglas once said..”With struggle there can be no progress.” So struggle away……because we are going places.
Where does your organization struggle when navigating change? What do you need to pay closer attention to in the future?
Our congregation struggles with accepting change in general. We like to do things the way we have always done them. However, we are being forced into a time of great change. I came on board in July as our youth director was going to seminary. And then or secretary injured herself so we had a substitute fill in. Now, our pastor will retire at the end of 2012. The changes, impending changes, have caused some people to just stagnate. We are here going through the motions of church but do not pour out our hearts. We need to pay closer attention to relationships with each other and build them up so when the great changes do happen we can be of support to one another and move through the changes.
Hey Jim, you’ve got a good conversation going here.
I belong to a small, rural Presbyterian congregation that is about to begin the process of navigating a major change by seeking separation from the PCUSA. Even though nobody knows what’s going to happen and where this will all lead, I have not seen any indication that the congregation and/or Session is struggling with this issue. We’ve been in prayer about this for months now and I know members of Session have waited patiently and have not decided/acted until moved by the Holy Spirit to do so.
As for what to pay attention to in the future, the above-mentioned change is definitely on the front burner, yet I know I can call on folks and ask them to help me with our congregation’s youth ministry endeavors and they will do it. As I draft my year-long plan for youth ministry 2012 and beyond, the location of where certain activities/events take place may likely have to be changed if our congregation has to walk away from our current location (building and grounds). I also imagine the budget set aside for youth ministry may be affected if significant legal fees are incurred as a result of the above-mentioned process.
As for skills or tools to become a catalyst for change, I think the biggest asset is attitude. When I know I’m doing what the Lord has assigned me to do and what I’ve been gifted to do, I’m filled with joy, determination, and persistence. That attitude is infectious and, sooner or later, that impacts those near me. It’s also helpful to be assertive, speak up, and engage in crucial conversations when necessary.
Like Nick, I think we struggle with implementation. More broadly, I’ve found in the United Church of Christ that people are really good at talking about the problems or even brainstorming some solutions, but there’s a lack of energy and will to actually implementing them. I think inertia plays a big role in this problem and I’m honestly not sure what would fix that problem.
I’m curious what tools or skills are needed to become a catalyst for positive change rather than a victim of one’s circumstances. I think we all can provide effective leadership regardless of which position we hold – it’s simply a matter of how we exert our leadership influence. Look forward to hearing more from others.
To me it seems, at least in my own experience, that everybody seems to have an idea of where we should be going or what we should do. Sadly, though, the planning and implementation of these ideas is put to only a select few who serve on boards. Sadder still is the lack of commitment these boards make in moving the Church towards a goal. An example is at the begining of the year when all members of the boards get together for a breakfast and planning session. What a wonderful opportunity to discuss what the goals need to be and to plan accordingly so that all of the boards can help to achieve that goal. Unfortunately, all that is asked for this planning time is one-hour, and that is too much for most.
Who then becomes responsible for shaping the Church and what role do these elected leaders play?
For my congregation, the problem is not defining the problem, but rather denying that there is a problem. They know that there is a problem, and HUGE problem, one that has been going on for 5 years, and yet nobody will name it, and deal with it. Our issue is that we don’t have a Sr. pastor who can lead. He does sermons well, he is a good counselor, but he leads with chaos, and isn’t capable of making a decision. We are in a crisis mode (we actually use the word TRIAGE) because now we are losing our office manager. This is causing stress, and a lot of extra work on the rest of the staff. When Jim says that most congregations struggle with reality, I had to laugh. I was just talking about the fact that I feel like I am in a Three Stooges movie. If a congregation wants to move forward, they must admit what their reality is. Sometimes, this means facing really difficult situations. I am learning, though, that if we actually name it, the elephant in the room, it takes the power out of the issue. Being afraid of change does not make it right to ignore the reality. For myself, I have recently admitted that I am not going to be able to change the situation in this church, I can’t fix it. (Believe me, THAT took a night of crying on the floor!) I will never have that kind of authority in this congregation. HOWEVER, I do have authority in certain groups, so I do have my circles of influence. What that means for me, is that I can still be an authentic leader, and lay out a road map for those circles, and maybe one day, the circle will widen.
I worked in another church that had a large “white elephant” as you described. However, the pastor was incapable of original sermons (literally people found his sermons from the internet and they had words he couldnt pronounce in them), had no relationship building with the congregation, and was difficult to work with as a staff member. The church had its own sort of “crisis” as you called it. However, the church was able to name the problem, but never move past it. The church is now greatly struggling in attendence and people are leaving the church due to the crisis situation. It is unfortunate that we expect things of pastors and sometimes they do not always live up to the expectations. I think that each pastor has very special gifts and they way they are able to utiliize them is key. The pastor I was in reference to would have done really well in his home culture churches-korean, as he had different ideals. It sounds as though your pastor is great with the Word. I hope that things get better for you in the church. Dont forget to pray over those relationships on top of realizeing you dont have “The Authority”