Last week we looked at the first five basic principles for change. We continue this week considering the basic tenets of change that can help the leader of the established church avoid pitfalls on the road to change.
6. Build upon Successes
I know a church leader who made a decision after several years of ministry to give credit to the members of his church for any and all of the church's successes. He further decided that any blame for the lack of victories would be his own. Church members would not be blamed; their perceived inadequacies would be the result of his inadequate leadership.
The pastor shared with me that this decision was life-transforming for him. A completely new realm of accountability was created because "the buck stopped" with him. The deacon body, naysayer, or apathetic members would not be blamed. Responsibility would be his. He would do everything in God's power to achieve God's victories in the church. The pastor was directly accountable to God for the church's failures and successes.
By accepting full leadership responsibility for the church, the pastor soon discovered effective leadership skills. He learned that often the best timing for change is soon after a victory or series of victories in the church. Change is often accepted after a leader has demonstrated his ability to lead a church successfully.
7. Allow Open Discussion
Many churches have been doing many things the same way for several years. Change can take place, but the pace may be slow. People need the opportunity to discuss proposed change in both formal and informal settings. Discussions in the Monday morning coffee shop may be more important than those in a formal church gathering.
Not only is open communication important, it is also essential that no information be withheld. Every church member should feel that he or she has all the information pertinent to the change. An abundance of relevant information engenders a spirit of openness and trust.
8. Demonstrate Wisdom in Timing
Another one of my "Top 20 dumb mistakes" occurred shortly after our church had completed a major building program. In nine months, we had made the proposal, initiated and completed a fund-raising program, negotiated construction lending with a local bank, had a churchwide groundbreaking service and finally entered the new building. All within nine months! The staff and church members were joyful but exhausted.
How did I respond? Shortly after the building program, we presented a major new ministry to start satellite churches. My timing was terrible. The first satellite church was approved, but not without a heavy emotional cost to the church.
Unlike a church planting situation where everything is new, many churches are not equipped emotionally to handle rapid change. The timing of each change is critical. Our church probably would have fared much better if I had waited a year before initiating another major ministry.
9. Keep the Focus
I have described several precautions that the church leader should observe in the process of initiating change. It should be understood clearly, however, that these precautions should not be points of distraction.
The leader must always keep the focus on growing the church. While the pace and frequency of change may be slow and methodical, the church must nevertheless make consistent progress in reaching more people for Christ, and becoming more effective in ministry.
10. Allow for a Trial Period
Some changes come on a trial basis. (Obviously, a building program would be an exception.) Change-resistant members can be comforted by knowing that the intrusion into their comfort zone may not be permanent.
At the end of the trial period, one of three decisions can be made:
- Extend the trial period to allow for further evaluation.
- Reverse the change.
- Make the change permanent.
If making the last choice is best, the benefits of the change will have become obvious to most people. Some members, however, will resist and resent the change regardless of its obvious benefit.
Perhaps you have heard the story of the 100-year-old man who was interviewed by a local newspaper. The reporter commented that the old man must have seen a lot of change in his century of life. The man responded: "Yup, and I didn't like none of 'em!" Some church members will see changes but "won't like none of 'em."
That observation brings us to the next point.
11. Expect Opposition
At a church I pastored, we received hundreds of registration cards each worship service. The cards served a multitude of purposes. They told us who were present, both members and guests. They provided space for prayer requests and encouraged requests for information. They allowed the member or guest the opportunity to communicate an important decision or commitment, such as a desire to receive Christ. Finally, they served as a general communication vehicle, where anyone could make a comment, either positive or negative.
I saved all the cards with comments directed to me in particular or to the church in general. Once I surveyed a small stack of cards in my "criticisms" file. I was amazed that so many of the critical comments had come from just a few individuals. These were the people who had seen some of the changes in the church, but "didn't like none of 'em." Some people will never be pleased!
Criticism and opposition can drain a leader emotionally and spiritually. After a while, he may be tempted to refrain from initiating any significant change because of the potential criticism the change may engender. Such an attitude will result in lost opportunities for growth and ministry. The leader must seek God's wisdom to discern the proper balance between the extremes of being like a bulldozer or a pet rock in initiating change.
Receiving criticism is a fact of life for true leaders and especially for pastors who are making genuine efforts to lead churches to growth. Expect some level of opposition with any significant decision, but love your critics, even the unlovable ones. Show respect for them, even though they may treat you disrespectfully. Pray for them. And keep your eyes on Jesus as you stay focused on growing His church.
12. Evaluate Changes
Not every change is good. Not every change will work. Evaluate decisions on a regular and systematic basis. Be willing to admit that a change did not work. But give a new ministry, program, or idea time to work. Do not concede easily if the change is a deep conviction of yours. Keep on keeping on. The God who gave you the vision will see you through the most difficult of times.
