Leading Change: Systems Approach
In Healthy Congregations: A Systems Approach, Steinke (2006) describes healthy churches as constantly focusing on clarity, whether that clarity is doctrinal, theological, missional, visionary, or relational. He provides a diagram to illustrate the function of healthy congregations.
In the above diagram, the images sharpen as you move from panel 1 to panel 4. Healthier congregations will work for concreteness and clarity. Healthy congregations are clear about what is and what is not beneficial to their well-being. Less healthy congregations will allow more fuzziness, indecisiveness, vagueness, and secrets or disguises. Healthy congregations stay healthy because their immune responses are clear and direct. The immune system keeps integrity intact. Clarity keeps people’s attention and mobilizes their energy.
A healthy church is not a problem-free church; it is a church that addresses problems in a spiritually healthy way. Spiritually healthy leaders can address issues while keeping individuals’ dignity intact.
Practical Steps in managing change:
- Communication: Effective communication is essential during change. Keeping key leaders informed helps manage uncertainty and builds support.
- Leadership Commitment: Strong leadership commitment is vital for successful change. Leaders must hold to Biblical principle, the vision of the church, and by doing so, set an example for others. Leaders must have one voice, especially during times of change.
- Understanding Resistance: Resistance to change is natural. Identifying and addressing the sources of resistance allows for proactive management and smoother transitions.
- Clear Vision and Goals: Having a clear vision and well-defined goals for change provides direction and purpose, helping people understand why the change is necessary.
- Flexibility and Adaptability: Change is often unpredictable. Being flexible and adaptable allows a church to navigate unexpected challenges and adjust strategies accordingly.
- Training and Development: Providing the necessary training and support for leaders to acquire new skills is essential. This helps them feel more confident and competent during the transition.
- Celebrating Successes: Acknowledging and celebrating milestones and successes along the way reinforces positive behaviors and encourages continued commitment to change.
- Monitoring and Feedback: Regularly monitoring progress and seeking feedback allows for informed adjustments and address issues promptly.
- Sustainability: Change management isn’t just about implementing change; it’s about making it sustainable. Building a culture that can embrace change in a spiritually positive way helps normalize the change and provides a sense of sustainability.
- Be Realistic: Not everyone will embrace or make the change. Don’t create enemies, strive to be patient, godly, and loving.
- Be Protecting: Protect the whole when opposition occurs. Default to the health of the church rather than catering to toxic people.
Above all, trust that nothing takes God by surprise and change is part of His grand purpose and divine will.
1 Thess 5:15-18
15 Follow that which is good, both among yourselves, and to all men.
16 Rejoice evermore.
17 Pray without ceasing.
18 In every thing give thanks: for this is the will of God in Christ Jesus concerning you.
KJV
Dr. Carl McLaughlin
