Dan Smith & Mary K. Hucyke: CourageousSpace Newsletter December 2006

What People Need From Leadership During Change

 Last month we wrote about some of the reasons that change is so hard for congregations. This month we continue reflecting on change, specifically, what a congregation needs from its leaders if they are to successfully transition from one way of doing things to another.  We offer you a tool that people find extremely helpful, whether the change they're responsible for implementing is small or large.
 
Catastrophic changes brought by fires, floods, earthquakes, etc. are devastating. However, congregations generally rise to the occasion. The event leaves no question that something has ended and something new must begin. The congregation faces a choice and the consequences of their decision seem clear. 
 
The more difficult changes to deal with are the subtle ones that every congregation eventually faces: shifts in who lives in the neighborhood, aging members, generational and cultural changes.  These require a congregation to identify and hold onto their core mission, while letting go of the old forms of living it out that no longer further that mission.  When members have experienced these old forms being highly successful in the past, (and it can be a very distant past) the letting go can be painful.  When members still experience the old forms as both comfortable and comforting, the call to let go of them will evoke confusion and resistance.
 
Leading change in the church rests on leadership's (clergy and lay) ability to help people let go of one way of looking at and doing things and embrace a new way, in order to better serve their core mission. Transition expert William Bridges helps us understand that when asked to change people have four basic questions that must be adequately answered if they're even to begin making the needed transition.
 
1. Is there a purpose? People need to know there is a good reason for the changes you're asking them to make.  After all, from their perspective, things may be working well enough.  If people do not understand the purpose, you’ll hear questions and comments like, “What’s the problem with the way things are?”  “Who says we need to change and what qualifies them to know?”  "We've always done it this way and it's worked just fine." "I like it like this."
 
Remember that being told the purpose of something and really understanding it can be very different things.  If you are trying to effect a major change within the congregation, you will be well served by taking the time to help people understand what's not working about how things currently are and what the results will be of not addressing it.   Don't think that because you've preached 3 sermons and written 2 newsletter articles about it that people now understand and agree. 
 
2. Is there a picture? People need a picture of what the outcome will look like.  They need to be able to imagine what that new way of being or doing church will feel like.  You’ll know people don’t have a clear enough picture if you hear things like, “It sounds good, but I can’t get through my head what it will look like.”  “I just don’t see how church will feel like home anymore.”
 
When faced with a major change, people naturally become concerned that what is deeply important will be lost. The challenge for leadership is to help people clearly picture that the change will help the church more fully embody the essence and heart of the historical core values – core values that may have become blurred by traditions that have developed over time.
 
3. Is there a plan?  Some people really respond to the picture.  Once it’s in their heads and hearts, the picture is all they need to guide them.  Others need to know that there is a trustworthy plan for getting from here to there. “What effect will this have on our current programming?”  “Where’s the funding going to come from?”  “Who’s going to do the work?” “How will we get to where we want to go?”  Even if they are not the ones who will do the work, some will need to know that a workable plan is in place if they are to give their blessing and support.
 
It can be easy for leadership to hear these questions as attacks.  We encourage you, instead, to listen for the wisdom in them.  Often, these questions point to important issues that if addressed early, not only will help you avoid obstacles, but make for a far better outcome.
 
4. Is there a part for me to play – a place for me?  People need to know they are valued and their gifts needed.  They need to know there is a place for them in this new future. For some their part and place may be as spokespersons for what has historically been the essence of the church.  These "flag-bearers" of the past can easily be seen as problems.  Resist the temptation.  See them as gifts, bringing echoes of the long-ago saints of your church and use them as such, glean their insight, look for the important thing that must not be lost if your church is to retain its unique personality.
 
Many people will need the leadership to help them see where they fit in and what part they are needed to play.  Some will simply need assurance that they will continue to be valued members who will not “drop through the cracks” as forms change.  Words alone will not convey the assurance needed.  People will need to experience that they have not been left behind.  When people have experienced church as a physical and spiritual home and as an outlet for meaningful work, the experience of being shut-out and/or left behind is devastating.  Often this is what leads people to resist and fight with tooth and nail.  While this fourth P is a separate issue, it can stem from inadequately communicating with people the purpose, picture and plan, and involving people in their further refinement.
 
One of the crucial roles of leadership during any transition (be it changing the worship service, introducing a more discipling-centered approach to ministry, or shifting the form of the church bazaar) is helping those involved or impacted move though it.  To do that requires adequately addressing these 4 P’s.  Some will be more concerned about the plan, others will need to have the picture fleshed out more fully, and still others will need to be reminded on a regular basis of the purpose behind it all. 
 
Now for leadership to do this, they must first address these issues among themselves.  What is the purpose of this change?  What will it look and feel like?  What is the plan?  What do we see people's roles in this being?  Often this surfaces differences in understanding among the leaders themselves.  Next, make sure as you communicate with those involved with or impacted by the change that you address those 4 P's.  Then listen.  Listen for comments and questions.  They provide invaluable information on two counts 1) They will tell you what people are needing more of from you as regards purpose, picture, plan and part.  2) They raise areas that may need to be addressed if the change is to be successful and have the desired effect. 
 
We encourage you to make a copy of this and give it to every committee and team in the church.  You and your church have raised them into positions of leadership.  Here's a tool that will help them do their work.

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