I will add my two cents- it is worth just about that,too-I have been part of leadership- not at a church, but I think the principles carry over, and I have been on the receiving end of leadership change in a church. I think with leadership change- you have to prove first that you care for the group of people you are leading, gain their trust and appreciation and then begin to change things but slowly. First, you must have a plan or vision for where you want the organization to go. Next, you must communicate that vision or plan to the people, i.e. saints. Then you must communicate it again and again. The change cannot be just because you think it is best for the church. Remember, it is the saints church, too. They have worked long and hard for that church and have a vested interest. I think that people will accept change if you have done a good job laying a foundation as to why you are bring about the change. If they understand why, there is a need for change, then they will accept it. This is a slow building process that will take place over several years. JMHO
I will add my two cents- it is worth just about that,too-I have been part of leadership- not at a church, but I think the principles carry over, and I have been on the receiving end of leadership change in a church. I think with leadership change- you have to prove first that you care for the group of people you are leading, gain their trust and appreciation and then begin to change things but slowly. First, you must have a plan or vision for where you want the organization to go. Next, you must communicate that vision or plan to the people, i.e. saints. Then you must communicate it again and again. The change cannot be just because you think it is best for the church. Remember, it is the saints church, too. They have worked long and hard for that church and have a vested interest. I think that people will accept change if you have done a good job laying a foundation as to why you are bring about the change. If they understand why, there is a need for change, then they will accept it. This is a slow building process that will take place over several years. JMHO
Great post. Too often I've witnessed people come in and try to change things and the very way they approach it almost comes across as an indictment of how things were done before. When the message is sent or even perceived that you feel like most of what they were doing before was wrong, you set the foundation for a lot of defenses and resistance. In order for them to get onboard with you, they would almost have to be agreeing with that notion of their past efforts.
I think that you should allow key people to be a part of the actual formulation of the direction. Even if you are steering them in the direction you feel led to go, if they feel like they are one of the architects it makes it easier to sell. Too often new leaders come through the door with a whole new gameplan already formulated and that can be trouble.
When I was new to leadership in my current church, I first tried to learn why things were done the way they were. There were many things that I thought could be done differently, but afetr a while I understood why they were done the way they were. On the other hand, in those areas that I saw should still be improved, I was very careful in how I went about effecting it.
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There are no weapons of mass destruction in Iraq, Chuck Norris lives in Houston.
Either the United States will destroy ignorance, or ignorance will destroy the United States. – W.E.B. DuBois
.....start a small group ministry.....split all the cliques up..cant be in a small group with anyone from your clique,,..then send the small group pastor on an extended vacation to Maui!!!! LOL
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