The Process of “Change” Sources: Chip Arn, Church Growth, Inc. Kent Hunter, “The Church Doctor Report”

Who wants change? z“Only a wet baby appreciates change.” xMark Twain

The Issues Behind the Issue z1. World-view (V.A.B.E.s) yValues yAttitudes yBeliefs yExpectations z2. Philosophy of Ministry yWhat business are we in?

World-view and Philosophy zV.A.B.E.s determine & reflect outlook on life ycomfort vs. courage ysafety vs. risk ymaintenance vs. mission yself vs. others ycontrol vs. consensus yfellowship vs. mission

Possible World-Views in Churches z“What do we want?” z“What do we need?” z“What does God want?”

Costs of non-God-centered V.A.B.E.s... zGreater tendency to vote than pray zhigher priority for control than consensus zrational argument preferred to biblical “types” zhuman-centered (vs. Spirit-driven) decision- making zculture-soaked priorities (i.e. consumerism)

To move to a God-centered world view... zStudy the character of God yWhat is God like? yWhat’s on God’s mind and heart? yHow does God think? yWhy did God include “church” in his strategy? yWhat does God intend the church to be? yWhat’s God’s mission? yWhat’s mine?

Overcoming Change-Resistance z The most difficult changes to make in the church: z The WORSHIP SERVICE (surprise!)

Difficult Worship Changes zAddition of a worship service yesp. a contemporary service zChange in time-slot of worship service zChange in time for Sunday School zAttempt to introduce contemporary elements into an existing worship service

6 Guidelines for Presenting New Ideas for Change zMost people are allergic to change. zHere’s a process for giving people their “allergy shots” before sneeze season hits. zHow you introduce change will greatly affect whether it’s adopted. ynever assume an idea will be adopted on its own merit

1. Present the idea as a way to reach an agreed- upon goal. zIf the church has a mission statement or articulated philosophy of ministry, then the new idea is more likely supported if seen as a step toward agreed- upon church goals

2. Introduce the idea as an addition, not a replacement. z Most people resist change not for fear of discovering the future, but for fear of discarding the past yi.e. adding new service with the promise that the present service won’t be changed

3. Usher in the idea as a short- term experiment instead of a long-term commitment. yAgree upon time for evaluation, review yWe’re more tolerant of change that is seen as a temporary condition (labor!) yTrial periods increase openness because they reduce loss of dignity and enhance self-esteem and reputation for innovation

4. Encourage others’ enhancements to create ownership. z “Good goals are my goals; bad goals are your goals.” z Input into process enhances finished product and strengthens buy-in

5. Sow seeds of creative discontent. z Voluntary change occurs only when there is sufficient discontent with the status quo z For many, the primary comfort of church is its predictability and stability yLeadership is helping people discover that not everything is all right

Warning about Discontent! zThere is a difference between destructive and constructive discontent yDestructive: leaving the present for a more appealing past yConstructive: desire to leave the present for a more appealing future

6. Start with the leaders. zA wise leader will take 3 steps: y1. Explain the idea to the core group. y2. Collaborate with the committed workers. y3. Share with the entire congregation.

Diffusion Sequence for Introducing the New Idea Church Chairperson Staff Church Board Other Leaders Congregation

Conclusion z Leaders who pay as much attention to the process of change see more of their great ideas come to pass in the church. z Leadership involves overcoming a congregation’s change- resistance skills for Kingdom purposes.

“Thinking like we have is what got us where we are. It is not going to get us where we are going.” Albert Einstein

The Process of “Change” Dr. John P. Chandler The Ray and Ann Spence Network for Congregational Leader Copy right John Chandler, 2000