Managing Change… Leaders must understand how reformation and change affects people emotionally.

December 2nd, 2024

By: David Hoskins

There are many shifts in the church that must take place in order for us to all move toward a more accurate Biblical expression of ministry. Managing those shifts is what separates the novice from the seasoned.

Even wisdom does not compensate for experience or lack there of. It is by wisdom that the house is built and there is wisdom in the multitude of counselors but experience trumps good intentions.

Not everyone is ready to move quickly through change. We must learn how to discern the body well if we are to press into reformation and restoration without losing the people who are on the journey with us.

The Change Curve is a popular model for understanding the different stages people and organizations go through when a change occurs. There are four key stages people tend to go through as they experience change. These are:

1. shock/denial

2. anger/fear

3. acceptance

4. commitment.

***Learning how to process through change is a difficult task for many***

Pioneering people can shift very quickly if they buy into what they are being sold but settler-oriented people can struggle with change, especially if it comes too quickly.

Helping people process quickly is the key and that is where relationship is King. We must spend adequate time with people to explain both where we are headed and the processes that it will take to get us there.

One of the keys to being mature as a leader is learning how to do what is necessary to help people adjust to change without losing them in the process.

Let’s face it. Not everyone is looking for a church in flux. Most are looking for that # 1, grade-A, church on steroids, with a safe drama free atmosphere.

Change is inevitable in this restoration process and how we manage the change curb in the hearts of people is key.

Leaders, do not fall into the trap of blaming the people for being frustrated with the process. Especially if we set a change pace that is too optimistic for our good. By the way, inexperienced leaders tend to err on the side of optimism.

Take the time needed but do not tarry in the process. The opposite reality also exists where people become hope deferred when expectations are not met or the ship is moving too slowly. Striking the balance is key.

Dealing with church drama and friction while maintaining the objective and pace is nothing short of a miracle task that requires full engagement with Holy Spirit. The Holy Spirit will work through graced apostles and prophets to discover and adjust the pace as needed.

A few helpful thoughts:

Change is a living reality and never stays static. You are either doing well in the curb or you are not.

Approval ratings matter greatly if the motivation of people is on your mind.

Slower is better most of the time however sometimes you have to stop the bleeding if things run difficult and finish the process.

Some people will not do well in a pioneering ministry where reformation is king. That is ok, for we are not all called to journey at the same pace. We must encourage people to find their fit.

Their best fit might not be in your aspiring church.

My counsel to ministry leaders:

1. Relationship is the anesthesia for change. (Intimate communication compensates for confusion)

2. Move as fast as you can and as slow as you must

3. Allow people to shift gracefully if they are not headed where you are going

4. Bless the ones who move on as some of them will likely swing back around once things stabilize

5. Never demean or talk badly about those who leave. If they leave poorly speak to them privately and bless their going with counsel and encouragement.