Successful change

Too often we try to introduce change into a church before the church is ready for the change. When the proposed change is rejected we blame the church for not being willing to change, but the truth is that many churches may be more willing to make changes if those changes are properly introduced. Such introduction takes time. Some people say that it can take up to five years for a change to be fully implemented in a church. If you are like me, not a real patient person, that will seem like a long time, but it does seem to be the reality. One of the things this means is that leaders must be willing to commit to the church for at least that long because if the leader leaves in the midst of the change process that change may never be implemented. When we take the time we can also develop a core of people who will help make the change possible.

In his book Pursuing the Full Kingdom Potential of Your Congregation George Bullard notes four groups of people in a church necessary to make change possible. People of Pastoral Leadership are the pastors of the church who must be committed to the changes that need to take place. This also means they are committed to staying at the church until the changes are implemented. People of Passion includes the pastor, staff, and primary leaders who have a strong passion about the future of the church. This group needs to represent at least 7 percent of the active members of the church. People of Position are those who are active and knowledgeable about the changes that need to occur. They should represent up to 21% of the congregation. People of Participation are up to 63% of the active members of the church who are not opposed to the change. When you have these kinds of numbers supporting change it is likely the change will happen, but it will take time to achieve this level of support.

This is especially true when we hear others claim that up to 64% of a congregation will automatically be opposed to any proposed change the first time they hear it. The only thing that will change their minds is a gradual exposure to and explaination of the change being proposed. Their questions will have to be answered to their satisfaction. (One of the primary questions in a smaller church is how will this change impact the relationships we have here.)

Some will never be supportive of any change, but you cannot let them derail you. Continue to work to achieve the numbers Bullard mentions above, and the changes you are proposing are likely to be implemented. Take your time, do it right, and transition can occur in a bivocational church.