Like most pastors, I learned early in my ministry that our fiercest battles are seldom fought over theology. More often than not, they are fought over change, sometimes even the slightest change.
There was a time when petty and negative responses to change left me feeling angry and cynical about the local church. But I’ve come to realize Christians aren’t the only ones who respond negatively to change; it is a phenomenon found everywhere.
Here are four steps, then, to smooth the way for change:
1. Test the waters. The first thing I do with a new idea is try to find out how people will react should the change actually take place. I start by asking a cross section of our people–board members, unofficial power brokers, and the average man or woman in the pew–what they think of an idea or possible change.
I’ve found it’s best to ask in small social settings. All I want is a reading on people’s initial reactions to the basic idea.
2. Listen and respond to resisters. People who resist our ideas are sometimes labeled adversaries. That label is usually a case of mistaken identity. Rather than view them as enemies to be overcome, I prefer to see them as advisers. They are, in fact, a necessary link in the process of transforming a good idea into a great idea. Like pain in the body, resistance lets me know something is out of adjustment.
I learn two things by listening to resisters: First, I learn where change is most likely to go wrong. Second, I learn what hidden psychological barriers must be overcome. To figure out where those psychological barriers are, I ask myself two questions:
- Are the resisters objecting to the proposal or the presenter?
- Are the resisters objecting to the proposal or to the way it was presented?
3. Sell individuals before groups. When an idea is presented to an entire group, everyone’s opinions instantly become a matter of public record, and public stands are hard to change. While people often talk themselves into an idea they initially rejected, they seldom do so after they’ve gone public with their opinions. Selling an idea to individuals before presenting it to the entire group makes it easier for people to change their minds.
Also, those who study the process of change inform us that only about 15 percent will adopt a new idea without first knowing who else is supporting it.
4. Lead boldly. For many, this type of leadership doesn’t come easily. It forces people to act or react. At times, it can mean offending a dear saint or losing a key family. Yet bold leadership is needed, or inertia will restrain necessary changes. Fear of upsetting a few can allow a handful of critics to hold off an army of supporters. The resulting ministry resembles a bus with one accelerator and 60 sets of brakes.
This article is excerpted from Handling Conflict and originally appeared in Leadership journal, copyright Christianity Today International.
