People, especially church people, hate change. We don’t like change because we are comfortable with the way things are. But what if what you are doing needs a significant overhaul? What if things are broken and need fixing?

One of the questions leaders have is how do you introduce change especially when people are generally resistant to change. Here is what Andy Stanley has to say about how  to introduce change:

“The most ineffective way to begin a conversation about change is to talk about what needs to change. You should never begin a conversation about change by addressing where you are now. You should always begin with where you want to be. When you begin a conversation about change by discussing what needs to change, you generally begin with something that someone is emotionally invested in. That’s a recipe for failure. Or termination. During my first two years of college, I knew I needed to change my study habits. Actually, I didn’t need to change them; I needed to have some. Anyway. Nothing changed until I decided to go to graduate school. Once I got a clear picture of a preferred future, my behavior changed. That’s what vision does. It allows me to see where I am in relation to where I need to be. Reminding me of where I am and then telling me I need to change is neither compelling nor inspiring. But pointing me toward a preferred future and helping me discover what I need to do now in order to get there … that’s different. So the best place to begin any conversation about change is the future. What could be. What should be. Perhaps what must be!”

Andy Stanley, Deep and Wide: Creating Churches Unchurched People Love to Attend

What great advice! Make the people taste the vision and point out the things we need to get there!

How will you use in this piece of advice in your church?

You may also like:

What if I’m not excited about my church’s vision?

What I wished I did when I planted Resolved part 2: Worked on our culture

Church culture is more important than strategy or vision.

Please follow and like us: