We have looked at how to know it is time to change and what makes change hard, and today we are going to look at some practical steps in making critical changes in your organization.
- Andy Stanley says, “Look at programs through the lens of mission and vision.” He goes on to say, “Fall in love with your mission but date your programs”. I love this one. Never change what God has called you to do, but be willing to change how you do it. At CentriKid, we tell staff that their job is to make sure that every single person who comes to camp has a life changing experience with Christ. We do that through relational ministry. When it comes to how we do worship, recreation, parties… it is all on the table of change.
- Acknowledge what is not working and do something about it. Too often we can’t seem to acknowledge that something is no longer working. If we can’t do that, then we won’t make changes.
- Talk to your staff and volunteers. People don’t need to win, but they do need to be heard. We won’t all agree, and leadership is not a democracy; however, everyone needs to feel valued and heard. They need to know you appreciate them and their ideas. There is no better way than asking them what they think.
- Get key leaders and critics on your team. Talk to them in private, and talk to them first. They will influence the feelings and attitudes of others.
- Communicate change clearly, honestly, and often. Once you have made a decision to change, communicate it as clearly as you can. Let them know why you are making changes, when change will happen, and how it will affect them. Be honest with people. They can tell when you are selling change rather than just being honest with them. People want you to be transparent with them because transparency is honesty and selling feels dishonest. Communicate change in as many places and ways as you can. The more people hear it, the more they understand it and they begin to communicate it. Once that happens, they begin to own the change as well. Many times, I have watched my ideas being shared by others and it sounds like it was their idea. When that happens, you know you have transitioned through change effectively.