Constituent Confusion (Part 2)

last blog, I pointed out the problems that confusing constituencies cause for many churches and ministries. Leadership is never easy, and it’s especially difficult when those who support the ministry (with their time and money) are wed to old ways of doing the ministry. It often seems as if the leader only has two options when this occurs – back down and preserve the old ways in order to pacify the power brokers, or charge ahead, knowing that this will lead to conflict and even a loss of support. This is a false dichotomy – there are other options. It is possible to move your church forward and keep at least some of the “old guard” on board. It’s not easy and there are no “silver bullets,” but here are five critical steps to discovering the “genius of the ‘and’” as you seek to keep the support of your loyal core while moving your ministry into the future:

1. Be clear in your own mind and heart. If you don’t have a deep conviction about the new strategy for the church/ministry, you’re not ready to lead the charge. This doesn’t mean that you need to have all the answers because you will inevitably learn as you go. But you do need to know the direction in which you’re heading. If you’re not clear, then spend time in prayer and in conversations with other leaders to gain this clarity.
2. Show why the new strategy is essential. You need to be able to make a compelling case for change. Your case needs to include factual information and anecdotal stories that connect to the heart. It’s OK if part of your argument is “we’ll die unless we change,” but there also needs to be a positive, forward-looking reason for the change.
3. Show how the new strategy connects with the old mission. In many situations, the shift in direction is a new expression of the organization’s core mission. A church that was founded as a mission outpost and that has always supported missions may move away from funding denominational missions so that it can involve more of its people in hands-on missions. This major change in strategy is rooted in the DNA that the church has had from the start. Making this connection clear can reduce the resistance to change.
4. Include the “old guard” in the new journey. Sometimes people resist change because they truly don’t like the new direction. But sometimes they resist simply because they feel ignored and abandoned. Make sure that long-time, loyal supporters still have a seat at the table. Doing so helps them understand the reasons for change, allows them to rub shoulders with people who have different perspectives, and keeps them engaged.
5. Be prepared for some loss. It’s rare to keep everyone on board during a major strategic shift. That doesn’t mean that you should be calloused about people leaving. Every leader must live with the tension between keeping the people who are here today and pressing forward with the strategy for tomorrow. When you have to choose, press ahead with wisdom. If you have a deep conviction (see #1) but back down, the resisters will have a stronger hand in the next conflict.

Which of these five steps do you need to work on? It’s easy to receive my blogs by email. Just sign-up on Feedburner by clicking here. My newest book, In Pursuit of Great AND Godly Leadership, also addresses this issue in the chapter, “Are You Prepared to Change?”]]>