From the Pastor’s Desk
Author: Rev. Dr. Corey D. Brown
July 23, 2019
The
Christian faith centers around change and the introduction of new things: the
new birth, a new beginning, a new song, a new commandment, a new covenant, a
new life, a new creation of God at salvation, and walk in newness of life. Growing
to Christian maturity requires that one make change.
Many
changes in the church produce conflict. If a church grows, then changes will
come; and with those changes come conflict. Changes in the music in worship are
probably the most significant changes today. Even a change in the order of
worship can produce problems. Other changes that occur often in churches, and
cause conflict, are: changing a position
from volunteer to paid position, changes in room assignments, and changes in
policy and procedures. Careful planning for change can reduce the conflict. Change
is a new condition brought about by adding to, subtracting from, or replacing
an existing condition. Change is a regular part of any growing organization. Many plans that are made will cause changes
to occur. The planned change may be a minor one, such as altering a written
policy, or a major one, such as the relocation of the church facilities or merging
with another congregation. As plans are made that produce change, some effort
should be exerted on planning to make the change with as smooth a transition as
possible. The study of planning for change involves studying how change is
created, implemented, evaluated, maintained, and resisted. Producing change
involves three things: unfreezing, changing, and refreezing.
Change
cannot be avoided; the only decision leaders have is how to respond to the
change. Change is often considered a negative factor, but change itself is a
value free term. Change is considered positive when used with growth,
development, improvement, training, education, counseling, consulting, and some
other situations. The value comes from the goal of change and the way it is
viewed. Change can be personal, or organizational, or social. The goal of
change is to create a new condition, which is self-maintaining. There are
basically two types of change: those I am for and those I am against. Those I
am for are generally internally motivated. Those I am against are generally,
externally motivated.
Kurt
Lewin (1890–1947) developed a theory of change that had life being lived in a
dynamic equilibrium between sets of opposing forces; the forces were for and
against change. The equilibrium in the middle is the status quo, and includes
such things as beliefs, attitudes, values, habits, relationships, roles, norms,
social structures, policies, laws, and other things. Using this theory, one
would want to make a list of forces for and against a change to understand what
would be necessary for the change to be made. Any change will disturb the
emotional equilibrium, which exists between a person and his environment. It is
also obvious that change will usually benefit some and hurt others. If a change
is made, the persons opposing it will feel hurt. If the change is not made the
ones for it will feel hurt.
A
number of reasons can be given for making a change. Some of these will be more
important in one situation than others. The leader needs to be sure that one or
more reasons
for change are present if he intends to bring about a change.
New discoveries and
breakthroughs – make change more economical than
to stay with the status quo and allow for more efficient ways of doing things.
Example: radio has gone from crystals, to tubes, to transistors, to solid
state, and each has been better.
- Modernization changes – Research indicates that one way of doing something is better than another way of doing the same thing. Doing the same thing in the same way for years and years becomes less attractive and loses its punch. This is especially true in advertising, and new advertisements are constantly being developed.
Changes will renew interest and challenges will develop enthusiasm.
- Name changes – sometimes made to change an image or feeling about something. Examples: filling stations becoming service stations, trailers became mobile homes, etc.
- Expansion or diversification – Change is also brought about to allow for expansion of a concept or for diversification. Example:the title “Music Director” has been changed, in many cases, to Minister of Music to reflect an enlarged
concept of the position.
- Survival adaptation – a person or organization must change to survive.Examples: a man changes his lifestyle because of a heart attack, or a church changes its ministry because the community has changed.
But
the overall question that still remains after all of the information and
illumination is, “Are you willing, able, and ready for change?” Change is
inevitable, and we must be willing to change if our church and community is
going to strive, thrive, and survive in the 21st century.
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