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Great leaders embrace change rather than the security of comfort. Security of comfort has been the anchor that has held organizations stagnant causing them to become irrelevant, dead, and lack of power and influence.

Embracing change is more than acceptance, it requires the leader to navigate it. In the challenge of navigating change, change has the potential to catapult an organization into new dimensions of growth and influence.

[shareable cite=”@terrylamasters”]Change has the potential to catapult an organization into new dimensions of growth and influence.[/shareable]

Individuals and organizations who seek progress and comfort create comfort zones. Comfort zones come with an illusion that movement happens within them. Reality is movement, progress, and influence happens outside of these comfort zones. Comfort zones are:

  • Limitations disguised as boundaries
  • Business as usual
  • Safe with little risk
  • Destinations
  • Addictive
  • Attractive
  • Experience

Change is not easy and it hurts. Most people feel that constant change is chaotic, and it can be. That is why navigating it is so important. The better we become at navigating change, the better we will be in leveraging change and harnessing the momentum it brings. Here are some common roadblocks to change:

  • Insecurity
  • Inconvenience
  • Addiction to comfort
  • Work
  • Fear
  • Potential resistance from others
  • Funds
  • Stress
  • Misdirected ownership
  • Loss of control

Facts About Change

    1. Change is inevitable. Although change is, God is not.
    2. Growth demands change.
    3. Change is progressive. Change is required for vision fulfillment and being “On Mission”.
    4. Change must be strategic, not tactical.
      1. Strategic means a new way of thinking, not just a new way of doing things.
      2. Change must not be for the sake of change.

Dealing with Roadblocks of Successful Change

    1. Operate according to principles. Matthew 7:24, Psalms 127:1
    2. Vision is progressive.
      1. “If we idolize the ‘elements or processes’ of church life, not willing to embrace relevant and creative means to reach people and grow the church, we can restrict and limit our churches potential in God. We are not struggling a deviation from doctrinal foundations of faith or lessening the standards of holiness but also not equating processes and procedures with biblical absolutes and thereby being willing to embrace change.” – Gini Smith
    3. Change is not about you. Acts 13:36
    4. Don’t disengage. Change requires structure and direction.
    5. Change will challenge and test the leader’s self-confidence.
      1. Role
      2. Identity
      3. Function
      4. Authority
      5. Power
      6. Finances
      7. Programs
      8. Procedures and policies
      9. Style and preference
    6. Employ positive actions to reinforce change.
      1. Focus on good communication.
      2. Adequately prepare.
      3. Build for the future.
      4. Let go of insecurity and fear.
      5. Maintain boundaries and reinforce change at every level.
    7. Your attitude will set the standard.
      1. Stay people focused.
      2. Renew your mind.
      3. Pray
      4. Maintain a healthy outlet for stress.
      5. Watch what you say consistently.

 

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