How to Minimize Disruption When Change Is Needed

Church Health

May 6

Most of the church leaders I have know value peace in the church.

Oh, I’ve known a few belligerent ones, a very few in my experience, who seemed to love to fight. But the great majority much prefer peace. They had rather not make any decisions or do anything that would unsettle, upset, or disrupt the body of Christ.

They take seriously commands like these:

Ephesians 4:3
“Make every effort to maintain the unity of the Spirit in the bond of peace.”
Romans 12:18
“If it is possible, so far as it depends on you, live peaceably with all.”

That leaders value peace in the church is a good thing. There are times, however, when it’s not.

Sometimes, in the name of keeping the peace, leaders prioritize maintaining the status quo over implementing change, change that might lead to church health and growth.

They understand that change is sure to unsettle or even upset some, so they are reluctant to even consider new ideas or methods, for example. Their desire to not “rock the boat” becomes a priority. As a result they marry their methods, even when those methods are no longer effective.

But, what if change is called for? What if change is just what the doctor (or the Bible, or God) ordered? What can church leaders do to minimize disruption when change is needed?

In such cases, leaders can make efforts to prepare the church for change.

While some are fiercely resistant to change, others will accept it if they are prepared for it. So, what can be done to prepare people for change?

Consider these suggestions.

First, explain the rationale for change. Share what motivated the decision to implement the change. Explain why a particular change was even considered. Identify the need or problem that called for change. Church members need to have the confidence that their leaders have given a lot of thought and prayer to proposed changes. They need assurance that the “Why this change?” question as been well-considered and discussed.
Be sure to identify and communicate the benefits of the change. Let church members know the potential benefits of a decision. Maybe a decision will lead to greater service and greater outreach. Maybe it will lead to spiritual growth in some area. Maybe it will help families, teenagers, or senior saints. Clarify the benefits and advantages that promise to follow a decision’s implementation.
Start communicating about the desired change months in advance. Some will accept change if it is slow in developing and methodical. For example, a church may be more willing to add a second worship assembly or a small group ministry if the leaders prepare the church for it months in advance. People need time to become comfortable with the idea that change is coming.
Express an openness to discuss the recommended change. Before some will accept change, they need to know that their questions are welcome and that their comments and perspective will be considered. Actually, it’s not disagreement that sunders relationships and kills churches. Rather, it’s not allowing people the opportunity to express themselves and their views.
Respectfully acknowledge that some may object to this change, but ask for the church’s support anyway. Essentially, say something like this: “We respect you and your right to your opinion on this matter. And, we hear your objections. However, we feel we need to make these changes for the good of the body. We would appreciate your support and humbly ask for it.”

Having done all to make change easier to accept, know that not all will accept it.

It’s impossible to please everyone. There will always be naysayers.

The challenge for church leaders is to not allow naysayers to prevent a church from changing in ways that please God and fulfill his will. Each of us will surely agree that when the choice is between pleasing God and making changes that have the potential to build up the church versus pleasing people and maintaining the status quo, we must choose to please God every time.

If maintaining the status quo is leading to a slow death, leaders must summon the courage to say: “We’ve got to make some changes. We must move forward. Our Lord deserves no less!”

What do you think?
If you would like to weigh in on this conversation, your input would be welcome! Send your thoughts to hello@kerryandbecky.com.
And, thank you!