Change is notoriously hard for most of us as individuals. It’s even harder for most ministries. We get set in our ways and go out of our way to keep things settled. I think it was Mark Twain who said the only person who likes change is a baby with a wet diaper. He’s not far from the truth!

While God never changes (Malachi 3:6) and His Word always remains true (John 17:17; Isaiah 40:8), somethings can and must change.  We must change personally, growing in grace (2 Peter 3:18) and in our likeness to Christ (Rom 8:29).  The churches we serve must also experience change as they grow towards maturity (Ephesians 4:11-16).

Part of a ministry leader’s assignment involves leading healthy change (Titus 1:5). And wise leaders will seek to lead change in a way that doesn’t needlessly make enemies. Here are ten lessons I’ve learned over the years about how to best approach change in ministry settings. [1] 

Making Program or Procedural Changes

1. Seek God and godly counsel in determining the changes to make

Study the Scriptures for clear commandments and values that inform your leadership decisions.
Utilize the wisdom of godly people (elders and others) to determine the changes to be made.

2. Anticipate resistance and opposition to any change

   Statistically speaking, in a normal group, some will be opposed to any change. [2]

3. When communicating change, focus on the benefits of the change but pro-actively address legitimate concerns as well

There will always be some negatives, but don’t come across negatively.
Surround negatives with positives.
Show that those making the changes are aware of the challenges and concerns.

4. Be transparent and truthful in order to honour God and keep people’s trust

Never deceive people.
Don’t use up your “trust account”; it’s incredibly difficult to regain lost trust.

5. Tie future changes into biblical values and past commitments

Show people how this change is in keeping with core, biblical values.
Show people how this change in in line with previous commitments.

6. Give people time to process and discuss proposed changes

Build in time for people to get used to the upcoming change.
Have a “town hall” to discuss proposed changes before a decision is made.
Provide opportunities for people to raise their concerns with key leaders.

7. Draw in supporting leadership voices when facing opposition

Don’t face opposition alone; involve others in presenting the proposed changes.

8. Set a specific time when the changes will be revisited and reassessed

People are more willing to accept a change when they know it will be reviewed.
Set a specific time for the change to be revisited and reassessed; stick to this timeline.

9. Focus as much energy on communicating the change as making the change

Don’t assume people read or remember emails or announcements about the change.
Over communicate to keep from under communicating.

10. Stay relationally kind and gracious to everyone during and after the change

Ask the Lord to help you be relationally warm towards those who get emotionally hot.
Look people in the eye even if they don’t see eye-to-eye with you.

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[1] Some of this material comes for a lecture I heard in seminary by Dr. Bill Lawrence.

[2] The “Change Curve” was developed by Everett Rogers at Iowa State University in 1957.