In the previous blog, we identified the type of team a smaller church pastor needs to build in order to lead change. Once the team is built, the final steps toward change are as follows:
1. Identify the vision
Be able to articulate the goals of the change so the question of “why” can be clearly answered. Remember that without a clear sense of the “why,” the change cannot be effectively achieved.
2. Identify the priorities
Some might call these “values.” The priorities are the characteristics we must embrace if we will fulfill the vision. For example, if our goal is to enhance our hospitality and assimilation ministries, friendliness is a logical priority. Aiming at a new direction is of little value if we don’t prioritize the values that will make the change successful. Every significant change comes with behaviors that will make it effective, so identify those so the people will know how to contribute their energies.
3. Build a plan
Once the “why” and the “how” are in place and ready for clear communication, we can begin to answer the question of “what” we will do. Here, strategic steps should be identified that will take us toward the change we desire. Too often, pastors are effective at communicating the motivation for change and even making promises of change that is coming, but without a plan those changes never occur.
4. Support each other
Finally, a smaller church pastor and his leadership team must see that they both must demonstrate commitment to each other if they will effectively give leadership to the smaller church. While the remaining three sessions will identify the steps that the pastor must take and the steps the people must take, the point is that they must take them together. Any selfish unwilllingness to do my part virtually guarantees that a church will underachieve and likely become unhealthy.