One of the first pieces of advice that I give to new staff members on my pastoral team is to wait one year before implementing any significant change unless urgency deems otherwise. Change, even when it is wanted, is not often easy for any individual or organization to endure. That is why leaders need to recognize each essential element of leading change within their organization.
“Considering the complexities of change, no single person can implement a change, especially a major one, alone. For successful change, leaders build a strong coalition of people with a shared commitment to the need for and possibility of change”
Part of what leads me to share the advice I do is recognizing that it takes time to build relationships with others. If a leader is to implement Daft’s words, they need to first build trust with individuals who will share that commitment bringing a desire and ability to lead change. Trust is essential for leaders who have a vision for change.
There is power in numbers, and that power can bring influence and ability to a leader who sees the need for an organization to change so it can grow.
In ministry, this can be doubly challenging due to those involved with change. Leading change not only requires bringing employees alongside one’s self, but it also requires bringing congregants who tithe and invest financially that goes deeper than a secular consumer/company relation. However, it can be done correctly, and I believe one of the best ways to prepare for change is to build trust with the stakeholders.
What is some of the best advice you have received or given when it comes to leading change?
Daft, R. (2017). The Leadership Experience (7th ed.). Cengage Learning.