Home Pastors Articles for Pastors 7 Vital Steps Prior to Implementing Major Change

7 Vital Steps Prior to Implementing Major Change

As a pastor and leader, I am continually dealing with change. Everyday. Change is a part of life. For all of us.

Some change occurs without us doing anything. Some change is so routine it requires little thought or preparation by the leader. But, when making major change…change that impacts everyone…change the may be controversial…there are some steps to take before you begin implementation. Failing to do most or all of these, in my experience, could derail the effectiveness of the change. Keep in mind, these are steps I take. You may have a better system in place. If so, please help me learn from you.

Here are 7 steps before implementing major change:

Establish trust authority – I wrote about this principle HERE. Leaders shouldn’t attempt to implement change until they have enough trust of the people to solicit the support necessary for the change. You will need people to follow your leadership and that requires an established relationship of trust. Leaders need to be careful to not move until enough trust is in place for the size of the change. This doesn’t mean people will trust, or even like, the change, but it does mean they have trust in the leader.

Personal confidence and conviction – Check your heart. Have you prayed about it? Do you sense any reason you shouldn’t do it? In my experience, God gives tremendous freedom to us in how we carry out the mission. That’s why there are hundreds of styles and structures of churches all carrying out the same Great Commission. But, before you do anything else, make sure you are in this enough to see it through. Would you be willing to fight the naysayers on this one? Are you willing to lose people over it? I’m not saying it will come to that, but that’s the level of commitment you need to have before you introduce major change.

Leadership – Make sure you get buy in from those who will most likely end up implementing the change. Personally, I’m seldom willing to move forward if the staff I’ve surrounded myself with doesn’t believe in the change. There may be times I need to vision cast better and help them see the need, but their support is critical if major change is going to be successful.

Focus group – On major changes, I like to bring in a group of people who are generally supportive of my leadership, but represent all the major groups within the church. I cast the vision for the change, get their feedback and answer questions. Again, they may or may not immediately agree with the change, but I know they will be a respectful audience. I always tell them that as a leader, I will have to follow the direction I feel God is leading me, but I value their input in the process of discernment. (And, I genuinely do. Make sure you are open to this as a leader.) This step always makes the change better by their input and helps build a base of support for the change.

Stakeholder analysis – I wrote about this concept HERE. I try to know the most interested and influential people in the particular change. We attempt to reach out to them first. Again, this step builds support among influencers and usually further enhances the change with their input and hopefully their support. Many times this group become supporters of the change, or at least they don’t work against it, because they feel included in the process. (Again, leader, make sure you are open to this input. You need people to make any change effective. The more buy-in you get early the more effective you will be.)

Major questions answered – (Or a plan to get them.) One of my goals is getting as many answers to questions as possible on the table before the change is implemented. We can never anticipate all the questions or scenarios that will arise, but the more we can address in advance the better prepared we will be to handle them when they do. In each of the groups listed here, I always ask what questions are in the room and what questions they may sense others will have.

Timetable – It is impossible to do this perfectly, but having a planned approach to implementing the change makes the change more successful. This needs to be planned, as much as possible, before the change implementation begins. People WILL ask this question. Be realistic with your timetable, but don’t be afraid to let it stretch you either. The best change requires an element of faith.

Those are some of the steps I think through before making major change. As a pastor, I know God has called me to lead a church that will always need to be changing as the people we try to reach our changing. Refusing to change simply diminishes our effectiveness and shortens our lifespan as a local church. The more I can do to prepare people for change, the more effective that change can be.

Any steps you would add?

Previous articleWarning: Don't Be the Senior Leader Unless …
Next articleSurvey Finds Huge Regional Variance in Acceptance of Homosexuality
Ron Edmondson is a pastor and church leader passionate about planting churches, helping established churches thrive, and assisting pastors and those in ministry think through leadership, strategy and life. Ron has over 20 years business experience, mostly as a self-employed business owner, and he's been helping churches grow vocationally for over 10 years.