I once worked with an associate who said that whenever I
walked into his office with a certain smile on my face his first thought was, “I am about to be stretched again.” Flexing our physical, mental, and spiritual
muscles to reach that which is just beyond easy grasp requires that we intentionally
invite change into our lives. Some
coaches encourage clients to adopt “stretch goals” that are a little beyond
their reach and will call for focused personal development. How does this apply to organizations and
churches?
My experience is that most pastors inherently have this “stretch
reflex.” All entrepreneurs do. By
their very nature, these leaders see the potential in their church members individually
and collectively. They also see the
needs of the community and the world.
Therefore, pastors instinctively want to stretch their people in new
directions. This is change and often means pain!
Leaders of other organizations recognize that the climate in
which they work is in a constant state of flux and they will either change or
die. A little pain is the cost not only
of survival but of success.
Change happens when someone acknowledges that there is a clear
gap between reality and vision--where we are now and where we want to be. A stretched rubber band is a good analogy. If you loop a rubber band around your two hands and then begin to move them apart, you
will feel some tension. To apply this to the work of a visionary leader, the
leader provides just enough tension to create some discomfort without snapping
the rubber band. This requires knowing
both the quality of the material and how fair it will stretch. If we go too far there is a problem and we
loose the whole thing.
If you say this is more of an art than a science, I would
certainly agree. It is one thing to “cast
a vision” or work with a church or organizational team to develop a vision
statement. It is quite another thing to
create the tension that moves the congregation or organization into the change
that has been envisioned.
Casting vision is one way to encourage congregational or
organizational change, but this process usually only happens after the
congregation or organization has already become aware of the need for
change. This may come as the result of
seeing what others are doing, membership decline, change within the community
surrounding the church, differing priorities among the leaders of the
organization, or conflict within the congregation. Occasionally, the impetus to change comes
from a growing awareness of the biblical mandate to ministry in the name of
Jesus to an underserved people group, to refocus from internal needs to
external needs, or to shift from program development to people development.
Whatever the cause, an awareness develops that not only can
we be more as individuals in our service to God but that we can do more for the
Kingdom of God if we are willing to take the risks, experience the tension, and
make sacrifices required. When this
happens, it is time to either change or die.
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