Best to you,
Jennifer at An Orientation of Heart
Bless you in your own fatigue. My own coach shared with me recently that – along with the grief that comes with change – there is anger, which may or may not be obvious. The rules have changed for your people and it’s so difficult. What if you planned something totally fun and unexpected? For example: I once asked church members to write down (on slips of paper in the church bulletin) the name and a few details about a person who was unappreciated but had done some kind act or sacrificial service. They were collected in the offering plates and after the offering, I chose one randomly, read the name, and declared that person “Saint of the Week.” They received a Starbucks card and we offered a prayer for the ministry of that particular person right then and there. People loved it. We only did this once (for All Saints’ Day) but you could do it quarterly or something.
Surprise a leader who’s been devoted doing a thankless job with a spontaneous party after worship. Bring chocolate croissants to the next Deacons’ meeting. Thank people with your words and facial expression.
And then go get a massage for yourself. 🙂
Dear Only Constant,
If you have done that then the changes people wish to implement can be organized strategically into ideas that are just “seeds”, waiting to be planted; ideas that have already been “planted and need nourishing”; ideas that are well developed and “growing”; and ideas that need to “lay fallow” for a time; and lastly ideas that need to be let go of. You can literally create a chart with categories like these and make lists. Then you can develop a strategy for implementing one or two things a year.
All along the way you (all the leaders) need to say over and over what your mission is, who you are: “We are a ____ church.” And, here is how we are living into being a ____ church. Encourage the leadership to develop a strategy and to develop patience – it takes a lot longer for the congregation to adopt these ideas than it does the leadership.
Each idea, or two, may need at least a year of growing into and being presented over and over before the majority of the congregation will begin to recognize the idea and understand it.
By charting the ideas you won’t lose sight of them and the ideas can be developed over time instead of all at once. Hopefully the leadership is able to discern which ideas to do when and organize a strategy for developing them. Thus perhaps the enthusiasm can remain without too much change too soon.
Terri at Seeking Authentic Voice
Dear The Only Constant —
Readers, what say you? Please share your thoughts in the comments.
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