Churches that don’t change die.

Churches can become over-managed and under-led over time.

At the peak of the Organizational S-curve it is critical to make a change.

89% of American Christians asked the question, “Why does the church exist?” answered, “To meet the needs of me and my family.”

Acts 2:42 Churches sometimes don’t experience Acts 2:47 results 

Attendance and giving may go up but when asking the question, “How do we measure up to the Biblical principles and purposes of the church?” they (Central Christian in Las Vegas) realized that the Kingdom was not growing because most of their growth was through transfer.

You never want to step back to look at your ministry and realize “I built a crowd, but I did not build a church.”

When we fear change sometimes we forget the eternal significance of unchanged lives.  And everything is worth the risk when we take that into account.

If you are called to be a change agent you will never please everyone. So, be ok with just pleasing the One who sent you.

1. Naively assuming that churches are as resistant to change as other organizations
2. Neglecting to sell the problem first.  If people don’t understand that there is a problem they will never buy into the solution.
3. Ignoring the emotions of change.  People will leave if you make change and they will leave if you don’t.  You will never have 100% of people on board with change.

    Types of church people: 
    Like Change                    Will help        Resist Change
    Creatives, Progressives     Builders         Foundationals, Anchors
    4.  Launching without a supportive leading/Sr. pastor.  In their research they found that chance for failure was 100% when this happened.
    5.  Focusing on the change instead of on the transitions.  Need a transition plan so that you take into account where you are and the people involved.
    6.  Over-accelerating the rate of change.  All change is stressful.  Size of change dictates the rate.

1. Prepare the soil – Need data to be informed, so that you can raise the urgency, and identify and sell the problem.  Be honest about your data (Where is the growth coming from?)  Form the Dream Team (4-7 people) that plans, cultivates ideas, etc.  Getting away for 2-3 days can help make progress that would typically take 2-3 years.  You must form a compelling vision.  It is strategic to affirm the past in order to build the future.
2. Plant the seed (initiating change) – transformational change takes 4 years.
3. Cultivate with patience and persistance- Celebrate every win.  Share stories of transformation.
4. Harvest