Better Than One

In the last blog, we discussed briefly “Change in the Church”.  Today we want to expand change to unity and to relationships in the church.  IgniteUS, Inc. newsletter shared this information I used in the last blog:  In any church, approximately 47% of the people in a congregation are highly resistance to change.  17% are devoted to peace, don’t make any waves.  They always side with those who oppose change.  The collective resuts is we face a 64% opposition force in almost every church in introducing change.

Unity of the congregation is affected by the attitude of the members relating one to another.  In an attitude of cooperation, family, and forgiveness exists within a local congregation, the change process can be relatively tranquil.  However, if undercurrents of bitterness, resentment, conflict, and malice have be festering unexpressed among the members, the change process will likely expose them and the process will not be characterized by tranquility.  These ungodly attitudes may even exist among members of the leadership.  Therefore, negating the vision, mission or purpose of the congregation.

Scripture provides clear guidelines for addressing conflicts.  Reconciliation is the goal at every step.  The conflict resolution process is to be characterized by initial privacy, love, caution, meekness, and escalation only in the absence of repentance. 

Offenses between believers will happen.  “Love covers a multitude of sins” is a good word that is designed to handle all of our offenses.  The scriptures indicate that the forgiveness that God provides to us as a result of Christ’s death is to be automatically applied to every situation of offense.  For relatively minor offenses, immediate forgiveness is the requirement.  Matthew 18:21-35 helps us understand the importance of forgiveness in the body of Christ. 

More serious offenses are be handled initially in loving private, face to face conversation between the two parties as per Jesus’ instruction in Matthew 18:1-20.

Constant teaching of scriptures such as:  Acts 4:32; Romans15:5-6; Galatians 5:22-26; Ephesians 4:3-6; Philippians 2:1-4 should be applied to the entire congregation.

Many churches are using “40 Days of Love” with the book “The Relationship Principles of Jesus” by Tom Holladay.  Nothing is more important than relationships and God loves people more than anything.  I really believe that the growth of a church depends on relationships.  Relationships  are painful and wonderful.  We all live the drama that plays out between these two truths.  In a small church everything hinges around relationships.  The first question people will ask when a change is proposed is “How will this affect the relationships in this church?”  If it is believed that the change will harm the relationships, it is likely to be rejected.

We need to take a look at the relationship principles of Jesus.  We need to move in the direction of relating to others the way Jesus did.  If you’re looking for an adventure, you’ll find it in having the faith to put your relationships first.  Our goal is relationships that are transformed by the example and power of Jesus Christ. 

Love God with All Your Heart!

Love God with All Your Soul!

Love God with All Your Mind!

Love God with All Your Strength!

Love Your Neighbor as Yourself!

Mark 12:29-31

Do you often ask for change to wash your car, wash your clothes or to even use a parking meter?  Most restrooms provide space to change a baby’s diaper.  I have to take my car in for an oil change every 5000 miles.  But how is change happening in your church.  Do things change on a regular basis?  Do they seldom change?  Does it feel like things never change in your church.  I received two emails this week relating to change in the church.

Dennis Bickers in his monthly Bivocational Ministries newsletter writes that he often talks about change in his workshops.  “I know it upsets a lot of the people there.  They don’t want to change anything about their churches and see no good reason why change is important.  These same people will tell you they want to see their churches grow, but they do not seem to be able to connect growth to change.  The simple fact is that if your church could grow by continuing to do the same things it has been doing, it would be growing.  Is your church seeing steady growth?  If it is then by all means keep doing what your’re doing because it’s working.  However, if the church isn’t experiencing growth then something needs to change.” 

IgniteUS newsletter stated that change process is difficult for each local congregation.  “In any local church approximately 47% of the are highly resistant to change.  17% are devoted to peace, don’t make any waves.  They always side with those who oppose change.  The collective result is we face a 64% opposition force in almost every church in introducing change.”

Dennis Bickers says pain is one of the major reasons people do not like change.  “Someone has said that change management is really pain management.  We laugh at the people who sit in the same pews each week, but that really shows the length to which people do not want to change.  To change anything in the church takes us out of our comfort level, and that is painful.”

Ronnie Sivells shared this information about change in our “10 Proven Principles for Turnaround Growth”.  In his book, “Leading Through Change,” Barney Wells says there are basically four kinds of change:  1. Personal Change,  2. Ministry Change,  3. Infrastructure Change,  4. Facility Change.  The right kind of PREPARATION is necessary for uneventful change to take place.  Wells sites the following steps:

1.  PRAYER!

2.  PREPARATORY PREACHING AND TEACHING!

3.  BUILD LOVING RELATIONSHIPS!

4.  ONE TO ONE COMNMUNICATION WITH DECISION MAKERS!

5.  RELY ON KEY PERSUADERS AND DIPLOMATS!

6.  IDENTIFY SIMILAR INNOVATORS!

7.  USE HISTORY AND TRADITION!

8.  SAMPLE THE CHANGE!

9  EVALUATE!

A changeless church is a dying church.  Change is best implemented when the congregation buys into it.  If they feel a part of the process, and that change is not being forced on them, and that there is good reason to justify change, most will at least give it a try.  People do not want to be part of the landing if they were not part of the take-off! 

Next blog writing, I will address change, unity, and relationships.