Change and Transition in the Church

Gary Nelson writes in his book Borderland Churches (Chalice, 2008) that the only people comfortable with change are those in control of it. That's why clergy often, but not always, tend to be ahead of the curve on change -- we have more control over it.

As a pastor I've been open to change and have tried to lead change in my congregations. In my first congregation the change that occurred was my finding a new position. The second congregation was ready for change -- but not sure what that meant. They had had a bad experience and much of what had been was coming to an end and we had to rebuild -- which we did. Now, in my new congregation, there is openness to change, but wariness as well. They too had been hurt, but not only that, they were and are having to let go of what was once a great metropolitan ministry. Fifty years ago they were the megachurch, with a nationally known preacher. Things don't stay the stay the same. Today's mega-church may be tomorrow's struggling congregation.

This brings me to a post by Will Willimon about change and transition. He starts with a reflection on church music. He notes that many churches are re-examining their contemporary worship services. What is considered contemporary is getting a bit old and staid. They are discovering that there is a move to ancient-future or emergent forms -- which blend old and new to form new ways of worship. Hey, there might even be a new interest in the organ!

The words change and transition are important -- change is external, while transition is internal. Borrowing from a book by William Bridges, Willimon suggests three phases or stages in the change/transition process.

Endings: Change begins when something ends -- it involves pain and grief, but its necessary.

Neutral zone: This is that inbetween time and it can be both uncomfortable and an opportunity for innovation. A good interim ministry fits this time, for it allows a congregation time to prepare for a new day.

New Beginnings: Here the church is more comfortable with what will be. They've gone through the dark night of the soul, and while not everyone is on board, the majority see a new way forward.

Willimon writes of this stage, following William Bridges:

How do leaders help in times of New Beginnings? Bridges says we must do four things: Give people new sense of Purpose – help people understand the purpose behind the changes. Picture – help people imagine the future and how it will feel. Plan: outline steps and schedule when people will receive information, evaluation, support and training. Give people a part to play: help people understand their new role and relationship to the new world.

And then we start all over again! Change tends to come in waves and in any healthy institution, change is constant. There is always something else to be fixed, some new task to be assumed. The leader doesn’t have to manage it all, but is there to interpret, reassure, and encourage. If our church is to keep up with the movements of the risen Christ, we are going to all have to gain more skills in constant change and transition.

Ah, yes, change never ends! What is contemporary today is old hat tomorrow. Just remember, there was a time when the King James Version was considered cutting edge!