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Navigating Change: Finding Balance in Transformation

Explore the delicate balance between embracing change and maintaining stability in the face of rapid societal shifts and individual resistance. Drawing from biblical references, Kotter's insights, and Clift's observations, learn to lead change effectively while honoring traditions. Discover how to assess readiness for change and foster unity in leadership to ensure successful transitions.

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Navigating Change: Finding Balance in Transformation

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  1. Balance: Leading Change As It is Warranted

  2. John S. Spong: "I am not sure Christianity would have survived for 2000 years had it not been institutionalized. I am not sure if it will survive the next 100 years because it is institutionalized."

  3. “People want change but not too much change. Finding that balance is tricky for every politician.”Eleanor CliftNewsweek

  4. “…our culture is in the midst of rapid, extensive transformation at every level. We are moving through a period of volatile, discontinuous change. Change is always happening; that’s not the issue.”

  5. God’s Design: Creation: Genesis 1: 1-25 The Law: Leviticus 25 A Time for everything: Eccl. 3:1-15 Jesus: The Sabbath (Mark 2:23-28)

  6. “Smart individuals… fail to create sufficient urgency at the beginning of a business transformation for many different but interrelated reasons. They overestimate how much they can force big changes on an organization…

  7. They underestimate how hard it is to drive people out of their comfort zones. They don’t recognize how their own actions can inadvertently reinforce the status quo. They lack patience: ‘Enough with the preliminaries, let’s get on with it.’”(Kotter 1996, 5)

  8. Kotter uses the example of Adrien:- visionary who sees multiple problems ahead for his company- institutes 12 new changes- each initiative fails

  9. “And, I would also add, you can’t put a group of people together and constantly allow changes to their group, thereby interrupting their momentum, and expect them to become intimate allies.” Andy Stanley:

  10. How do you know your people are not ready for another change? 1. When there is no clear completion or plan for completion of the last change. 2. When apathy toward new initiatives becomes the norm instead of the exception. 3. When there is no unity in the leadership.

  11. How do you know your people are not ready for another change? 5. When the changes “needed” overridethe Gospel being presented and spiritual needs being met. 4. When there has been “no time” for prayer, consensus-building, or clearly planned changes.

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