Tag Archives: leading change

church, leadership, youth ministry, youth work

Seven Sins of Re-Inventing Your Youth Ministry

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my latest column for Youthwork Magazine (in the UK) is in print.  some thoughts about ministry change…

I’m a big fan of change. In fact, one of the personal values I try to live out in every area of my life is:
Change is non-negotiable. Upheaval, starting new things, risk and failure are all necessary and good, both for the organization I’m a part of and for my own level of thriving.

Given the fact that we’re all doing youth work in a constantly changing culture, with teenagers whose needs are constantly changing, and with teenagers whose very lives are marked by constant change, we’d be idiots to just keep doing the same thing in the same way.

Experimentation and noble failure are the spark plugs of great youth ministry (well, I suppose Jesus is the spark plug; but you get the picture). Coasting, gliding, and staying the same are resounding gongs on the death bell.

So with that in mind, I’d like to suggest Seven Sins of Ministry Re-Invention. They are all phrased as assumptions; because our assumptions provide mental maps that lead to action (good or misguided) or inaction. Some of these assumptions keep us from change; but I’m assuming that you’ll get the gist of those quickly. So I’m focusing more on assumptive sins that mask as progress. Here we go!

Assuming everything is fine as is. In a column on the importance of change, this one sort of goes without saying. But here’s the reason I list it (even first): most of us know we need to consider change when things aren’t going well; but most youth workers I work with have a working paradigm that says the goal is to reach stability.

Here’s the problem: stability means you’ve already begun the inclination toward decline (of heath, vibrancy, impact – and attendance, sometimes). Great leaders must be courageous and initiate change prior to arrival at stability. This is counter-intuitive, as it means instigating change when things are seemingly at the best they’ve ever been.

Assuming youth culture is what it always was. Bob Dylan famously sang, “The times, they are a-changing.” And—wow—have the times ever changed since ol’ Bob sang that! Youth work might focus on timeless and unchanging truths (like the consistency of God’s unswerving love); but ministry is always set in a context, and great ministry is responsive to that context.

Sure, some aspects of youth culture or the experience of teenagers isn’t all that different. But there is no denying that all sorts of variables, values, pressures and cultural norms have shifted. Being a teenager in 2016 is simultaneously the same as it ever was, and new every morning.

Assuming you have all the answers to what needs to change. If you’re a leader, you have a responsibility to instigate, promote, provoke, and explore change. But change you envision and activate completely on your own will never be as good as change you collaboratively discern with others. I’m sure you’re smart and super-spiritual; but you’re not that smart and super-spiritual. You need sounding boards and anchors and fire-starters and push-backers and people who say, “Yes, and…”.

Assuming change should be a democratic process. I’m a fan of democracy when it comes to government. But when leading change in a youth ministry, democracy can quickly lower the bar, achieving agreement over excellence. Dissent can be healthy. And while ideas birthed and decisions made in community will always be stronger than those without any input, choosing your change collaborators is essential. Choose wisely, grasshopper. Collaborate with creative and hopeful people who don’t have a personal agenda. But don’t pass around a ballot.

Assuming everyone will easily be on board with change. It’s tough not to have the wind taken out of your sails when you’re excited about some intentional and thoughtful change, only to be met with naysayers and criticism and whining. Remember: people tend to resist change. This is almost always due to fear that they’ll lose something they value—something the current reality or program is providing for them. Expect opposition, not so you can be armed to blow people away, but so that you can adopt a curious perspective about what people need to move past their fears.

Assuming more is better. Short and sweet: adding stuff on—more programs—is not the pathway to vibrancy in your ministry. If you’re going to add something, you have to be ready to cut something also.

Assuming teenagers really dig cool programs and nifty youth facilities. What teenagers really want is a safe and encouraging place to belong. They want to be wanted. You might assume that a super-cool youth room or mind-blowing entertainment will deliver, but these are not the droids you’re looking for.

Step into change, with courage (which comes from God). But do so with wisdom (which comes from the Holy Spirit).

leadership, thinking..., youth ministry, youth work

FRIDAY NUGGET: Courage for Leading Change

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Anyone with healthy or unhealthy resistance to change (most of us have this) need a dose of courage from time to time to push us in the direction of innovation. Here’s what I have learned: I cannot make myself have courage anymore than I can make myself have the fruit of the Spirit. Spiritual courage comes from the Holy Spirit.

The etymology of the word itself tells us this. The root of courage (“cour”) means “heart”; and courage literally means “to have a full heart.” Excitement and praise and rewards and potential can partially fill my heart. But they’re not sustainable. My heart can only be truly topped off in the face of significant risk by the fuel of the Holy Spirit.

church, leadership, thinking...

10 leadership soundbites off the top of my head

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soundbitesreally, i’m going to make this up right now. ’cause i gots me a little burst o’ passion that i think will translate to twittery bits (ooh, “twittery bits” probably used to mean something very different). so here we go… i’m gonna wing this!

  • sometimes you fake it until you’re able to break it. that’s when things might get good.

  • “the ways we do things around here” could be, just might be, a really wonderful and good thing. take a second look before you discard it.

  • might is shite

  • “who i’m responsible for” can be legitimately in tension with “what i’m passionate about.” but not for long, or you’ll wilt.

  • you need a “how could this possibly succeed?” moment at least twice a year.

  • crossing t’s and dotting i’s is for scribes. is that all you are?

  • there are a thousand legitimate things you could do with the next hour.

  • loosening your grip is the second most important component of growth.

  • i want to play with people who are weird. i want to work with those who are odd. the edge of change is always populated with weird and odd folk.

  • see that line? put a couple toes over it. there you go.

blogs, church, leadership

what the church needs: loyal radicals

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loyal radicalssome time ago, a friend send me a link to this online article, written by bob hopkins, about the sort of people who are able to foment change in the large, change-resistant world of british anglicanism. he calls these people “loyal radicals.”

i thought the insights were absolutely brilliant, and have SO much application for the coaching work i do with youth workers, who are all too often (understandably) frustrated with the change-resistance of their churches.

my slightly edited version of hopkins’ definition of a loyal radical:

Loyal Radicals are grass roots leaders who are passionate about mission and change, but are totally committed to the church [or organization] they belong to and are working for change from within.

here are the traits of loyal radicals he draws out:

  • Love the church (or organization) they are a part of, even though they are passionate for change (and often frustrated by institutional resistance to change).
  • Love of the church (or organization) is fueled by faith that God is able to bring about change, even when it seems impossible or unlikely. It’s a positive, hopeful perspective, built more on a theological perspective than on optimism.
  • An attitude of expectancy.
  • A strategy of pressing forward with confidence that there is a way forward, a way around the obstacles. They “look for the slightest crack in the door, sticking your foot firmly in it and keep pressing it there as long as it takes to ease the door open.” They find and leverage “healthy creative pressure points.”
  • Their strategy is one of “benevolent subversion.”
  • They gather and disseminate stories of pioneering success.
  • They network with other Loyal Radicals for learning and encouragement.
  • They have a ton of patience.

in my coaching program (YMCP), one of the assigned readings is a quirky little book called Orbiting the Giant Hairball. it’s a former Hallmark Cards creative’s thoughts about how to remain creative while involved in an organization with tendencies to draw you into the hairball of its bureaucracies. but, really, it’s about being a loyal radical (though the author never uses that term). there’s great dove-tailing, certainly, between the book and the ideas above.

over and over again i chat with youth worker (or other ministry leaders) who would love to see change in the organization they are a part of; but they’re often not willing or interested in the “loyal” half — they just want to be the radical. problem is: that almost never works. radicals can influence change, to be sure. but radicals influence change from outside the organization, exercising a prophetic voice. if that’s you, go with it (just be ready for a diet of locusts and honey). but if you really want to see change in a church or organization that you love even while it frustrates the heck out of you, then spend some time reflecting on this idea of a loyal radical, and how you can more fully embody the traits listed above.