Leading Change
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Limit the Tactics, Expand the Change

More tactics lead to more change

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I often function out of this paradigm yet see fewer results than when I change it to this:

One tactic leads to much change

Your ministry needs to change _________. But my guess is that there are literally hundreds of specific changes that need to made before that big _________ can take place.

A couple examples:

  • “You should switch to Gmail.” (which is tens of tactics) vs showing someone how well the search function works inside of gmail.
  • “We need to do more evangelism” vs aligning and training one highly influential person in your ministry to evangelism.

The challenge for us as leaders of change is spending the time thinking through these specific tactics. I’ve noticed leaders who talk about change often but never provide a specific tactic or path to change. That’s just plain laziness, and communicates that they are not really about change, but more about posturing.

A great question to ask yourself is “what can I, and only I do as a leader?” (via former CCC staff and Bethel Prof. Mark McCloskey). If you are not being specific and intentional about thinking through how to change you can bet everyone else is even less clear.

2 Comments

  1. Amen dude. It reminds me of the John Wooden quote that warns us not to confuse activity with accomplishment.

    Identifying tactics is important, but there has to be a priority system and a way of identifying clear actions that lead to change and transformation.

    And way to quote Marky Mark. I’ll jump in and give my hearty plug for staff and others to consider doing the MA in Transformational Leadership which provides a much better schooling in the Leadership Model than what is typically offered.

    • dude you should share the link to the MA site.

      i’m realizing that “change” is starting to be a buzzword everywhere. just because it’s in the air doesn’t mean someone is good at it.

      the follow up to this post is “are there people and experiences that you can point to in your past that have changed or grown in their ability to change as a result of your leadership?” because if the answer is no then you probably like the idea of change but aren’t a change agent.

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