Thanks for joining us for today’s unSeminary podcast. Carey Nieuwhof has been a guiding light in the church leadership space for decades and this week we’re celebrating the ten-year anniversary of his podcast. To mark this special occasion, we’re revisiting an interview we did with him 10 years ago. Do you have things at your church that you wish would just change? Do you have people that are resisting change, pushing against what you think is God’s vision for the future of your church? Tune in for the timeless wisdom and powerful insights Carey shares on leading change in your church. * Don’t expect automatic change. // Leading change is a skill, but the good news is that it’s a skill that can be learned. Leaders want change, but may expect others to buy into it before it’s been rolled out. Leaders then become frustrated when people don’t change. The reality is that people don’t automatically change and typically don’t like change. As the leader, it’s your job to show people a preferred future and to lead them there. * There will be resistance. // Opposition is a normal part of leading change. Everyone who is in your church today is there because they like it as it is now. There will be alienation among some of the congregation who will think things were better before the change. One mistake a lot of leaders make is assuming that loud equals large. Often the loudest opponents are only a small part of your congregation. It’s up to you to do the math and see what percentage of your people is really pushing back against the vision you feel God has given you. This group usually doesn’t have a competing vision for a better future and it’s not worth sacrificing 90% for the 10% who are discontent. * Have the humility to listen. // When you are addressing opposition, ask two questions. One, is there a biblical argument in the pushback? If there is, you do need to listen. The leader doesn’t always know best and doesn’t speak for God. Have the humility to listen but the wisdom to act on the things that will determine a better future. * Is this your target? // Secondly when facing opposition, ask are these the kind of people you are going to build the future of the church on? You need to focus on who you are going to reach, not who you are going to keep. You’ll only ever hear from the people already there, not from the unchurched people you’re trying to reach. Think about the person who isn’t in the room, not just the one who is. * Focus on the why. // Disagreements usually aren’t an issue of character, mission, or vision. Instead they are usually an issue of strategy. When leading change it’s critical to explain your “why” in all of your communications before talking about the “what” and the “how”. Why almost always unites while what and how almost always divide. * Rolling out communication. // Communicate change in concentric circles, starting with the core team to gather input before expanding the conversation to broader circles. This approach helps build support and creates a sense of ownership among team members and congregation. * Innovate and experiment. // Maintain core successes while exploring new ideas on the side. The longer you’re in leadership and the more successful you are, the more tempting it is to avoid change. An organization that loses it’s experimental and entrepreneurial side will fall off the cliff at some point. Preserve what God has built but never stop pushing yourself to innovate, experiment, and fail. To follow along with Connexus Church, visit a href="https://connexuschurch.