Issac Newton’s first law of motion is that “everything continues in a state of rest unless it is compelled to change by forces impressed upon it.” Psychologists know that pain causes change.
People and organizations change painfully. Recently, two organizations have contacted me to work with them as a change agent in their stuck organizational system. It is clear that shifting priorities, revamping goals and objectives, clarifying values, transitioning staff, getting leaders to listen to more than their own convictions, building a productive relationship ethos – all of this and more – is painful.
Sometimes in therapy it is important to provoke the pain of change rather than placate or remove immediate discomfort. In working with church-place and workplace organizations, I propose 7 steps of systems change.
Step 1: Valuing the experience of pain and the gains that dissatisfaction can produce. This is human reality.
Step 2: The discovery of attainable goals that are honestly believed, often articulated and creatively lived. This is the mission.
Step 3: The presence of a change agent (this is the leader) who can shift the organization from homeostasis (no change) to morphogenesis (more change). This is the leadership factor.
Step 4: A logical, planned and scaled process that is responsive to adjustment as needed. This is the change contract.
Step 5: The informed participation of the respected community as an active partner in the desired goal. This is the empowered followership.
Step 6: The active presence of a courageous and challenging leadership team (alone, a leader is helpless) with vision of the mission, balanced with a sense of humour, and a focus on the everydayness of ordinary life. This is the missional team.
Step 7: A commitment to celebration and continual renewal while appreciating that our attainments are always partial.
[Someone shout “Amen!”]