Buy In

I've been impressed again recently how critically important it is for leaders of change to do everything they can to create "buy in" by the people who are affected by the changes they implement *BEFORE THE CHANGES ARE PUT IN PLACE*. Without "buy in," those who are forced out of their comfort zone by whatever changes are made are going to experience mild irritation at the least and bitter resentment at the worst. Any degree of confusion or dissatisfaction will make the job of the change agent more difficult.

So, how do you create "buy in"?

First, include as many people as possible in the change process. If people don't understand something they are usually against it! You might explain the changes a hundred times, but if the people don't want to hear it, they won't listen!

Second (related to the first point), people own what they help create. So give opportunities for a broad spectrum of people to give input or express their opinions about a particular project. Let people feel like they actually can have an influence on the final outcome.

Third, if a small group is assigned to make certain changes they need to take their proposals back to the larger group for approval or ratification before going forward. For instance, if a team needs ideas for an advertising brochure to promote an upcoming event and they assign the development of the brochure to a small committee, the committee needs to bring back their ideas to the rest of the team before they trot off to the press! Get "buy in" by the team members, and life will be much more pleasant!

Here's to full and open communication everywhere!

The Most Challenging Element in Teamnet Ministries

In my experience of working with Teamnet Ministries in several congregations, I have observed that the idea of a Human Resources Council (a standing personnel committee) is both the most promising within the system, and simultaneously the one that gives the most grief. Some congregations simply cannot escape the paradigms of the past to make the leap from an annually elected Nominating Committee to the idea of a standing personnel committee.

Other congregations, even though they may accept the HRC, tend to quickly slide into routine management mode, focusing more on going through the motions of ministry than on visioning and empowering effective ministry for every member.

In such cases, for Teamnet Ministries to succeed, the model must be modified to fit the needs of the local congregation. It is virtually impossible to simply adopt the entire Teamnet Ministries model and make it work in any given church. Flexibility and adaptability are mandatory attitudes for would-be Teamnet Ministries leaders.