Integrating Change Models

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IntegratingChange Models

IntegratingChange Models

Achurch just like any organization experiences changes with time. Howthe church handles these changes is the difference between successand failure in spreading the word and winning new souls. As much asthe gospel is remaining the same church leaders need to come up withnew ways of communicating the message. One way to do this is throughadopting an appropriate change model into religious leadership. Thisway the word stays relevant to the targeted audience. Firstunderstanding the different types of change models will help ease thetransition. This paper is aproposal of methods for integrating components of change models inthe theology of leadership.

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Thefirst model is the Lewin’s change model. It was created by Lewinafter he observed that people worked best in zones that they feltsafe inside. He differentiated his model into three stages. The firststage in the unfreeze stage, where people actively resist any changethat gets introduced to their environment. Stage two is thetransition stage, the change is slowly being accepted, and thisusually takes a while (Daft, 2012). The last stage is the refreeze,the changes have become part of the Christian leadership, and theytrickle down to all church participants leading to stability.

McKinsy7-S Model proposed by a team in 1978 looks at the organization as awhole. What are the shared values the organization has that make upthe culture of the organization? Change starts by setting strategies.The leaders should look at the structure of the organization beforeeffecting any changes (Daft, 2012). Ensure employees understand thesystems set. Leadership style used can make or break an organization.Ensuring the number and type of staff employed possess the requiredskills.

Kotter’s8 step change model proposed by Jon Kotter, believed that changehappens when employees see the urgency of the change. The eight stepsinvolved include urgency for the need for change in leadership.Building an efficient team that understands what is required. Havinga vision for the change expected is a must (Daft, 2012).Communicationis key for any change to be effective. Educate and empower your staffon the importance of the change and how to go about it. Creation ofshort term goals acts as a motivation for the team when they see themilestones they have made. Without persistence, no changes will takeplace, and the changes will not last.

Personally,I think the McKinsey 7-S model would be the best fit. The church isone the oldest institution in history and the fact that the gospelwill remain the same the only thing we need to change is the deliveryof the message makes this model the best fit. Under the 7-S all thestakeholders in the church get involved in the change process, and asa result, no one is left behind, and we don`t have to rush anychanges as most church leaders are quite rigid. The rigidity isbecause of the rules and regulations that govern them. Accepting thatanyone can offer help to the Christian leadership to make it better.Ministry for me is the hope the word of God brings to an individualwho felt that all was done for them (Daft, 2012).

Asan individual who was indirectly affected by depression, I had afamily member who had chronic depression. I would create a supportgroup for people suffering from depression. There`s a hopelessnessthat accompanies depression that may leave one desolate, and thisstate may lead to suicidal thoughts. The first thing I would do isidentify the group of people suffering from depression. If possibledivide them according to the type of depression they have. With thehelp of a professional who would be able to help with things likemedication since one must be licensed to prescribe medication.

Throughmy experience with my sister, I have learned easier ways to helpreduce reoccurrence of depressive triggers. However doing moreresearch won`t hurt, so through the internet, consulting withspecialists and through books, we can come up with better managementstrategies. This is network building through which we might gettrainers of trainers who can work with the individuals for betterresults. Through this, I hope to lead by spreading love for all. Godis love, and the greatest commandment given to us is love. Love canheal wounds.

Conclusion

Christianleadership needs to move with the changing tides that way they areassured that the intended audience is receiving the message. Even inthe Bible, the Lord warns Christians against fearing change andassures us that he will be with us and we should not fear.

References

Daft,R. (2012).&nbspOrganizationtheory and design.Nelson Education.