Description & Rationale

In order to keep the wineskin or structure of a ministry relevant and flexible change is inevitable and ongoing. One of the greatest challenges of the leader is to continue to change themselves, and then be a catalyst to bring about change in their organization and ministry. If the organization does not have a process for continued renewal and change it will eventually die, which is defined as no longer fulfilling its purpose. Yet how to bring about organizational church is not easy and at times seems to even require actions that are not necessary “common sense.” Therefore the leader needs to learn the skills necessary to bring about such change in order to keep their ministry and organization healthy and reproducing.

Resources

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Syllabus: 5.40 Organizational Change

5.41 Syllabus

Description and Rationale

In order to keep the wineskin or structure of a ministry relevant and flexible change is inevitable and ongoing. One of the greatest challenges of the leader is to continue to change themselves, and then be a catalyst to bring about change in their organization and ministry. If the organization does not have a process for continued renewal and change it will eventually die, which is defined as no longer fulfilling its purpose. Yet how to bring about organizational church is not easy and at times seems to even require actions that are not necessary “common sense.” Therefore the leader needs to learn the skills necessary to bring about such change in order to keep their ministry and organization healthy and reproducing.

Objectives

Upon completion of this Competency the candidate should:

• Better understand the process of change and how they as a leader can facilitate such change.
• Have completed the Organizational Change Assessment and discuss with mentor.
• Have been introduced to the Life Cycle and know how to implement this in their team and organization.
• Have an accountability partner or mentor who can guide them as they implement change in their organizations.

Core Requirements

• The candidate will complete the following readings:

The Ministry Guide, “Change Dynamics,” pp. 33-42.
The Coaching Guide, “Chapter 4 & 6,” pp. 23-26; 29-34.

• The candidate will complete the Organizational Change Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 2-3 page reflective summary of what they have learned about the need and implementation of change within an organization.

Mentoring Goals

• To help the candidate appreciate the need to always be changing as a leader and how this is crucial in order to bring change system wide in an organization.
• To guide the candidate in understanding and utilizing the Life Cycle within their organization.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate to be more proficient as a catalyst of change for their team and organization.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding the candidate’s attitude towards change and ability to facilitate change system wide.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate increase their change capacity and skill.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.