Is the church changing as fast as the world around us?
How do we become the enemy of entropy?
1- Overcome the temptation to take refuge in denial. Face the facts. The future generally isn’t unknown as much as it is distasteful. Question your beliefs/practices about how we do church. Listen to the renegades to positive deviants.
2- Cultivate new thinking- generate more strategic options, new ideas. “The job of every leader is to make change look more exciting than status quo.” DISCUSS: What should we do next as a team? How can we increase our impact?
3- Deconstruct what we already do.
DISCUSS: What are our orthodoxies as a church? What are my personal leadership ones? Look at what we do which hasn’t changed in 3-5 years. Is it commanded by God? Do we do it because we’ve decided it’s the right/best thing to do? Ideas, i.e. open source the sermon in advance, include more discussion vs. lecture in a message.
“The longer you are in the trench, the more you can mistake the edge of your rut for the horizon.”
The mental model depreciates faster than the authority to change things. This can hold institutes ability to change hostage to their own desire NOT to change. WE must build organizations which can thrive without superhumans at the top, a culture where we innovate all the time, not fight bureaucracy all the time.
Consider GOREtex. Anyone can say no to any request at any time. At the end of the year each person is reviewed by a large number of fellow employees regarding how much value they have added to the team this year. Less envision, plan, control, more mobilization connect, support. Some companies today have online public, rate your boss, your bosses boss. In this new world authority comes from value added rather than a natural hierarchy of leadership.
“Most the facebook generation don’t want to work at a fortune 500 company or worship in a church that feels like one.”
“The problem with organized religion in most cases is the organization, not the religion.” Book: The future of management.
Reading List: The Future of Management - Gary Hamel
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