Over the course of the summer, we have talked about the importance of effective communication. Over the next three weeks, I want to focus on some of the more challenging communication topics: communicating change, communicating in conflict, and communicating encouragement.
One of my favorite lines comes from the musical Jekyll and Hyde: “The only thing constant is change.â€
Anyone who has been around NCC for any length of time knows that change is a constant and expected part of the NCC experience. Building coffeehouses, planting new locations, hosting conferences, launching podcasts and blogs, etc. It seems there is always a new vision on the horizon. We are confident in our calling to those things, but living in consistent flux can become tiring and disorienting. Communicating change is extremely important, and we want to improve the way we do that. We need to improve as a staff in how we communicate with you, our leaders. And we also want to help you communicate change well to those in your group.
There are two types of change you will be required to communicate as a leader at NCC: changes at NCC as a whole (new church locations, new initiatives and projects, etc) and changes within your individual small group. For the people in your group, you are often the face of NCC and the go-to person for answers. If they have questions about what we are doing as a church, you will likely be the first person they ask. Changes may also occur occasionally within your small group itself, including:
- Beginning a new study. Even a change as small as starting a new book or study may require a small level of communication.
- Introducing new leaders. If new leaders are added to the group, it needs to be communicated clearly and often. It will affirm the new leader, establish their authority, and help the entire group understand the structure.
- Launching spin-off groups. If leaders or a core group of people leave your group to start their own group, help the remaining members understand and embrace that vision. Help them to understand why the people are leaving, their vision for their group, and become a prayer shareholder in that new group.
- Embracing a new vision or focus. If you want to shift the focus of your group from fellowship-based to inductive Bible Study or vice-versa, that will require communication. If you want your group to participate in service projects as part of group life, that will require communication.
- Multiplying the group. Group multiplication is one of the most hated phrases and avoided activities in the small group world. But if we are healthy, then we will be multiplying in some form or fashion– either by splitting the group, launching spin-off groups, or releasing new leaders. Effectively ommunicating to a group about multiplication is critically important.
- Normal changes and shifts that come with each new semester. Every semester brings its own unique set of changes. Sometimes small, sometimes significant. There are new faces, new studies, new leadership structures. Recognizing those changes and communicating them appropriately can help create a more secure and comfortable group environment for your members.
Here are some quick tips on communicating change.
The first and most important tip is that there is no pain-free or easy way to communicate change. Seventy-percent of Americans have “stable†personality types, which means they don’t like change. They adopt and adapt only after much persuasion. Change is difficult and there is no easy way to do it. That’s why communication is the role of leaders.
Understand the different ways in which people respond to change- innovators, early adopters, late adopters, and resistors. There will always be people who love change, and there will always be people who dig in their heels and completely resist change. It doesn’t matter how obvious the need is for how well you communicate it, there will be people who simply don’t agree. Some people may even leave. That’s okay. When you understand personality types and make yourself aware of the fact that most people do not jump quickly to change, you will be able have more confidence and peace about what you are communicating. Be patient.
Answer the following questions: What is changing? Why is it changing? How will it affect me? What is the goal? You need to know the answers to those questions yourself, and you need to be able to articulate them. People need to know exactly what is changing, but more importantly they need to know why it is changing. My boss in a previous job re-organized the entire workplace– new workstations, new offices for everyone, new office set-up. He did it simply because he believed that “regular change is good.” He was right, and that’s probably a pretty good reason. But it didn’t sufficiently answer the “why” question for most people. Yes, regular change is good, but why? He could have said something like, “I think productivity might improve if we…” or “I am concerned about the level of socializing so…” or “I think it makes more sense for these folks to be closer…” Regular change is good…but people need to know why. And even more importantly, people need to understand the ultimate goal and how the change will affect them personally.
Share information as soon as possible. If change is on the horizon, communicate it as soon as possible. This is an area where we really want to improve as a staff. We know we are weak here, and we want to be more intentional about rolling out information to you guys first. If you know you want to multiply a group in the next semester or two, begin talking about it now. That will give time for those late-adopters to buy into the vision and embrace it as their own.
Use a variety of communication channels and vehicles—emails, group meetings, corporate announcements, individual meetings, blogs, etc. Do not rely on only one method to get the word out. Send group emails and individual emails. Carve out group time to talk about it. Make announcements corporately and meet with people individually. Use a blog or google group. When change is coming, talk about it early, often, and in as many formats as possible. Answer the what, why, how, and goal questions in both written and verbal contexts.
Give people adequate opportunities to ask questions, express concerns, offer ideas, etc. A lot of times, people just want to be heard. They want to make sure that someone is listening to their questions, concerns, and ideas. In order for someone to understand and embrace the vision as their own, they need the freedom and opportunity to be a part of the vision-forming process. If necessary, bring in others to listen, as well. For instance, if NCC launches a new initiative and there are people in the group who need to ask questions, feel free to ask a zone leader or staff pastor to visit the group to help communicate that vision.
Model the changes yourself. Your group will follow you. If you want to introduce a culture of service in your group, begin to serve. If you want your group to explore the discipleship map, go to those core groups and take people with you or integrate those curricula into your own group. If you want people to be pray for the next NCC launch, then you must be praying yourself.
I could write another 1,000 words on this topic, but I will stop here for now. In conclusion, here are some of the ways we are trying to improve communication at the staff level:
- Summits and Zone meetings will continue to be our primary communication environment for our small group leaders. Summits are opportunities for you to hear from Pastor Mark about the road ahead at NCC. And Zone meetings are opportunities for you to talk about those changes and get more information on changes happening within small group ministries.
- Zonegathering.com is our online community for small group leaders. It is the place to get the fastest and most up-to-date news about upcoming events, scheduling changes, deadlines, etc. It’s also a place for you to talk about what’s on your mind. If there is a topic that you would like for us to address on the blog, please let us know!
- The new Zonegathering First Friday Podcast will be another vehicle for Pastor Mark to communicate with you. This monthly product will include a teaching time on a leadership topic and also focus on upcoming events and changes.
- Zonegathering Express is an idea in the works. It would be a monthly e-newsletter delivered right to your inbox with news and updates on all things NCC and small groups. If that is something that would be helpful to you as a leader, please let us know.
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