Switch by Chip Heath and Dan Heath, writers of Made To Stick, deal with “how to change things when change is hard.” The book shares encouraging stories and a helpful process for change.
Humanity not process
Switch develops a process around the most obvious fact: we’re human! Many change books view change from the perspective of process vs the perspective of people. Reality is, people make or break change more than a process. The greatest benefit of Switch is its process places our humanity into the equation.
Think holistically
The book takes a holistic view to the change process. Too often people like to segment things, avoiding how things connect. Left brain types (stereotypically men) fall into this category. If you’re an left brain type this book will greatly benefit how you enact change.
Elephant riding
Having a change process is more important than no process at all. The book has an interesting intersection of modern psychology and philosophy in is use of the Rider & Elephant metaphor. The metaphor is the foundation for the book and very helpful. Each section has helpful exercises to develop your elephant riding skills.
Style
While the content is solid and helpful, the style of the book is frustrating at best. There are no topic heading in each chapter, just numbers. If you want to use the book as a reference, mark it well. The stories read like a stream of conscious. It is good training and helpful to left brain bullet pointed types, but you will find it frustrating. Being a right brain stream of conscious type, it slightly annoyed me as well. For a book focused on a process of change, the layout and style is not helpful, almost to the extent of being a hindrance.
The stories are inspirational. They are worth reading through and will help you process how change. One thing I struggle with is whether or not the process is really a change process vs the book being about people who were creative in making change happen. This is a broader philosophical discussion but worth noting.
The Bottom line:
If you are left brained analytical type, Switch is a must read. If you are a right-brained creative type, a more analytical book would benefit you more. The book is solid and a change process is better than no process. The greatest strength Switch; it’s holistic. Too often humanity is left out of the equation. Change is as much art as it is science. In fact, I’d say its more art. We are human.
Avoid…. Doom & gloom… The tendency when dealing with the church division is to get all critical or guilty. The Bible makes it quite clear that one day the church will be perfected and we’ll be ok. Rather than see a mess, let’s get together and put the puzzle pieces together. We really do have all the pieces!
Divided by age
A serious division I’ve seen in church since I started attending at 5 years old is age separation. There are huge advantages to meeting people where they’re at. There are huge advantages to kids being with kids, young couples being with young couples, etc. We often go to far. The issue with 20’s and young 30’s leaving the church is an example of the division by age problem.
Divided culturally by age
Each generation in America became its own subculture. Think about it. Each generation has its own style, music, language, literature, forms of communication, etc. Given culture’s push to move people into their niche, sub-cultures grow and multiply at a rapid pace. Society is overly divided and segmented. Who is going to bring life together?
Two dangers:
Division by age results in a breakdown of discipleship. In talking with pastors, there is often a break down of discipleship post high school. A man goes to Bible college and maybe seminary afterwards, but post graduation continued discipleship is not a guarantee. It’s almost as if the churches we grew up in handed off leadership development to colleges & seminaries, seldom hearing from them during or after our training. That’s just pastors, a very small segment of our 20’s & 30’s. It is the trend in other areas as well.
Division by age results in loss of perspective & importance. The church needs the energy, ideas, enthusiasm, and I dare say mistakes of youth. Equally, the church needs its seasoned saints to offer their wisdom, be the voice to tell us when we need to slow down and let God, to make sure we don’t forget that God really is at work. Many problems could be avoided by listening to the older. Refreshing viewpoints and challenges to continue growing come by listening to the young.
Two cures:
Retire retirement. An example: I wish every church could have a “retired” pastor who shepherds the pastor or pastors. “Retired” pastors have been there. They know what’s human nature vs a unique situation. They know the questions to ask. They have the sense to let things work themselves out or to get involved. Elder pastors can fill a need in churches: pastors need shepherding too. Retirement is heaven for saints. Until then, seasoned saints have much-needed work to do. We need them to do it!
Take seriously body passages. (Romans 12ff, 1 Cor 12, Eph 4-6) We are truly one body! We are one church. Church should be a place where life comes together. Too much division hurts the body. Brining the body together is an essential because it is the Gospel of Jesus Christ that binds us together. Affinity based groups are not wrong! We need them. Having everyone together all the time is counter productive as is the division mentioned. Viewing church as body needs both.
We need to view and operate the church as one body. The danger of focusing too much on affinity is it becomes what binds vs the Gospel. The danger of too much division is you lose. Judges 2:10 There arose a generation in Israel who did not know God nor the things of God. Where did the breakdown start? It ended with not teaching children, but it did not start there.
The bottom line:
Seriously, we have all the pieces to do incredible things for the Gospel. We cannot accomplish it divided. When one part suffers, we all suffer. Growth happens by what each part supplies. At the day of Christ Jesus, we know the job is done. We or the saints after us will get it figured out. The key is putting the pieces together, and that has never been more available than today.
The ideas and energy we need is with the youth. The road map to get there is in the hands of our seasoned saints. Perhaps that leaves the rest of us carrying the middle. It gives a different sense and feel to leadership and our “most productive years.” Think of it this way: Can We be the hero? What if We is the hero? Is We what Jesus meant in His John 17 prayer? What would happen if We, the church, became the hero?
Here is the Why Not? question: What would happen to church effectiveness if we moved to a collaboration model verses an institutional model for content and resourcing content?
To better understand institution vs collaboration I highly recommend watching these TED Talks on the subject. Each is about 20 minutes long:
There are 4 points why to consider a paradigm shift:
God is the true owner of all things ministry.
“Non-professionals” often have significant contributions..
Small churches and church plants often lack great resources because of the cost.
Money invested in reaching the poor and meeting needs should be more of a focus than obtaining rights to use content.
God is the true owner of all things ministry.
A friend of mine once raised the wish that things could be given to the church. That the owner of an idea or concept was the church, not a particular church, author or creator. Having things “Copyright The Church” has numerous benefits. Theologically, it is already the truth though in law it is not.
Solomon tells us that there is nothing new under the sun. We further see in Scripture that every perfect gift is given from God above. While a controversial figure, Rush Limbaugh’s often quipped statement is a truth we should all carry with us: “Talent on loan from God.” The trinity enables us to perform ministry effectively. This points to the next idea.
“Non-professionals” often have significant contributions.
We often equate good ideas with success. Success, ideas and ability are are three different things. One may not have ability or success, but their idea may carry incredible impact. This is demonstrated when we only consider an idea based on its success. This is further demonstrated when we discount an idea based on a person’s inability to implement it.
The body principle of the church operates states: Every part of the body needs to do its part. God gives varying abilities and hence contributions to the body of Christ. For the church to succeed we need to open up the ability for each part to contribute what God has given them. This may only be one idea their entire life, and someone else may be the one who makes the idea succeed. An institutional model inhibits this from happening.
Small churches and church plants often lack great resources because of the cost.
Too often I have heard the statement: I could really us [insert name of resource] but our church does not have the money. The thought is ‘if it were really that important a church would find a way.’ This mindset neglects a key reality: Once one need gets met, another will arise. The church is again faced with the same resource challenge. Or worse, in meeting needs there is an opportunity that arises with no monetary resources to get materials (content) needed, even though they have the other resources needed to pull it off. This struggle is insane.
Where do we, and in we I mean the church, want our leadership teams to invest their energy? In trying to figure out how to gain content resources to meet people’s needs or in actually meeting people’s needs? Church plants, often the most effective form of evangelism, really could use the best the church (that’s all of us) has to offer. This leads into the fourth point…
Money invested in helping the poor and meeting needs should be more of a focus than obtaining rights to use content.
What if content became essentially free? How much greater impact would that have in meeting people’s needs? I realize these are very hard questions to answer, and that people’s livelihoods are affected by these questions. But, as a church, what is the overhead cost of how we develop our curriculum?
For a church of about 1,000 people, it costs about $4,350+ for a an excellent curriculum (access rights) and a club program (registration & books) for children’s ministry. Taking those funds elsewhere could look like:
At Children of the Nations (www.cotni.org) it costs $32 month to sponsor a child. A church of 1,000 could sponsor 135+ children at the cost of content. If 10 churches made that move, 1,350+ children could be fed a year.
Think of the total content budget for a church. How many native pastors could be supported? How many future pastors, missionaries, or church planters’ education could be supported? How many church plants supported? Native pastors are for more effective in reaching their country. Schooling debt is a major hurdle for gaining needed training for and then jumping into ministry. Church plants are often the most effective means of evangelism.
The bottom line:
Given today’s technology and the relatively low-cost of disseminating content, we are able to make a paradigm shift that was not available in times past. A new paradigm for content and resourcing our content has the potential to increase the impact of our churches, and better focus our resources on our mission.
A professor of mine wrote a quote on the whiteboard that shattered all thinking in the room:
“It something is truly worth doing, its worth doing poorly.”
Yeah, but…
Even now I bet you are thinking “yeah, but…” The classroom filled with those kinds of statements. The prof, as is normal for teachers, sat back and smiled at the ensuing discussion. We are, after all, trained to think: If you can’t do with excellence, don’t do it at all.” We are, after all, taught that doing something poorly might result in not being able to try it again.
Some, after the prof’s enduring silence, took the statement to mean: “You have to start at some point.” The ‘yeah, but…’ statements kept flowing, though. These transitioned into the statement being an excuse for pool quality. We were left at a loss because the statement was still on the board.
A poor start
Remember the early days of Toyota, Honda, or Hyundai? They were known for poor quality. They rose to the top. Recently, Hyundai is starting to edge out Toyota and Honda. They started poorly, but all three came around. Here is the meaning:
They key words are “truly” and “doing.” Some things are not truly worth doing- like crime. Some things are truly worth doing- like saving a life. Doing gets things done. An idea or potential is just that, an idea or potential. They mean nothing until you act, that’s doing. Helping meet transportation needs has true worth. Toyota, Honda and Hyundai started to act. They made cars, and the did it poorly at first.
So what, do it!
What ministry adventure would you like to do? Is it truly worthwhile to take that step? Then do it! Because you start poor does not mean you have to stay poor. You can grow, you can learn, you can overcome- if it is truly worth doing. I am not saying this will be easy- it may be very painful.
This week as we’re looking at how ‘Not Perfect is a Holy Thing,’ the theme is how God used people who had epic failures. Practically speaking, it is better to act now, even though you may not be ready or may even make significant mistakes. Why? Because if something is truly worth doing, its worth doing poorly. Pursing God is worth doing, and though you may not have it all figured out or even know what you’re doing, what may start as poor can turn into something incredible down the road.
The bottom line:
So, start now, and don’t be afraid of making mistakes! Greatness or excellence is not the absence of failure or mistakes.
If you are involved in building and managing an organization, the single most important point to take away from this book is the critical importance of creating tangible mechanisms aligned to preserve the core and stimulate progress. This is the essence of clock building. ~ P. 89
A pastor friend highly recommended I read ‘Built to Last.’ I would echo that sentiment. The quotation above really encapsulates the book. To put it in other words, the book is more concerned about who you are as apposed to what you do. The visionary companies described in their book were more about who they were- their core ideology- then the products produced. Their great products were a result of their core ideology in action.
Building the core
The purpose and values of an organization is what is most essential and non-changing. It is the preservation of this core ideology that drives leadership development, products, adaptations, consistency and culture of visionary companies. These companies have transitioned through multiple CEO’s, economies, products, and culture shifts. Core ideology is the center of visionary companies, not profit nor product. The company itself is the greatest achievement. Preserving the core allows freedom to and opportunity to explore what the company can do.
Vision?
The greatest shock in reading the book was the un-central role vision played. Many of the leaders were not charismatic visionary leaders, though some were. In reading through the book everything went back to who the company was at its core. Growth of these companies normally occurred in one of two ways, BHAG’s or trying a lot things and keeping what sticks. The paperback version, which I read, had a chapter about vision, but this chapter still pointed back to the core ideology. Surprising fact from this book: can you build a dynamic organization without a vision? Yes. Without a core ideology? No. The book does not negate vision, but vision is certainly not the driving force, as the book almost arguing against it being the driving force.
Ministry value
The greatest ministry value from this book is to focus more on who you are and want to be rather than what you do. Values are discovered, rather than imposed, and a culture is developed rather then chosen. Attention should be given to the theology of what a church should be more than its actions. What a ministry does will have a greater impact if it is from its ideological center. As with any book, discernment should be used. The church is an organism not an organization.
A big key to the success of these companies was the preservation of its core ideology, particularly through multiple CEO’s. This is an element many churches struggle with. I have heard of too many stories of ministries declining after a successful tenure of a key leader. The draws attention to a much broader discussion.
The book
The book read ok and the stories were excellent. It did feel very choppy to me. The book is a report on a study and it felt like a report on a study. Things they pointed out were very well done, but the book could have been considerably shorter and communicated the same thing. While a worthwhile read, it was not the most enjoyable to read.
Bottom lines
Focus on living out and preserving the ideological core of the organization you’re in.
Focus on developing the culture and leadership of the organization you’re in.
“Everyone in silicon valley was trying to be someone else…”
~Welcome to Macintosh
It is no secret that I’m a Mac. I watched Welcome to Macintosh, written and directed by filmmakers Robert Baca and Josh Rizzo, while my wife baked incredible delights. Expecting to enjoy the back ground story behind my beloved computer company, three big lessons stood out to me: 1) Be who you are, 2) Only take on projects you are passionate about and 3) Be dedicated to your strategy. These lessons are reflected both positively and negatively in Apple.
1) Be who you are!
A theme throughout the documentary was people trying to be who they were not. In Apple’s dark times, this was rampant. People in Apple were trying to be Steve Jobs, or some other key person. (It was also mentioned that its a Silicon Valley wide issue.) This theme really came out when discussing the future of Apple without Steve Jobs. The worst thing that could happen would be for someone to come in and try and be the next Steve.
Ministry touch point
One thing is clear: God designed you to be you, and ministry happens best when you are true to how God designed you! Focus on how God designed you. There may be similarities with others. There may be great ideas from others you can incorporate. But, the final question must always be asked and answered effectively: Who did God design YOU to be?
2) Only take on projects you are passionate about
A key quote from the movie: “When Apple really got behind a product, it did well, when they didn’t, it did really poor.” The story of the iPod demonstrated this point. Apple did not invent the mp3 player. Apple revolutionized it. Good design aesthetics and simplicity stand as pillars in Apple culture. The people of Apple also love music. The iPod revolutionized the mp3 market and music industry based on the merging of those two passions. Apple’s culture of innovation and passion drive the company, more so than the profit aspect. Its art verses business. It’s being verses doing.
Ministry touch point
If God is our delight, our desires will become/match up with His. If a project lacks passion, a key question to ask is: Is this what God wants us to do? (Sometimes the answer is yes, as obedience to His Word is another key aspect.) Passion is not everything, but it is what often will gets the job done. No something is not a negative. The power of no is a stronger yes. God gives us all 24/7 to accomplish His will. Our no’s are just as important as our yes. Go for the passionate yes, and be ready to say no a lot.
3) Be dedicated to your strategy
Innovation, simplicity, good design drive Apple. It is not a mistake that Apple developed 3 game changers: the personal computer, the iPod, and the iPhone. Apple rarely invented a concept, but they revolutionized it and made it usable. Apple’s success came about when they held to their core strategy or values. Again, its about being not doing.
Ministry touch point
How you get a job done is as important as what you do. Its a variation on the “Its the journey not the destination” principle. Understanding and articulating your values and strategy is essential to accomplishing effective ministry in the long run. Being creative is not always about new, but making something usable and best. Apple innovated, and their strategy centers on that. Innovation and creativity should be a result of who you are, and not the other way around. Its about being missional not program driven.
There is a tension between methods, content, and needs. With tensions we often pit one against each other, or take the “both/and” approach. This pours into another tendency; using nebulous terms such as balance, equilibrium or compromise. Everyone defines balance differently. We love to prioritize, especially if we’re analytical types, or just make bigger messes, if we’re mystical ministry as art types. How do we navigate these big three things?
The big three defined
What do I mean by methods and content and needs? Here are some definitions with examples of how they look when taken to an extreme:
Methods: What we do.
On steroids? Over emphasis on the non-biblical.. aka maximizing leadership, synergistic program developments, the latest greatest book based on statistical analysis.
Content: Who we are, theology.
On steroids? Over emphasis on the biblical… aka comatose preachy preaching, Word studies from languages we don’t speak, dead orthodoxy.
Needs: Where people around us are at.
On Steroids? Over emphasis on doing… aka the social Gospel, building self-help groupies, incredible families enterprises, political action.
What we need is balance right? In a word, no. Equilibrium? Not so much. Both/and? Sigh. These concepts often get people thinking in terms of 50/50 or compromise. I believe God cares about all three.
Think organic
The body is an incredible organic analogy. No one thinks to prioritize the heart, lungs or brain. Without each of these things you’re quite dead, and perhaps this is why many ministries are dying. We think in terms of health. We seek to sharpen our minds, and build a strong cardiovascular system. These are both keys to a long healthy life.
How the disciples succeeded
In Acts 6 the church was not healthy in an area. Hellenistic widows were being overlooked (need). The old program was not working and a new one was needed (methods). The Apostles recognized that focusing their energy on that problem would take away from what was essential, God’s Word and prayer (content). These things could have been in tension, but they weren’t. Rather the situation called for radical change, an opportunity to live out the Gospel and repentance, and a chance to reaffirm who we are. The church moved forward and God’s power was unleashed.
Where the disciples learned success
WWJD? Luke tells another story. 5,000 men were hungry and in need of food (need). The disciples thought the best idea was to send them away: there wasn’t enough food or enough money to feed everyone (program). Jesus was not about to stop what was essential, His teaching (content). Did the disciples pass this test? No. But, they learned and God’s power was evident. (When we lack in an area, God will provide.)
The lesson
The disciples learned from failure that ministry is about health. Methods, content, and needs must have an intentional active focus. They did not sacrifice one area to bolster another. They brought up the weaker area through the power of God, while continuing the other essential areas. They changed when needed, tackled opportunities when they arrived, and kept their message front and center.
The bottom line
Think organically. The overall health of your ministry is related to the health of the three areas discussed. Ask: How is your health?
Methods:
Are in you a rut or open to radical change?
How well are you leading?
What steps of change or improvement have you taken lately?
Content:
How well do you know and understand God?
Are you still a student to the Bible & Theology?
What was the last theological topic you’ve studied lately?
Needs:
Do you know where your people are at?
When was the last time you studied your community to see how you can best serve?
How has your ministry demonstrated compassion?
Switch by Chip Heath and Dan Heath, writers of Made To Stick, deal with “how to change things when change is hard.” The book shares encouraging stories and a helpful process for change.
