The foundations of Transformation and Innovation
We are continuing our look at the book by Bill Easum - Unfreezing Moves - Following Jesus into the mission field
The other posts in the series can be found here
The foundations of Transformation and Innovation
In Chapter five, Easum explores the foundations of transformation and innovation. He first points out that in this new context of discontinuous transition and rapid change that the classic view of change no longer apply. Kurt Lewis described this classic view of change as having three steps - firstly, the change agent challenges the status quo, secondly, the change is implemented which forces people to think differently, thirdly, the change agent refreezes the organisation. This Easum believes is doomed to fail in our current context.
What is required in this new context is to have Churches that refuse to refreeze permenantly. While the organisation may freeze for a moment - almost like a rest for the organisation - effective churches in this new context will then unfreeze quickly for the next new challenge. Is it not true that most established Churches resist change because they have frozen in the model from the era that they were most successful? There are great memories of the effectiveness of the model within the organisation so any new dream or new change is resisted as “not the right way”. It is a powerful force that binds many of our churches.
Easum believes that “Stuck and unstuck congregations never become unstuck or innovative without someone making a “unfreezing move”.” (p64) This unfreezing move is one that can catch the controllers off guard and give a glimmer of hope to dreams, Easum believes. There are three keys to an effective unfreezing move:
How to find the appropriate unfreezing move
Easum offers the following suggestions:
“A solid community of faith
Owned and managed DNA
Indigenous Worship
Lay Mobilisation
Redemptive Missional opportunities
Organised around DNA
Staffing
Logistics of parking and facilities
Finances.” (p66)
How to focus on the unfreezing move
This is the willingness of the Church to focus on whatever new change they are implementing. Will they resource it with time, energy, and money at the expense of things that they are doing already. We have found this tension at Northern as we have moved along the multi-congregational approach - we have needed to keep before us that we can not do everything and this new focus comes at a cost of the old way to some extent. It is a tension that we have not resolved, and need to keep reminding ourselves of as we move forward.
How to align around the unfreezing move.
I am not completely sure how this is different to the previous point, as Easum seems to essentially make the same point - that is, that a Church needs to align (or focus) its resources of staff, time, money and energy on the unfreezing move.
Unfreezing opportunities:
Easum believes that there are certain opportunities that the window is open for change to occur - for an unfreezing move to commence:
* a major ministry is working and everyone is excited
* a serious crisis has just been overcome
* a large number of new members join the Church
* a new team of leaders are appointed
* a major controllor dies (maybe we can also say that they might move on :))
* an injection of significant financial resources occurs
* one or more controllers is converted (pp73-74)
I would add that desperation can also be a catalyst for change. In our experience of four churches merging together to create Northern, it would have been unlikely to occur if the four churches had of been growing and innovative. The decision to merge was a couragous decision to meet the new missional context, but it was also an act of desperation.
Easum concludes with this important point:
“Like Peter trying to learn how to walk on water, you must take the first step out of the boat if you want to follow Jesus into the mission field” (p75)