How to Lead Change Well: A Case Study on Changing Vocabulary
In my last couple of blog articles (Part 1 and Part 2), I’ve made a case for changing our language for global workers because of issues surrounding the title “missionary.” However, even if I’ve made a compelling case and you’ve bought into the need to make this change, that doesn’t mean you have a clear path forward for implementing such a change. Only babies with dirty diapers like change, so just accept that this won’t be easy or mess-free. Here are some suggestions for making the change rooted in some of the best advice I ever received in change management.
How to lead effective change: a better model
Typical strategy:
Emphasize what was bad about the old way.
Promote what will be good about the new way.
Why doesn’t this work well? Because it is unfair across the board. It ignores what was good about the past and offends everyone who has had good experiences with how things have been done. It also fails to acknowledge the downsides of the suggested change and the losses involved. It sets people up for disappointment because it over-inflates expectations after insulting them.
Better strategy:
Don’t trash the past. This just creates defensiveness. Pressure always generates resistance. Don’t even talk about this aspect if you can avoid it. Sometimes you will have to do some education about the issues involved in the current situation that necessitate the change. But put the focus on it being a new day with new dynamics that require an adjustment instead of critiquing the past. Different situations require different strategies. (This would not necessarily apply in situations where matters of injustice or abuse requiring repentance are involved.)
Acknowledge what was good about the previous way of doing things (honor what came before).
Acknowledge what will be hard about the change (the costs and downsides).
Explain the benefits of the change that make it worth the sacrifices that come with making a change.
Application for changing language for global kingdom workers:
Educate the leadership about the dynamics of the current situation. All missions committee members, elders, staff, and opinion leaders related to your global ministries need to know about the current conditions behind the change and have a chance to react. Get consensus on making the change with this group before implementing the change. If you can’t get your leadership on board, you won’t succeed with the congregation.
Communicate with all global workers in your network and let them know of your concerns about titles and express your desire to honor them and manage the issue well. Get their perspective and honor their wishes as much as possible.
Change your public practice first. Don’t forbid the use of the word “missionary” or go all out to end the use of the word everywhere immediately. Don’t stigmatize that title. Just use synonyms that are more helpful most of the time. Create a dynamic equivalence vocabulary so that people get used to the new language before you try to remove the old language. Build the new bridge before taking down the old one.
Make sure that all official communication uses new language (website, newsletters, emails, letterheads, references in public events).
When asked about the change in language by members of the congregation during the early transition period, educate people about the PR issues related to the word “missionary” without ever blaming or criticizing any former missionaries. Focus on the safety and practical benefits of making the change. You can forward them my blog articles and let them complain to me.
After a new practice has been in place for a comfortable period of time, include a “you may have noticed” communication piece in a variety of places to explain the change in vocabulary (e.g., during a mission emphasis month or on a missions Sunday).
Never correct anyone who continues to use the word “missionary” in unofficial communications. Don’t become vocabulary police. Just model the new language and seek to manage the formal communication channels. Let the old language die of neglect.