I’ve done consulting and I am amazed at many ideas are rejected because they’re unwilling to tackle their internal turf wars and preferences. We usually prefer the consultant to bring us the “bad news.” But I believe it’s possible to do that in house. This is not management, but leadership. It’s not just doing things right, but doing the right things.

Every change has a cost… It may be as little as a new procedure or as significant as new leadership.  At it’s very core, change creates fear.  Fear of the unknown; fear of the cost; fear of making a mistake.

Outside consultants can help reduce this fear…

By bringing years of experience and expertise to the table, a good consultant can guide an organization through change with less stress, lower cost, and fewer errors.

In my experience, people resist change for three reasons:

1. Personal Cost.  Many people feel the price of change is too high.  It will be too inconvenient; it will be too hard; it won’t work;  or it violates their personal agenda.  It is important that leaders during a change process keeps these issues in mind as they present the plan to staff, volunteers, and even donors.

2.Lack of Planning.  Many people resist change because they do not feel the process has been properly researched – or that all the alternatives have been explored. A few years ago, I worked with a church that went through a huge shift in ministry focus – one that could have sent the congregation scattering. However, they took about 18 months to survey the congregation and leaders, research opportunities, explore alternatives, and communicate process and progress.  In the end, the change was successful – the leadership and congregation stayed intact – and the church entered a new season of growth and effectiveness.

3.Lack of Confidence. Some people want to see chage take place in the organization, but the are no confident that the leadership has the resources to make it happen.  These concerns may be related to time management, leadership skills, infrastructure, or funding. When developing an action plan donor confidence and staff confidence need to be assessed to be assurred of a successful transition.

In each of these three areas, outside counsel provides the objectivity, experience and know-how to facilitate change and help the entire team enthusiastically embrace the process.

What is really difficult within companies – especially churches and non profits – is what I call the vortex of inertia.  As you said – “Inside employees have to get their work done, and rarely have much time to spend on change initiatives.”  SO TRUE!  It becomes the tyranny of “normal” where organizations bend – seem willing to change – and genuinely want to – but never break.  In this scenario – we (consultants/coaches) become (in Seth Godin’s “Tribes” metaphor) a unicorn in a balloon factory – constantly challenging status quo – blowing up what’s colorful, soft and comfortable.

My ever present mantra and I know yours too is “the culture has changed.”  What worked 30 years ago is falling flat now and we’re running the serious risk of loosing huge chunks of demographic and generational real estate while we continue to talk to ourselves.  Never has it been more important to burn the silos and destroy the sacred cows!!

GOOD STUFF!!