Had an email from George Ridley Director of Lightforce International today who forwarded this to me. Check it out - Brilliant!
Came across the theme in a magazine so have taken the skeleton, added a thought or two and thought it might be helpful in the various environments of church, business, training and voluntary organisations in which we work and serve.
1. Cut hard and early – in challenging times always be ready to bite the bullet, face the situation and deal with it sooner rather than later.
2. Trust your instincts – often we over analyse and fail to use our gut instincts. Especially true when we face issues about people.
3. Outline your vision early- sometimes we fail to set out the vision for the change that needs to happen. Failing to lay out the clear picture of what needs to happen can often stop our staff getting on board.
4. Spot the terrorists – be clear about who is on board, sometimes the early allies can turn out to be saboteurs! Finding your real friends is one of the most important skill to develop.
5. The senior team in crucial – we must have a senior team around us who share the vision and work to bring others on board. Everything else will flow from this.
6. Be honest about unpopular decisions – change is often motivated by crisis. It is always necessary to be completely honest about the scale of the challenge we face.
7. Use peer mentors – impartial voices of experience are invaluable.
8. Bring in external input – use reliable, experienced people to help work through the process of change. These people can help you think the unthinkable.
9. Be totally honest with your Eldership/Board – if you want total support and backing it will come through being totally honest and walking together through the process.
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