Change is inevitable in all areas of life and includes changes for individuals, businesses and even denominational organizations and churches, says seminary president Jeff Iorg.
Iorg, president of Gateway Seminary and author of “Leading Major Change in Your Organization,” speaks from experience.
“Even healthy organizations need major seasons of change,” he observed.
Iorg made his observations via a Zoom meeting during the Tennessee Baptist Mission Board’s Focus Week Feb. 5–7 at Linden Valley Baptist Conference Center in Linden. He led Golden Gate Baptist Theological Seminary in Mill Valley (near San Francisco) to relocate to Ontario (near Los Angeles) and to change its name from Golden Gate to Gateway.
Scripture and change
Not all changes are major, he said.
“Most changes in churches are incremental and are good and helpful,” he observed.
What’s more, change is biblical, he said, citing how Jesus called for major change in Matthew 9:16–17.
Sharing his experience at Gateway, he noted that in 2010 the trustees voted to remain in northern California and to update and renovate the campus. Because of local laws and regulations, it became nearly impossible to do what needed to be done, he recalled.
“There comes a time when a patch won’t do,” he said, citing the parable of putting a new patch on an old garment (Matthew 9:16).
“Major change requires new structures or new wineskins,” he suggested, referring to Jesus’ parable in Matthew 9:17.
Iorg noted that from his experience, change is not a big a problem for most people as are the transitions that must occur to put the change into effect.
Differences between change, transition
He shared the major distinction between change and transition.
“Change is the new set of circumstances introduced in an organization while transition is the emotional, psychological and spiritual adjustment people go through to accommodate the change,” he said.
Iorg acknowledged that major change can be painful. As a pastor he led a congregation to relocate about a mile away. It was still painful for many members because of the memories they had.
He stressed that major change sometimes is needed “because mission matters more than comfort.”
Iorg cautioned leaders not to put too much emphasis on change and not enough on transition. He observed, however, that many leaders emphasize change at the expense of transition.
When the change is introduced, leaders don’t realize that they “have introduced a massive amount of turmoil into the lives of their people.”
Learning and growing through change
Managing change effectively requires pastoral care and it also “is a disciple-making process — helping people learn and grow,” he maintained.
After the decision was made to relocate the seminary, it took three years (2013–2016) to make the transition. During that time, many meetings were held with staff to prepare them for what needed to take place.
Iorg credited the successful transition of Gateway Seminary to divine intervention. “The Holy Spirit of God camped out with us,” he affirmed.
In addition to that, seminary leadership developed a well-designed transition plan.
“Christian leaders have spiritual motivation to manage transition well because we care about people,” he said.
Iorg also emphasized that when people are going through transition, “you are leading them through grief, not rebellion.
“Change always produces a sense of loss.”
Knowing when major change is needed
The seminary leader stressed that initiating major change in an organization or church cannot be based on an intuitive feeling.
He suggested five diagnostic questions to consider when contemplating major change.
— Is the change essential to the mission? “The only legitimate reason for major change is advancing the mission of your church or organization as it serves God’s mission,” he said.
— Is there shared urgency about the change? Strategies for creating urgency include using accurate information about your mission and your missional opportunities and to take a fresh look at God’s mission and your oganization’s mission.
— Is relational trust high enough to sustain the change? Leaders must earn their followers’ trust through sacrificial service and demonstrating competence, Iorg said.
— Is the timing right for the change? “Leaders must stay in step with God’s timing and move decisively when the time is right,” he stressed.
— Am I willing to see the change to completion? Leaders must be willing to stay until the change is finished and to recognize when that change is complete. “Leaders must stay until a new normal is established.”
For Gateway Seminary, the change was complete when the seminary ended its first academic year on the new campus, Iorg noted.
Iorg, who announced his plan to retire this year after a new president is elected, believes the change and transition of Gateway has been successful. He noted spring enrollment is up 2% over last year.
“Our seminary is thriving,” he affirmed.
EDITOR’S NOTE — This story was written by Lonnie Wilkey and originally published by Baptist and Reflector.
