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Mar 17, 2013
The art of negotiation, timing, and strategy in ministry change
Ministry attracts people with strong belief systems and convictions. Another way of saying that is that it attracts people can be very black and white, impatient and convinced that one must act - now!
It is what also gets many young leaders in trouble. Their beliefs and convictions get in the way of thinking through the ramifications of their actions. For them, it is about right or wrong. For...
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It is what also gets many young leaders in trouble. Their beliefs and convictions get in the way of thinking through the ramifications of their actions. For them, it is about right or wrong. For...
Feb 27, 2013
Creating intentional waves
Organizations, teams and groups crave equilibrium - predictability. Especially in Christian contexts there is also an aversion to strong disagreement or "conflict." The phrase "don't rock the boat" reflects most people's aversion to surprises or major change. We are more comfortable on calm seas then in the waves.In fact, so comfortable are many organizations with the status quo that they are...
Feb 27, 2013
Creating intentional waves
Organizations, teams and groups crave equilibrium - predictability. Especially in Christian contexts there is also an aversion to strong disagreement or "conflict." The phrase "don't rock the boat" reflects most people's aversion to surprises or major change. We are more comfortable on calm seas then in the waves.In fact, so comfortable are many organizations with the status quo that they are...
Feb 08, 2013
Change and its effect on people
We often wonder why there is such resistance to change. The answer lies in how people are made, and how they are influenced by others in regard to change. In general, people are change-resistant rather than change-friendly.
Those who introduce change are called innovators. Innovators are those who dream up new ways of doing things (2.5% of the population). Those who embrace change first are the...
Jan 23, 2013
Charting a healthy change process
When you are going to propose major changes to an organization it is important to have a clearly defined process up front that you intend to follow and that will help the organization negotiate the whitewater that will result.
Prepare people for coming changes
People do not like surprises. Once you know that you are going to enter into a process of change, let people know and let them know why. You...
Jan 23, 2013
Charting a healthy change process
When you are going to propose major changes to an organization it is important to have a clearly defined process up front that you intend to follow and that will help the organization negotiate the whitewater that will result.
Prepare people for coming changes
People do not like surprises. Once you know that you are going to enter into a process of change, let people know and let them know why. You...
Jan 14, 2013
Six elements of successful organizational change
Many attempts at organizational change are not successful. Often they flounder because they lack one of six fundamental elements for change to be successful. If any one of these are missing, the change process is compromised.
Conviction
Major change will not happen unless leaders have an absolute and unshakable conviction that it must happen. Usually this revolves around the need for the...
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Conviction
Major change will not happen unless leaders have an absolute and unshakable conviction that it must happen. Usually this revolves around the need for the...
About Us
TJ Addington
Addington Consulting
847 Hampstead Ln
Murfreesboro, TN 37129
- 6158401676