One of the things I will start adding to my posts is interesting things I have been learning as I am reading books. Since I try to not have overly-wordy posts, they will probably be limited to one or two main things that stuck out to me.
Today I was listening to a Catalyst podcast that interviewed Rick Warren, pastor of Saddleback Church, who is an avid reader. He was recommending something like 25% of book reading should be from Christian classics or non-modern reading (I think he said a specific date but I don’t recall exactly).
That is definitely something I need to improve on, because I have a very hard time reading through older literature. I am currently reading J Oswald Chambers My Utmost for His Highest, which is a good devotional book. But, to be honest, I’m not really a devotional book kind of person. I am a very nuts and bolts practical down to earth person. But I make myself read devotional books anyway because they ask challenging questions I need to think about!
What I really love to read are very practical, how-to books. So I really enjoyed reading Who Killed Change? by Ken Blanchard, John Britt, Judd Hoekstra and Pat Zigarmi.
I like change. I get bored easily and think of lots of ideas of different ways of doing things. However, not everyone likes change. So in my ministry lifetime I have had my share of complaints from people unhappy with changes.
This book is very clever, as it talks about change by making it into a mystery to figure out who the murder suspect is. Along the way, Victoria Vision, Caroline Culture, Perry Plan, and others are interviewed. There is even a fascinating organizational chart that shows the relationship between the different elements of change. (I guess it’s fascinating to me because I like charts, graphs and visual diagrams showing how things link together. It’s probably not so fascinating to other people, I guess.)
The main takeaway for me was the need to get people more involved in the process. In some teams I do a great job at this, in other areas, dismal. it is hard for people to develop ownership of change if they are not involved in the process. To me, that’s just a big “duh!” in that it’s obvious I should do this, but sometimes I blow it and don’t! It’s hard to do at times just because I am juggling so many things that sometimes I forget who I told what! Perhaps another post I should write at some time is “How to avoid leadership failures due to bad memory…
The other thought I am pondering is the concept of incentives. People need to receive incentives from the change… quick positive “wins” to give positive feelings about the change. Hmmm… lots to think about…