"Whenever we are asked to do something different in life, the change agent - whether a manager, a spouse, a parent, a sibling, a colleague, or a friend - usually starts off by attempting to convince you of all the benefits of the change you are being asked to make. Yet it's been found that the benefits - the impact and the "why" of change - is the fourth-ranked concern people have during change. People are first interested in information concerns. "Tell me what you have in mind. What is needed? What is wrong with the way things are now?" When you have information concerns, you don't want to be sold on the change; you simply want to understand it. Next, people are interested in personal concerns. "How will doing this affect me? Do I have what it takes to integrate the suggested change in my life?" Here the focus is on the details involved in making the change a reality. Third, people have implementation concerns. "What do I do first, second, third, etc.?"
This is an important set of observations for us who who are endeavoring to facilitate change within the church. I immediately saw myself as jumping down to the number 4 concern about the impact in my interactions and I think that I would agree with the authors that that is a mistake. Just to help to see the progression, let me list the questions in order.
1-Tell me what you have in mind.
What is needed?
What is wrong with the way things are now?
2-How will doing this affect me?
Do I have what it takes to integrate the suggested change in my life?
3-What do I do first, second, third, etc.?
4-Here are the benefits of the change that I am asking you to make.
Think through this progression before the next time you are attempting to influence someone about the benefits of inclusive ministry.