You’re probably familiar with vision whiplash. It happens when a church or a faith community and the focus seems to shift every 6 to 12 months. It may be subtle. The vision statement doesn’t change but the focus, systems, and methodology does.

For a season, the church is “all about small groups.”  Then, without warning or explanation, you begin hearing that the church is “all about discipleship”– each ministry of the church is highlighting how it contributes to discipleship. Then a year down the road, the church is suddenly “all about being missional.” 

You get the idea. And you can even find yourself in agreement with all of these visions. They’re all good; they’re all biblical. But just when you feel yourself starting to get your mind wrapped around one central pillar, it’s gone. The center has changed. It may have changed to something good, but it has changed.

Results of Vision Whiplash

If a leader keeps changing focus all the time, the organization can feel like it has corporate ADD. The people within it start getting dizzy and confused. They also get to the point where they don’t feel they need to listen very carefully because they figure the focus will be changing again soon anyway. Leaders get major pushback even on good and necessary changes, even small ones. Lay leadership dwindles. 

Causes of Vision Whiplash

Many of the leaders you coach are unknowingly doing this to their congregations. From their perspective, they’ve focused on one approach and tried really hard and it just hasn’t seemed to catch on. So they move on to a different approach. But the sense of time from the perspective of those in the congregation is much shorter. Just when they begin getting used to an idea, it disappears. 

Identifying Vision Whiplash

If you suspect your client is dealing with some vision whiplash, lead them through some reflection to confirm. Questions like the following can help. Their answers can help them determine if they are causing vision whiplash.

• Think back over the last ten years of your ministry. 
• In what ways has the focus changed? 
• How many different strategies or approaches have you tried? 
• How often have you introduced a new system, curriculum, or focus? 
• When have you seen people wearing out and dropping off? 

Coaching Tips to help

If there is a pattern of trying new things often, it’s likely their staff and congregation are feeling weary of change. It doesn’t mean they need to stop moving forward. Changes to their systems and methodology may still be needed. Part of your role as a coach may be helping them maintain a long-term implementation perspective, and helping them consider those who are involved. You can help them roll out a long-term plan to implement healthy and lasting change in their community. 

It’s likely, the problem isn’t the whole approach—the vision is good, the overall system is solid. It’s more likely there are elements that need to be fine tuned to better fit their context. Help your client consider the quantity and quality of communications, relational support, early pilot testing, and buy-in. 

There are costs to change, and trying to change everything all at once is extremely costly in terms of time, people, and finances. Sometimes it’s better to pivot: change strategic parts, but not everything all at once. And keep the costs—especially the changes in habits and processes others will have to adopt—in mind. 

There could be a lot of reasons that something isn’t working. Part of coaching your client well is helping them determine with more precision what those reasons are. It will save them—and those in their ministries—a lot of whiplash headaches in the long run. 

Resources

Change Management Effectiveness Profile– An assessment tool that provides a clear picture of overall ability to demonstrate effective change management. (Link will direct you to Logan Leadership)

Change Management Skills Builder– Once it’s been determined where to target development, this workbook provides activities in order to improve change management skills. (Link will direct you to Logan Leadership)

Managing Transitions: Making the Most of Change*- This classic book by William Bridges unpacks how to successful navigate change successfully. Hint: It works when staff and participants have a purpose, a plan, and a part to play.

Cover Photo by Kindel Media

Photo by Andrea Piacquadio

*Amazon affiliate link