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Learning Change: Congregational Transformation Fueled by Personal Renewal
How congregations can change into missional, fruitful learning communities
Jim and Trisha understand that profound change roots in individuals before it transfuses systems. Having observed the cycle in themselves as well as in others, they shepherd us into the remissioning work of the Holy Spirit.
--Thomas F. Tumblin, professor of leadership, Asbury Theological Seminary
In a groundbreaking seven-year experience, Jim Herrington and Trisha Taylor led a cluster of churches in a process of personal and congregational transformation that is producing hope and health. Built on a sound understanding of learning organization theory, adaptive leadership, family systems theory, and recent discoveries in the neurosciences, Herrington and Taylor developed and refined a highly fruitful model of church renewal. This model begins with personal renewal in which congregations learn how to become learning communities and ends with church-wide transformation.
Learning Change is the pastor and congregational leaders' field guide to leading change. Each chapter provides training and information, an aspect of the learning change model, stories of real-life experiences in churches, and questions and suggestions for taking this information into a congregational context.
Jim and Trisha understand that profound change roots in individuals before it transfuses systems. Having observed the cycle in themselves as well as in others, they shepherd us into the remissioning work of the Holy Spirit.
--Thomas F. Tumblin, professor of leadership, Asbury Theological Seminary
In a groundbreaking seven-year experience, Jim Herrington and Trisha Taylor led a cluster of churches in a process of personal and congregational transformation that is producing hope and health. Built on a sound understanding of learning organization theory, adaptive leadership, family systems theory, and recent discoveries in the neurosciences, Herrington and Taylor developed and refined a highly fruitful model of church renewal. This model begins with personal renewal in which congregations learn how to become learning communities and ends with church-wide transformation.
Learning Change is the pastor and congregational leaders' field guide to leading change. Each chapter provides training and information, an aspect of the learning change model, stories of real-life experiences in churches, and questions and suggestions for taking this information into a congregational context.
- GenresLeadership
272 pages, Paperback
First published May 27, 2017
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24 people want to read
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September 7, 2017
Summary: A biblically-rooted approach to congregational transformation that centers around personal transformation and that draws research on effective organizations and systems.
I’ve been there and perhaps you have as well. Gathering with a church leadership team. Writing vision and mission statements. Drafting core values. Identifying strategies and action plans. And then nothing changes. The plans sit on a shelf or in a file. And cynicism sets in that anything can really change.
This book takes a different approach to these things. It focuses on transformational learning that involves not only information but acting upon, and then reflecting upon, what is being learned that drives further change. Perhaps most radically, the authors propose that transformation starts with us, the only people we really can change, and to face the truth that we are the number one obstacle to change in our families, churches and communities. Until we start facing the work that needs to happen within ourselves, addressing our own way of being, we can’t truly look for other change.
The work begins with re-connecting with core values. The authors talk about four key core values. Integrity means living a life conformed to God’s design where we keep our word and do our word and own up when we don’t. Authenticity means to stop hiding our true selves and managing our images and taking the risk to reveal the real persons we are. Courage begins with these risks and grows as we pursue risky obedience as we move out in mission. Love commits to insuring that no one wins unless everyone wins, not just ourselves and the people we like.
The work continues by shifting our mental models. The first of these cultivates a model of discipleship that shifts from making church members to moving as authentic communities into mission. In a chapter I found particular illuminating, it means moving a fuzzy fusion of responsibility where we are responsible for everything and nothing to a mature responsibility for our selves and to others, but not for others and their transformation. A significant amount of church dysfunction occurs in this area. It moves from a status quo mentality to one of creative tension in moving toward God’s emerging future. It means moving from committees or static “teams” to high performance teams with clear goals, complementary skills, a common approach and accountability.
They also address some additional tools leaders need as they lead through learning change. One is they become aware of the “vows” arising from past wounds that block us, and making new vows rooted in truth. Another, which draws heavily on Peter Senge’s learning organizations is moving from discussion to dialogue–from a clash of ideas to conversations where we learn together. Finally, they talk about moving beyond good intentions to real accountability.
I appreciated the approach of this book, that suggests that real transformation comes through the hard, and long term work of becoming the change, personally and in teams, that we want to see. A perspective that sees congregations as systems and becomes aware of how each of us contribute to those systems reveals why many change efforts don’t work.
This book is based on the work of Ridder Church Renewal and each of the chapters is linked to related web resources. The writers, which include a number of pastors who have been through the renewal program, illustrate from their own ministries and churches. The book is set up so that individuals or groups can use the book, and the reflection exercises in each chapter. Better yet would be to use this book as part of a coached process, because good coaches can “lean in” with people to do the hard things that lead to change, that we often just excuse with each other. For groups who have created visions and strategies of what “they” will do that just sit on the shelf, this book will help them wrestle with “how will we become the change we want to see in our congregation?”
____________________________
Disclosure of Material Connection: I received this book free from the publisher. I was not required to write a positive review. The opinions I have expressed are my own.
I’ve been there and perhaps you have as well. Gathering with a church leadership team. Writing vision and mission statements. Drafting core values. Identifying strategies and action plans. And then nothing changes. The plans sit on a shelf or in a file. And cynicism sets in that anything can really change.
This book takes a different approach to these things. It focuses on transformational learning that involves not only information but acting upon, and then reflecting upon, what is being learned that drives further change. Perhaps most radically, the authors propose that transformation starts with us, the only people we really can change, and to face the truth that we are the number one obstacle to change in our families, churches and communities. Until we start facing the work that needs to happen within ourselves, addressing our own way of being, we can’t truly look for other change.
The work begins with re-connecting with core values. The authors talk about four key core values. Integrity means living a life conformed to God’s design where we keep our word and do our word and own up when we don’t. Authenticity means to stop hiding our true selves and managing our images and taking the risk to reveal the real persons we are. Courage begins with these risks and grows as we pursue risky obedience as we move out in mission. Love commits to insuring that no one wins unless everyone wins, not just ourselves and the people we like.
The work continues by shifting our mental models. The first of these cultivates a model of discipleship that shifts from making church members to moving as authentic communities into mission. In a chapter I found particular illuminating, it means moving a fuzzy fusion of responsibility where we are responsible for everything and nothing to a mature responsibility for our selves and to others, but not for others and their transformation. A significant amount of church dysfunction occurs in this area. It moves from a status quo mentality to one of creative tension in moving toward God’s emerging future. It means moving from committees or static “teams” to high performance teams with clear goals, complementary skills, a common approach and accountability.
They also address some additional tools leaders need as they lead through learning change. One is they become aware of the “vows” arising from past wounds that block us, and making new vows rooted in truth. Another, which draws heavily on Peter Senge’s learning organizations is moving from discussion to dialogue–from a clash of ideas to conversations where we learn together. Finally, they talk about moving beyond good intentions to real accountability.
I appreciated the approach of this book, that suggests that real transformation comes through the hard, and long term work of becoming the change, personally and in teams, that we want to see. A perspective that sees congregations as systems and becomes aware of how each of us contribute to those systems reveals why many change efforts don’t work.
This book is based on the work of Ridder Church Renewal and each of the chapters is linked to related web resources. The writers, which include a number of pastors who have been through the renewal program, illustrate from their own ministries and churches. The book is set up so that individuals or groups can use the book, and the reflection exercises in each chapter. Better yet would be to use this book as part of a coached process, because good coaches can “lean in” with people to do the hard things that lead to change, that we often just excuse with each other. For groups who have created visions and strategies of what “they” will do that just sit on the shelf, this book will help them wrestle with “how will we become the change we want to see in our congregation?”
____________________________
Disclosure of Material Connection: I received this book free from the publisher. I was not required to write a positive review. The opinions I have expressed are my own.
September 11, 2017
How do we effect change at a congregational level? What does it take to transform community? Jim Herrington and Trisha Taylor provided leadership to Riddler Church Renewal, a personal and congregational transformation process out of Western Seminary, working with pastors and congregations in the Reformed Church of America (RCA) and the Christian Reformed Church of North America (CRCNA). They developed a transformational model which is based on organizational theory, family systems, adaptive leadership, neuroscience, and biblical principles. In Learning Change, Herrington & Taylor, along with seven pastors who participated in the Riddler Church Renewal Process present the insights they’ve gleaned from their research.
Learning ChangeHerrington and Taylor’s co-contributors include: Michael DeRutyer, pastor of Midland Reformed Church in Midland, MI; Drew Poppleton, former pastor of Heartland Community Church in Lafayette, IN and current Ph.D. candidate at Fuller; Nate Pyle, pastor of Christ Community Church in Indianapolis, IN; Chip Sauer, pastor, Community Reformed Church of Charlevoix, MI; Jessica Shults, pastor of Standale Reformed Church in Grand Rapids; and John Sparks and Brian Stone, former co-pastors of Haven Church in Kalamazoo, MI.
Learning Change: Congregational Transformation Fueled by Personal Renewal unfolds in four sections. In part one, they outline their approach and make the case that transformation of a congregational system starts with personal transformation in the life of its leader. Poppleton writes, “In the beginning, I looked outward and assigned blame to the congregation. As it turns out, the problem was not them. I was waiting for others to change and complaining when they failed to do so. I needed to stop worrying about the speck in their eye and focus more on the log in my own eye. I needed to focus on the only person I could change: me”(47). This focus on personal development is explored throughout the rest of the book. The contention of Herrington & Taylor, et al. is that it as a leader begins to change, the congregational renewal they long for becomes possible.
In part two, they outline four core values for leaders to work on: Integrity, Authenticity, Courage, and Love. It is as leaders learn lifestyles of Integrity (conformed to God’s design), share our true selves, take risks and commit to love those in our charge that communal transformation begins to happen. Part three discusses mental models which enable us to shift our thinking about discipleship, personal responsibility, the power to change, problem-solving and systems thinking. Finally, part four provides ‘additional tools’ for personal leadership development.
There is a lot of good insights this book, and the authors draw on a huge range of resources from sociology, organizational leadership, discipleship, spiritual formation, and systems thinking. The leadership books I appreciate most are all focused on personal development, which is front and center here. The chapters are organized for leaders’ and lead teams’ use. Each chapter closes with suggestions for practice and reflection and links to resources from Riddler Church Renewal for going deeper (plus chapter bibliographies for additional resources). The contributors each illustrate their chapters with anecdotes from their own ministries. but they speak with a unified voice about how personal transformation.
This is a really solid approach to personal and corporate transformation. As I read this book, I was confronted with areas I still need to grow in, in my own leadership. I give this four stars. ★★★★
Notice of Material Connection: I received a copy of this book from Kregel Academic & Ministry in exchange for my honest review.
Learning ChangeHerrington and Taylor’s co-contributors include: Michael DeRutyer, pastor of Midland Reformed Church in Midland, MI; Drew Poppleton, former pastor of Heartland Community Church in Lafayette, IN and current Ph.D. candidate at Fuller; Nate Pyle, pastor of Christ Community Church in Indianapolis, IN; Chip Sauer, pastor, Community Reformed Church of Charlevoix, MI; Jessica Shults, pastor of Standale Reformed Church in Grand Rapids; and John Sparks and Brian Stone, former co-pastors of Haven Church in Kalamazoo, MI.
Learning Change: Congregational Transformation Fueled by Personal Renewal unfolds in four sections. In part one, they outline their approach and make the case that transformation of a congregational system starts with personal transformation in the life of its leader. Poppleton writes, “In the beginning, I looked outward and assigned blame to the congregation. As it turns out, the problem was not them. I was waiting for others to change and complaining when they failed to do so. I needed to stop worrying about the speck in their eye and focus more on the log in my own eye. I needed to focus on the only person I could change: me”(47). This focus on personal development is explored throughout the rest of the book. The contention of Herrington & Taylor, et al. is that it as a leader begins to change, the congregational renewal they long for becomes possible.
In part two, they outline four core values for leaders to work on: Integrity, Authenticity, Courage, and Love. It is as leaders learn lifestyles of Integrity (conformed to God’s design), share our true selves, take risks and commit to love those in our charge that communal transformation begins to happen. Part three discusses mental models which enable us to shift our thinking about discipleship, personal responsibility, the power to change, problem-solving and systems thinking. Finally, part four provides ‘additional tools’ for personal leadership development.
There is a lot of good insights this book, and the authors draw on a huge range of resources from sociology, organizational leadership, discipleship, spiritual formation, and systems thinking. The leadership books I appreciate most are all focused on personal development, which is front and center here. The chapters are organized for leaders’ and lead teams’ use. Each chapter closes with suggestions for practice and reflection and links to resources from Riddler Church Renewal for going deeper (plus chapter bibliographies for additional resources). The contributors each illustrate their chapters with anecdotes from their own ministries. but they speak with a unified voice about how personal transformation.
This is a really solid approach to personal and corporate transformation. As I read this book, I was confronted with areas I still need to grow in, in my own leadership. I give this four stars. ★★★★
Notice of Material Connection: I received a copy of this book from Kregel Academic & Ministry in exchange for my honest review.
July 16, 2017
Today’s book is provided by Kregel Academic and Ministry books. The provide the book, I provide the review.
Change. Within Christian circles, we cannot separate the idea of organizational change from personal growth—and this is the primary concept behind Jim Herrington and Trisha Taylor’s book, Learning Change.
At the outset, a couple of things need to be made clear. First, this is explicitly a Christian book—this is not a general organizational work or a self-help book. It’s based on work with churches and with Christians. Second, it is a deeper academic type of book. While it is not dry, it is jam-packed and references historical and theological concepts that one should know in church leadership. They are not always explained, so you’ll have to draw on other resources.
Now, to the meat: multiple authors are utilized to provide extra viewpoints. While that results in some unevenness—I found a few chapters better than others, but would not say any of them were ‘bad,’ just that some were better—diversity of viewpoints here is helpful. We get a better-rounded look at the church as an organization through the differing experiences brought to light. And, to be honest, a touch more diversity might have added depth, but the authors are drawn from those who worked deeply through the process.
This is the strength of this book. Rather than one pastor proclaiming what he did in one church and providing it as a template, the reader is given the results of a process used several times across multiple churches. The idea, as stated, was to show how change works outward from individual transformation.
So, if you want to see an organizational shift in the church—and a church is an organization, whether we like that label or not—then you start by helping the people in the church grow into what God has called them to be. From there, a true community of Christ-followers can form and that, in turn, leads to the organizational change we need for the church to be effective.
Does it work? I think it does. It’s not a book that you can read casually, but it is worth studying through.
Change. Within Christian circles, we cannot separate the idea of organizational change from personal growth—and this is the primary concept behind Jim Herrington and Trisha Taylor’s book, Learning Change.
At the outset, a couple of things need to be made clear. First, this is explicitly a Christian book—this is not a general organizational work or a self-help book. It’s based on work with churches and with Christians. Second, it is a deeper academic type of book. While it is not dry, it is jam-packed and references historical and theological concepts that one should know in church leadership. They are not always explained, so you’ll have to draw on other resources.
Now, to the meat: multiple authors are utilized to provide extra viewpoints. While that results in some unevenness—I found a few chapters better than others, but would not say any of them were ‘bad,’ just that some were better—diversity of viewpoints here is helpful. We get a better-rounded look at the church as an organization through the differing experiences brought to light. And, to be honest, a touch more diversity might have added depth, but the authors are drawn from those who worked deeply through the process.
This is the strength of this book. Rather than one pastor proclaiming what he did in one church and providing it as a template, the reader is given the results of a process used several times across multiple churches. The idea, as stated, was to show how change works outward from individual transformation.
So, if you want to see an organizational shift in the church—and a church is an organization, whether we like that label or not—then you start by helping the people in the church grow into what God has called them to be. From there, a true community of Christ-followers can form and that, in turn, leads to the organizational change we need for the church to be effective.
Does it work? I think it does. It’s not a book that you can read casually, but it is worth studying through.
October 3, 2017
Changes. A word that sounds every day in the conversations, we all want something different. A new perspective of seeing things, a new sense of life, etc. Leaders and ordinary people want change. Do you want changes in your church and personal life?
This book tells us about change, not a simple change, but a personal renewal that will impact the local churches.
The book is composed of 4 parts:
Part 1. The Keys to Real Change.
In this section, the authors presents the need and possibility of changing our lives
Part 2. Core Values: Reconnect to Our Intended Design
Integrity, Auntenticity, Courage, Love. A fundamental chapter to understand and apply.
Part 3. Mental Models: Shifting the Way We Think
Our responsibility in our emotions and thoughts, and how they influence our neighbors
Part 4. Additional Tools for the Journey: Equipping Ourselves for More Effective Leadership
Tools that will help us develop everything seen in part 3 and 4
This book will be very useful for leaders who are going through a stage where things are not going well. A stage of stagnation that can only be overcome by change. Grace works in our hearts, so that we are transformed every day. This book will take us to the Scriptures. We will be confronted, comforted and possibly some ideas take us out of our comfort zone.
Personally I enjoy the part 3 of the book.
I received this book through Kregel Publications for the purpose of writing a review, I was not required to write positive review.
This book tells us about change, not a simple change, but a personal renewal that will impact the local churches.
The book is composed of 4 parts:
Part 1. The Keys to Real Change.
In this section, the authors presents the need and possibility of changing our lives
Part 2. Core Values: Reconnect to Our Intended Design
Integrity, Auntenticity, Courage, Love. A fundamental chapter to understand and apply.
Part 3. Mental Models: Shifting the Way We Think
Our responsibility in our emotions and thoughts, and how they influence our neighbors
Part 4. Additional Tools for the Journey: Equipping Ourselves for More Effective Leadership
Tools that will help us develop everything seen in part 3 and 4
This book will be very useful for leaders who are going through a stage where things are not going well. A stage of stagnation that can only be overcome by change. Grace works in our hearts, so that we are transformed every day. This book will take us to the Scriptures. We will be confronted, comforted and possibly some ideas take us out of our comfort zone.
Personally I enjoy the part 3 of the book.
I received this book through Kregel Publications for the purpose of writing a review, I was not required to write positive review.
November 13, 2018
I thought it would be good because of the title, description, and author of previous books I've enjoyed. Unfortunately, the book is more of a group Doctoral project instead of anything directly from Jim Herrington. There are so many good books on congregational transformation out there. While this turned out to be a truly valuable process and experience for those directly involved, I didn't find it particularly helpful.
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