The ancient Greek philosopher Heraclitus is credited with a statement that we still believe today: “The only constant in life is change.” Today leaders often lecture on “embracing change” or being “change agents” in an organization. But the reality is that most people—employees and leaders alike—hate change. We value stability and predictability. Perhaps this is why over 70% of all change initiatives fail. And because we have such difficulty measuring change, over 50% of leaders don’t know whether organizational changes they initiate have succeeded. Change creates volatility, uncertainty, instability, stress, pressure, conflict and motivational issues.[1] Yet any leader will tell you that we must not only be willing to change, but be able to lead change and readily adapt to it.
The Apostle Paul was especially good at adapting to change, and taught New Testament believers the importance of this facet of leadership. He wrote to the church at Ephesus, “You were taught, with regard to your former way of life, to put off your old self, which is being corrupted by its deceitful desires; to be made new in the attitude of your minds; and to put on the new self, created to be like God in true righteousness and holiness” (Ephesians 4:22-24). Here Paul is connecting true change in a person to their surrender to Christ. As a Christ-follower they are a new creation, personally and spiritually. Indeed coming to faith in Christ is a catalyst for embracing and accepting change, because Christ is the One doing the changing.
What about other changes that we encounter that don’t involve spiritual rebirth? In Scripture we also find teaching on how to view and move through change that is hard for us to accept, process and eventually embrace. Here again, the Apostle Paul gives us a template for adapting to change. To the church at Philippi, Paul writes, “Brethren, I count not myself to have apprehended: but this one thing I do, forgetting those things which are behind, and reaching forth unto those things which are before, I press toward the mark for the prize of the high calling of God in Christ Jesus” (Philippians 3:13-14).
Breaking down these verses, consider first Paul’s focus. He writes, “but this one thing I do…” There’s a difference between “letting change happen to us”, and what Paul suggests, which is an intentional and thoughtful process to move from one way of doing things to another, or one place to another, or one role to another. One reason change can be so damaging is that in order to avoid it we’ll just take our hands off the wheel. Whatever happens happens. I can’t control it, so I’ll just close my eyes and hope for the best. This is how car accidents happen. And with change, the “hands off” approach keeps us from influencing the change and adjusting well to it. Instead follow Paul’s teaching and focus on it. Then…
Let go. Next Paul writes, “forgetting those things which are behind…” Change often forces us to release whatever value or significance we have placed in the past. Paul of all people had reason to value his past. He was a leading religious scholar, a man of high position, and of great authority. But he had negatives in his past as well that likely weighed on him. He had killed Christians and spoken out against Christ. The past for Paul was a twisted mess of intrigue and influence.
His admonition to himself, and to us, is to let go. Whatever you are changing from, set it aside. It’s impossible to reach a new destination by looking in the rearview mirror. Often we long for things to be the way they were. We liked our job the way it was. Our friend circle. The house we lived in. The neighborhood. Our daily routine. Generally people like to settle in to a lifestyle because it brings something that calms the heart and mind—predictability. To let go of what has been is to take our hands off the reliable and begin the process of establishing a new normal.
Look out. Next, Paul writes in addition to letting go, he is “reaching forth unto those things which are before…” When Walt Disney built Disney World, he constructed the massive 200-foot tall Cinderella Castle at the center of the Magic Kingdom. He called the castle a “wienie”. It was a sight that drew you in from a distance. Walt reasoned that at the time, Disney World was out in the middle of nowhere. People who drove hours to get there needed to be reassured that they’d arrived at something worth the trip.[2] And so it is with change—when we look ahead, we’re initially looking for reassurance that the destination ahead is worth it.
In order to find that reassurance, we must have a keen eye looking out to the horizon. This means we are focused on not only what will be, but what can be. Change is an opportunity to not only find a new normal, but to uncover new possibilities. This is the great benefit of change—finding positive elements to life and leadership that we would have never experienced if things had stayed the way they were. A new job teaches new skills. A new neighborhood gives new friendships. A new home yields a new view from the living room. A new policy means a new opportunity to connect with and serve a customer. We won’t realize these possibilities of change until we stop looking back and start looking out.
Dig in. Finally, Paul concludes by writing, “I press toward the mark for the prize of the high calling of God in Christ Jesus.” Paul doesn’t forget his overriding purpose in the midst of change. It doesn’t matter what happened before, or what is going to happen in the future. His mark hasn’t changed—he continually puts his path through life in the context of what Christ is going to do through him. So whether the change is good or bad, positive or negative, bright or dim, a step forward or a step back… Paul digs in. He keeps doing the main thing, which is living a life dedicated to Christ. For us, we do this in all facets, at home and at work.
If letting go talks about our head facing back, and looking out is about our head facing forward, then digging in is about keeping our head down. Once change is established, the best response of the leader is to get to the work of leading—his family, his work, his marriage, his relationships, his life. When we adapt to change, we are determining the best expression of ourselves going forward. And as Paul did, we press on toward Christ-likeness. Though change can bring unpredictability, and opportunity, it is a Christ-centered heart that can help us make the most of a new perspective.
[1] https://changing-point.com/organisational-change-management-statistics/
[2] https://www.cca.qc.ca/en/articles/issues/9/let-us-assure-you/32768/touring-the-architecture-of-reassurance
Cover photo: Shutterstock
Today leaders often lecture on “embracing change” or being “change agents” in an organization. But the reality is that most people—employees and leaders alike—hate change. We value stability and predictability.