Whitney Congregational Church

It is apparent from the situation at the Whitney Congregational Church there are culture changes needed. The issue is how to bring about these changes that have evolved over many decades. The strength of a particular culture is based on the length of time a group has remained together, the group’s stability, and the learning process the group has experienced (Schein, 1990). Schein also found the strength of a particular culture is affected by the assumptions of those in leadership roles in a group.

The major barrier the Whiney Church members must overcome is to recognize and understand the issues they are facing. Kleingartner (2007) suggests a congregation must overcome those perceptions that could prevent change from happening. To effectively implement change, there must be a common and realistic understanding of the issues. From this understanding, decisions can be made by input from the majority of the congregation. The leaders of the church must interact with congregation members asking questions and opinions, with the understanding there may be competing values involved (Kleingartner, (2007). Once the members understand and agree on the issues they face, goals should be set, and mission and values statements articulated.

First, as pastor of the Whitney Avenue Church, my plan would include establishing goals and a clear mission statement for the congregation. Input and agreement from the majority of the congregation, clearly stating the mission, will be essential for the success of that mission. Currently, at the Whitney Avenue Church, there is no designated person or group to oversee and moderate any decisions or decision process. First and foremost, the elders of the congregation would need to assume the role of guiding the congregation. The elders have an established relationship, consisting of respect and knowledge, with those in the congregation and should be able to communicate effectively with them. To persuade the elders, my...