RELEVANT CHILDREN'S MINISTRY

Tired of ministering the way you always have?  Tired of coloring inside the lines?  Tired of seeing the same boring results?  Tired of being stuck?  Tired of the same old same old?

It's time to be a disruptor.  It's time to disrupt what isn't working and pursue new, fresh ministry ideas that are connecting people to God.  It's time to shake off the dusty, outdated methods that no longer work and pursue new wine-skins.

We've all heard the statement - "If you do what you've always done, you"ll get what you've always gotten."  For some reading this, you're not satisfied with what you've always gotten.  You're ready for more.  You're ready for a fresh move of God.  You're ready to reach people more effectively.  You're ready to disrupt what's not working.

In the past few days, I've been reading about the massive disruptions that Disney World is initiating.  Here are a few of the disruptions that are coming.  BTW - Disney World is already a huge attraction with four separate theme parks that occupies over 25.000 acres and an annual attendance of 56 million people.

With that amount of success in place, you'd think they would be satisfied and move into maintenance mode.  Nope.  Not Disney.  They are disruptors. They are preparing to make Disney World bigger and more appealing than ever before.  They are spending billions of dollars to breathe fresh life into their theme parks.  Early estimates say Disney will spend $24 billion on new rides, attractions, hotels, etc.  Here are a few examples of the disruptions that are coming.

Epcot - new Guardians of the Galaxy roller coaster, new Ratatouille ride, Fireworks overhauled
  
Disneyland France - Frozen” land, “Star Wars” land, Marvel superhero land, “Iron Man” roller coaster

Disneyland Hong Kong - Avengers ride, Ant-Man attraction, “Frozen” land, “Moana” stage show

Hollywood Studios - Mickey Mouse ride, Toy Story land,  Star Wars land, “Star Wars” resort

California Adventure - Marvel superhero land, Pixar Pier

A disruptor mindset says "we will live the history of our organization while building its future."

Disruptors honor the past, but they don't live there.  They reinvent themselves to stay relevant and effective. 

When is the last time you disrupted your ministry?  It takes courage.  It takes wisdom.  It takes careful planning.  It takes dynamic communication.  It takes guts.

Disney, even with a mammoth budget, is taking a risk by disrupting what is currently in place. They are putting billions of dollars on the table for these new disruptions.  But they are confident it will make their parks even more appealing to families.

Are you a disruptor?  You can be.  Take a risk.  Color outside the lines.  Formulate and infuse new initiatives into your ministry.  Try something you've been contemplating.  Turn your attention to the future.  Replace what is tired.  Redo what is fading.  Update what is old.  Rethink what you're doing and why you are doing it.

I am not saying it will be easy.  People get comfortable over time and don't want to be moved outside their comfort zone.  Tradition doesn't like disruption.  Shaking up what has been in place for years takes wisdom.  

Are you a disruptor?  If not, now is the time to start.  A year from now, you will be glad you did.  And you'll be in good company.  Moses was a disruptor.  Nehemiah was a disruptor.  Elijah was a disruptor.  David was a disruptor.  Paul was a disruptor.  Jesus was a disruptor.

You can be a disruptor. 

Across the country, there are churches closing their doors or merging with other churches.  What once was a thriving, exciting church now is lightly populated with a few faithful people whose only praise reports come from previous decades.

Why is this happening?  Why are they on a steady downhill slide?  Why are these churches dying?   

In many, if not in all of these churches, are people who are clinging to the past.  Not willing to change what is obviously not working anymore.  All they know is what used to work is not working now.  But changing things up would take them out of their comfort zone and that is not something they are willing to do.

As time passes, the church gets grayer and grayer.  Rooms that used to be bustling with children now sit in silence.  The nursery, that used to be alive with the sounds of little ones, is never disturbed by those sounds now.

The silence of no crying...affirms that a church is dying. 

One thing is for sure.  If a church is clinging to the past, it will not last.  We are not living in the 1950's.  And when people walk into a church that is still operating like it is 1950, they have a hard time connecting with a day that is long gone.

These churches mean well.  They want to reach people.  They want to see the next generation come to Jesus.  They want their hallways to be filled with young families.  But not enough to make the changes that are necessary to stay relevant and effective.

We should honor the past.  Be thankful for the past.  Learn from the past.  But not get stuck in the past.

Recently, I visited a church that had no kids.  No babies.  No preschoolers.  No elementary kids.  No teenagers.  As I sat in their service I couldn't help but think about how their church is already dead and they don't even know it.  When the few gray haired members pass away, there will be no church left.

I know it's not always easy for older generations to change.  But they must.  They must realize that it's not about them.  It's about passing on their faith to the next generation.  It's about their children.  It's about their grandchildren.  It's about future generations.

Cling to the Gospel.  Cling to God's Word.  But let go of what is no longer effective.  If you don't, the ministry will not last.

Our message must not change...but our methods must change to stay relevant for today's families.

We must stay anchored to the truth, but be geared for the future. 

I drive by another church where I live on Sunday mornings and see the same 10 to 12 cars there each week.  What's sad is it used to be a growing, thriving church.  There used to be many young families attending.  There used to be an excitement and passion for families that you could sense when you walked in the doors.

But not anymore.  They are down to a small handful of people attending.  Few, if any kids are there.

Somewhere along the way, they decided to cling to the past.  Surely if their methods worked in the 70's, it will still work today.  But, sadly they are finding out the hard way that past success does not ensure future success.

That's why every week we must ask these questions.

• What is working well?  
• What needs to be changed or dropped?
• What are some stories about lives being changed this week?  

Are you willing to let go of the past, so your church will have a future?

Are you willing to stop spending time on what is no longer effective?

Are you willing to look forward instead of backwards?

Your church's best days can be now and in the future, if you're willing to spend more time looking out the front window instead of staring in the rear view mirror.

What's back there was good...in its day.  But what God has for your church in the future will be even better if you're willing to change and walk into the future. 

A few weeks ago, IHOP made a bold move.  They changed their name from IHOP to IHOB (international house of burgers).

It takes guts to make that big of a change.  But the leaders at IHOP were willing to take the risk.  You have to admire them for their courage to change and emphasize something different through this new name. 

IHOP was founded in 1958 and opened its first restaurant in Burbank, California.  This means they changed something that has been in place for the past 60 years.

What caused them to pursue this new direction?  CEO Stephen Joyce says, "Casual dining and family dining categories are big, but they are not growing.  We need to take share from other brands."

Traffic into the restaurant has been declining for the past two years.  Rather than ignoring this trend, the company is making big changes to turn that trend around.

There are some key lessons ministries can learn from this.  Let's talk about a few of them.

Honor the past, but don't worship the past.  IHOB has six decades of history.  They will continue to offer their breakfast menu, but will now emphasize burgers more than pancakes.  They will stay connected to their past, while working for the future. 

All across our country, there are churches that are plateaued or declining.  In many of these churches, they are unwilling to let go of the past.  They are still singing the same songs they sang 60 years ago.  They are doing ministry the same way they've done it for the past 60 years.  Their inclination to "do what we've always done" is signing their death certificate.

We should honor the past, but not worship the past.

What worked yesterday may not work today.  Emphasizing that you serve breakfast food has been profitable for them in the past.  But they have realized that it's not working as well today.  Foot traffic into their stores has declined.  They could continue to stick it out and hope for an upswing.  But that probably would not have happened.  

Churches across the country are declining.  Why?  Because they continue to do ministry the same way they did 60 years ago.  They watch as the congregation grows smaller and smaller with each passing year.  But they are not willing to make the necessary changes that are needed to bring life back into their church.  Instead, they just keep plugging away, doing the same old same old...with the same old results.   

Sometimes you have to take a risk if you want to grow.  Changing their name to IHOB was a risk.  But they were brave enough to take that risk for the opportunity to grow and expand.  When was the last time your ministry took a risk?  When was the last time you stepped out of your comfort zone?

Years ago,  I took a position as children's pastor at a church.  The church had a great history, but the children's ministry was tired and not growing.  This was reflected in the facilities and especially in the logo.  The ministry had a logo that had obviously been created on someone's desktop computer and the name they had chosen for the ministry was outdated and not relevant.

When I brought up the idea to update the name of the children's ministry and the logo, I was met with some opposition.  Some of the executive leaders felt it would hinder the "brand" the children's ministry had established in the community. 

It took awhile, but I was finally able to convince them it was a necessary change for the sake of the future of the ministry.  Yes, it was a risk, but it was a risk worth taking.  The change not only helped us breathe new life into a tired ministry, but it also got people excited about the future.  The ministry took off and started growing again.

A crazy idea can sometimes be the best idea.  Think about it.  Someone around the IHOB leadership table threw out a "crazy" idea.

"What if we changed our emphasis to burgers and changed the name to IHOB instead of IHOP?

I'm sure there were some gasps and smirks around the table at first.

"You are saying we should do what?"  

"We have a long history with our name.  I think it's too radical of an idea to change it."

I'm sure there was lots of debate and push back around their leadership table. But finally, someone agreed that they should try it.   Momentum began to build around the "crazy idea" and now it's becoming a reality. 

If churches want to grow, they are going to have to start thinking outside the box.  They are going to have to try some things that, at first, seem crazy.

This will happen when you create an environment where people feel comfortable sharing their ideas...even the ones that seem crazy when first mentioned.

Bottom line...if you want to experience crazy growth then you're going to have to try some crazy, new ideas. 

Past success doesn't guarantee future success.  Just because something worked well in 1970 doesn't mean it will work today.  When a church talks more about the "good old days" than about what God is doing now, it's not a good sign.

Churches must be willing to take a hard, honest look at what they are doing.  Are we growing?  What programs are on life support?  If people vote with their feet, what are they saying by their actions?

Expect opposition when you make a change.  I have noticed on Twitter, that they've already had some negative feedback.  That is to be expected.  Anytime you change something, there will be some opposition.  Change is hard for people.  It should be a process rather than a surprise.

Hold the ministry with open hands.  I have found out something about myself over the years.  I'm fine with changing something that someone else originated.  But I'm not as enthusiastic about changing something that I created or started.  And I have a feeling you are the same way.

But for the ministry to move forward and grow, I must hold it with open hands.  Realizing that it's really not my ministry, but God's.  I must stay in tune with His guidance.  The ministry should never be about our preferred way of doing things or our personality.  It should be about doing whatever is necessary to reach and disciple kids and families.  Even if it means changing a long-standing method of doing things. 

You can't grasp the future if you're occupied with hanging onto the past.  Remember...change is your friend.

Something interesting happened recently.  Warner Bros. / Time Warner released a new Lego movie called The Lego Ninjago Movie.  It was the third Lego movie released, but there was a problem.  It didn't do as well as projected.  It opened with $21.245 million in sales.  This is a huge drop compared to the previous Lego movies which opened with $69 million and $55 million in sales.

I'm sure producers are working through why this happened.  Was it because of the previews and reviews?  Plenty of online content already available for families?  Competing movies?  Maybe the movie just wasn't that good?

Or could it be that kids and families are growing tired of Lego movies?  Perhaps it just doesn't hold the appeal that the first movie did?  

One thing I've discovered over the years is this.  It's important to know when kids and families are getting tired of what you are doing.  If you miss the cues and plow ahead, oblivious to the fact they are done with what you're still doing, you risk losing them.

What are some signs you should watch for?

When kids and families grow tired of what you are doing, they begin voting with their feet.  This is the easiest way to know.  Kids and families start attending less frequently or stop coming at all.  Attendance begins to decline.  Or in the scenario mentioned above, they don't show up at the movie theater and ticket sales decline.

When kids grow tired of what you are doing, they begin looking around.  When kids are engaged, they look at what is engaging them.  When you lose their attention, they begin looking around.  They may also begin talking among themselves and start trying to entertain themselves.

When kids grow tired of what you are doing, you start hearing "this is boring."  When a kid says something is "boring," it means they are tired of it. 

When kids and families grow tired of what you are doing, they loose their enthusiasm.  There's no excitement, energy or passion.  Things seem flat and dull.  They just start going through the motions.

How can you avoid kids and families getting tired of what you are doing?

Constantly evaluate.  Is what we are doing working?  What needs to be adjusted?  Are the kids still engaged with this?  How can we improve?  Is there anything we need to stop doing?  Here's how I did this every week.

Watch the kids.  Are they engaging during the service?  Are they singing during worship?  What is their countenance when they come and leave?  Check out this post about how the most engaging children's television show ever made did this.

Monitor the ministry pulse.  Keep track of attendance.  Watch for trends and patterns.  Track key spiritual growth steps.  Keep a dashboard of things you consider key elements and indicators in your ministry.

Ask them.  Another easy way to tell if kids and families are tired of what you are doing is to ask them.  One of the best ways to do this is through focus groups.  You can read more about this in this post about kids' focus groups and this post about parent focus groups. You can also get feedback through an online survey.  

Don't make teaching series last too long.  I have found through experience that after 4-5 weeks, kids get tired of a teaching series.  I see teaching series that last 7-8 weeks and believe it is a miss.  You can sense after 4 weeks that kids are ready to move to something new.  I designed all of our teaching series to last a month and it kept the kids engaged.  Many of the teaching series are available now as instant downloads at this link. 

Be willing to change.  Once you see that kids and families are growing tired of something, you need to be willing to change what's not working.

I remember years ago, I started a mid-week program in a ministry I was leading.  For the first few years, there was a lot of excitement.  People voted with their feet and over 400 kids were attending on Wednesday nights.  But gradually, it began to lose momentum.  As people voted with their feet in the other direction, attendance began to wain.  I knew it was time to make a change and do something new and different.

There were a few people who wanted to hang onto the dying program and they let me know.  When this happens, the temptation is to continue doing for the few, what the majority is tired of. 

Don't make the mistake of continuing to do something that the majority of the kids and families are tired of just because a few vocal families want to hang onto it. 

Why?  Because when you hang onto something that needs to be released, it keeps you from experiencing the new thing God has ready for the ministry.  It also ties up resources that could be used more effectively.

Honor yesterday's ministry,  but don't let it rob you of tomorrow's blessings.

All across the country, you can find churches that are in the process of dying or have died and now sit empty.  How did it happen?  Somewhere back there, kids and families got tired of what the church was doing.  But church leadership either ignored the signs or refused to change.

Don't be that ministry.  Know the signs and make changes when needed.

Your turn.  The floor is yours.  What are some other signs kids and families are tired of what you are doing?  What are some other steps you should take to keep ministry fresh and exciting?  

Share your thoughts, ideas and insight with us in the comment section below.

You can walk into many children's ministries and it feels like you've stepped back in time.  It's like the ministry is frozen in time.

The songs are the same songs they sang in 1975. 

Flannel-graph is still used as a major teaching tool.

The decor hasn't been updated in decades.

Teachers communicate with lectures that far exceed kids' attention spans.

VHS tapes of Bibleman are playing in the background.

There is no check-in and security system.

Volunteers serve without background checks and some even serve alone in a room with kids.

Bulletin boards can be found in the hallways.

The ancient name "Sunday School" is still used to describe what happens on Sunday mornings.

Kids are told to sit quietly in rows of grey metal folding chairs.

It's as if social media hasn't been invented yet.

One-hour teacher meetings are held every week.

VBS is still called VBS.

Kids' choirs are accompanied by an organ.

Guests are asked to fill out forms by hand that are longer than doctor office forms.

The TV's still have large, heavy backs on them.

Curriculum still involves printed student booklets.

Using Captain Kangaroo as an illustration is considered cutting-edge.

There is little to no diversity.

Streaming is only something water does.

The ministry strategy is - the more programs we have and the more events we put on the church calendar, the more effective we will be.

Pre-teens are put in the same room as 1st graders.
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It's vital that we be willing to change as needed.
  

Our message is timeless...but our methods must be timely. 

This means we should constantly be evaluating what we are doing and how we are doing it.

Is our ministry effective?

Is it connecting with the kids?

Are kids excited about being a part of it?  

Are we still reaching unchurched kids and families?

Are we knowledgeable about today's kid culture?

Are we attracting young, Millennial parents?

Don't be frozen in the past...be focused on the future!

An example of this is the Borders chain of bookstores.  Borders was founded in 1971 by the Border brothers.  The company was highly successful through the 1990's.  But then they got stuck.  They developed their website and online sales too late in the game.  They continued to focus on CD's and DVD's while customers were shifting toward digital delivery of content.  In store sales dropped as people began to buy more hard copy books online and ebooks became popular.  Eventually they had to file bankruptcy and close all their stores.

I believe this is one of the biggest dangers of being frozen in time.  Eventually it causes you to become irrelevant and one day you look up and there is no one left.  Empty church buildings across the country are testimony of this.

Learn from the past.  Honor the past.  But don't get stuck in it.

Your best days of ministry are ahead of you!  God is ready to do a new work in you and through you!  Don't become frozen in time! 

Last week I was at a church that is preparing to enter a $10 million dollar building project.  I watched as the Pastor introduced this massive change to the congregation.  He did a masterful job.  From observing this, I learned 7 keys about leading change.

Key #1 - Honor the past.  He took the people back to the past and showed how God had blessed their church when they stepped out in faith to follow the vision God had for them.  He honored past pastors, past building projects, past growth and past steps of faith.  Before you introduce future change, honor people for being willing to change in the past.  This reminds people that change has always been a part of their journey and this new change is just part of what they have always been about. 

Key #2 - Ask the right questions and listen.   Great leaders initiate change by asking the right questions and then listening.  The Pastor had asked extensive questions to a wide array of church members.  Where do you think the church is right now?  What do you think it would take for us to reach more people?  How do you think we can be more effective?  What obstacles do you see hindering the church from moving forward?  An effective vision originates from asking great questions.

Key #3 - Put the vision in writing.  The vision was clearly stated and explained in a brochure.  Details, timelines and plans were shared.  Show people in writing where you are taking them.  Clear communication is an essential part of effective change.
                                              
Key #4 - Share why the change needs to happen.  The Pastor showed that the current services were 85% full.  In order to continue growing, they would have to expand the seating capacity.  He showed that the student ministry room was overflowing on Wed. night and needed more room.  They had even used a drone to film the parking lot and show guests pulling in and then leaving after not being able to find a parking space.  He reminded them that their mission was to reach people with the Gospel and this is why they must continue to grow.  The "why" of the vision must be the primary motivating force for the change.

Key #5 - Share the benefits that will come from the change.  He provided a list of positive benefits that would come from the change.  They would reach more people.  They would have sufficient room for Bible study.  It would be easier for guests to navigate the building.  They would have better parking.  People want to know how the change will benefit the ministry.  Show them.  When people see the benefits will be worth the sacrifice needed for the change to happen, they will get on board.
 
#6 - Get key leaders on board before taking it to the masses.  The Pastor was surrounded by key lay leaders in the church that he had already shared the vision with and got on board.  He had some of them get up and share why they were on board with the vision.  When people see that the key lay influencers of the ministry are on on-board with change, they are much more likely to get on-board as well.

#7 - Expect there to be some opposition.  I couldn't help but smile when the Pastor announced that it would cost $10 million dollars for the vision to happen.  An older lady sitting in front of me gasped, put her head in her hands and started shaking her head in disagreement.  It is natural to have some opposition when you introduce change.  Change moves people out of their comfort zones and into unfamiliar territory.  This is scary for some people and so they resist.  Don't take it personal.  They are simply struggling with being uncomfortable. 

How do you respond to opposition?  Stay humble and invite open dialogue.  The Pastor encouraged those who had questions or concerns to come and talk with he and the other leaders.  In fact, he announced a special time that would be set aside for this.  The people who oppose the change simply want to be heard and know you care about them and their concerns.  When you invite open dialogue, you help break down resistance to the change.  

That's what I learned watching this change start last week in real time.  What are some things you've learned about leading change effectively?  What are some do's?  What are some don'ts?  Share your thoughts with us in the comment section below. 

Each month we do a poll about a relevant topic.  If you are reading this on the website, you can see it to the right of this post.

The most recent poll asked the question, "What is your biggest volunteer challenge?"  There are 5 answers to choose from.  You can see from the votes how they ranked.  Let's take a look at these challenges and talk about some ways you can overcome them.

#1 - Showing up late.  I was reading a recent post on Facebook, where a leader was asking for advice about what to do regarding an awesome volunteer who is habitually late.  Once the volunteer finally gets there, she is amazing.  She just can't seem to get there on time.  We all know what that's like.  You are waiting on a volunteer to open a classroom, praying they will get there any minute.  Not a fun spot to be in, is it?

What should you do? 

• Set clear expectations up front.  When you bring someone on your team, emphasize the importance of being on time and being prepared.  High expectations lead to high performance.

• Elevate the importance of the mission.  Constantly remind volunteers how critical what they do is.  This is life and death.  The mission deserves our very best.  This has to be ongoing.  Remember, vision leaks.  You have to continually refill it.  

• Have a huddle that you ask people to be at before they start serving.  The huddle should include laughter, a short time of teaching, prayer and more.  You can read about this here. 

• Have a monthly drawing for a gift card for people who are on time.  Each time you arrive on time, you get to enter your name into the drawing.

• Have a courageous conversation when needed.  If a volunteer continues to be habitually late, it's time to sit down with him or her.  This conversation should be founded not in condemnation, but in challenge.  It must also be grounded by relationship.  When someone knows you care about them...not just about what they do, it opens their heart to receive your instruction.   Find out why they are late.  They may be going through some extenuating circumstances.  Ask how you can help them. 

#2 - Lack of preparation.  It is frustrating to watch a teacher stumble through a lesson unprepared, isn't it?  It is frustrating to see a small group leader trying to figure out the next activity while the kids create their own activity, isn't it?  It is frustrating to have a preschool leader asking how to do a craft that you sent him or her clear instructions about, isn't it? 

What should you do?

• Set clear expectations up front.  When you bring someone on your team, emphasize the importance of being on time and being prepared.  High expectations leads to high performance. (yes - same as in #1)

• Elevate the importance of the mission.  Constantly remind volunteers how critical what they do is.   This is life and death.  The mission deserves our very best.  This has to be ongoing.  Remember, vision leaks.  You have to continually refill it.  (yes- same as in #1)

• Make sure you're getting the materials, lesson, etc. to your team well in advance.  The more time you give them to prepare, the easier it is to hold them accountable.

• Create a feedback culture.  When a volunteer knows you want to see them grow and improve as a leader, they will be receptive to feedback.  In fact, if they know you truly have their best interests in mind, they will ask you for it.  This gives you an opportunity to coach them about preparedness.  Here's more insight on giving feedback.

• Provide them with preparation tools.  The person may simply lack the understanding of how to prepare properly.  Give them tools that will help them in their preparation. 

#3 - Retention.  It is normal to have some volunteer turnover.  Life happens.  People get sick.  People move.  People's work schedules change.  These things are unavoidable.  But outside of these reasons, a healthy children's ministry will retain a high percentage of their volunteers.  If you're having a lot of turnover, there are some things you can do to overcome this.

What should you do?

• Make sure people are serving in their sweet spot.  When people are placed in a role that lines up with their gifts and passion, they will go the distance. 

• Create a culture of family.  I believe the biggest reason volunteers stop serving is because they don't develop any relationships with the people they serve with.  Relationships is the super glue that keeps people serving.  Read this article for help.

• Help volunteers serve from the overflow.  Just like you stop and get gas for your car so it doesn't quit running, you must make sure your volunteers are getting their spiritual tanks filled. Make sure they are attending worship each week.  Make sure they have some weeks off.  Don't ask them to stay over and serve extra services. 

#4 - Consistency.  Trends show that people are still attending church, but less frequently.  And if you are not intentional, this can bleed over into their serving as well.

What should you do?

• Establish which roles require people to serve every week.  There are some roles you may want to ask people to serve every week in.  There may be others that do not require this.  

• Honor faithfulness over talent.  What you emphasize and honor becomes important. 

• Promote those who are faithful.  God's Word is very clear that faithfulness leads to more influence.  Be consistent with a little and you will be given more. 

#5 - Vision buy-in.  God has given you a big vision for the ministry.  You want to reach more kids, make some crucial changes, try a new curriculum, remodel some areas, drop some outdated programs, introduce some new ones and more.  But how do you get Sister so and so, who has been volunteering in the ministry before you were born, to buy in?  How do you get people who are eyeing you suspiciously to get on board?

What should you do?

• Make sure the vision lines up your Pastor and leadership's vision.  Your first priority is to take their vision and translate it into children's ministry.  That's the starting point.  If you're in a situation where this doesn't line up, you're in the wrong place.  A vision that is not grounded in unity will falter and rightly so. 

• Start with a small circle and get the buy-in of key influencers.  I have watched great leaders do this successfully when they were moving the church toward a big vision.  They start with a small circle and move outward from there.  You can read more about this in my book If Disney Ran Your Children's Ministry.

• Show them the benefits of the vision.  People resist a vision because people don't like change.  Change takes people out of their comfort zone and frightens them.  They have security in the way they've always done things.  You must show them the potential that lies in the new vision.  Point them toward something so great and beneficial, that it compels them to take a risk.  

• Include them in helping formulate the vision.  People will buy into a vision that they had a part in formulating and creating.  People simply want to be heard and contribute.  Give them a voice in the vision.

Your turn.  The floor is yours.  What are some other challenges you face with volunteers?  What are some other tips for overcoming the challenges listed above?  Share your thoughts with everyone in the comment section below. 

Are you like me?  Sometimes I don’t take time to update the operating system and apps on my mobile devices.  It’s easy to ignore updates for a variety of reasons - too busy...procrastination...being satisfied with the way things are.  I can get by with this for a while, but eventually it catches up with me.  One of my devices is an iPad 1.  Yes...it’s ancient.  There are many apps and games that won’t work on this iPad because the operating system is out of date and the new stuff isn’t compatible with it.  The result...I am limited on what I can do with this device.  If I want to have access to the latest apps, I must replace it with a newer one.

There’s a principle in this for us.  If we’re going to stay relevant and operating at peak level, we must constantly update our ministries and when needed, replace what’s not working with something newer.  I know it’s not always convenient to update.  Ministry is like a moving train, isn’t it?  Sunday always returns...and you’ve got to be ready.  Always looking ahead...preparing for the next Sunday, event or program.  But it’s vital to take time to evaluate and update.  It takes intentionality.
Our church is multi-site with nine campuses at the time of this writing.  My role is to look after the children’s ministry as a whole.  We have a children’s director at each campus.  Each Monday they send me a brief report about the weekend.  Here’s what I’ve asked them to share.

What is one thing that went well this past weekend?  I ask this question to find out what’s working.

What is one thing you noticed that you can improve?  I ask this question to find out what needs to be tweaked, changed or dropped.

Is there a story about a kid’s or family’s life that was impacted?  I ask this question to find out what is bearing fruit, to remind us of “why” we do what we do and to celebrate life change.

I meet with the directors together as a group every other week.  Part of our meeting is discussing what is working well, what needs improving and what needs to be changed?  Once a month, I also meet individually with each director to talk about what needs to be improved or changed at their campus.  Then twice a year, we spend extended time in strategic planning.  A big part of this time is spent questioning everything we do.  We take every part of our ministry and ask these and other questions.

• Does this still correlate with our goals?
• Is this still helping us accomplish our purpose?
• Is this overlapping or duplicating something else we are doing?
• Are we seeing lives changed through this?
• Is it working?
• Does it need to be tweaked or adjusted?
• How can we improve it?
• Do we need to stop doing it?

Children’s ministries must be willing to change if they are going to continue to reach kids and families at an optimal level.  Letting go of what’s not working makes way for what does.  One reason our church has grown over the years is because the leaders have been willing to change.  We came to the point years ago where we realized we needed to make some changes in our worship.  Some of the newer, contemporary songs we moved to were louder and a different style than the hymns our older members grew up with.  But they realized it wasn’t just about them.  They realized it was about being willing to change to reach the next generation.  The chairman of our elder board reflected their heart with these words. “It’s not my style of music, but when I look over and see my grandkids worshiping and passionately engaging with Jesus, I realize that is what is most important.  Reaching the next generation is what matters most.”

Show me a ministry that is dying and I’ll show you a ministry that has refused to update.  Show me a ministry that is thriving and I’ll show you a ministry that is willing to update for the next generation.

This is an excerpt from the chapter "Change Like Disney" in the new book If Disney Ran Your Children's Ministry.  You can get your copy now at www.kidminmouse.com. 

Has your children's ministry plateaued or is it not growing like you think it should be?  I believe the big key to sparking growth lies in one word.  Here it is.

CHANGE. 

Listen to what Walt Disney said.

“We can ill afford to rest on our laurels, even to pause in retrospect.  Times and conditions change so rapidly that we must keep our aim constantly focused on the future.”  -Walt Disney

Walt Disney always had one foot in the past, because he loved the nostalgic, and one foot in the future.  He was constantly seeking and integrating new technologies that improved what he did.  A great example of this is Disney’s commitment to not only maintain, but also update many of the classic rides in their parks to keep them relevant.  An example is the ride, Pirates of the Caribbean, that was recently was updated.  Enhanced special effects were added including new cannons with water-based smoke and strobe.  New scents were added to experience in different areas of the ride.  The audio animatronic figures were rebuilt and fitted with new costumes to appear even more realistic.  Captain Jack Sparrow was added a few years ago as well.

Another example of an update is Peter Pan’s Flight, one of the most popular rides, which recently added a new interactive queue.  The queue takes guests through the Darling home, as Mr. and Mrs. Darling get ready for a night out!  Tinker Bell makes an appearance, as does the Darling’s beloved dog, Nana.

Disney not only updates rides, attractions and shows, they also replace the ones that aren’t popular or have run their cultural course.  Here’s an example.  Not long after Disneyland opened, Walt opened an on-site circus show.  He set up two huge circus tents on the edge of Fantasyland.  Two 75-minute performances took place every day, featuring acrobats, aerialists, wild animals and the Mouseketeers.  Guests voted with their feet and it was unpopular.  After a series of mishaps, Walt shut the circus down after just a few months.

Here’s another example.  In Epcot, Norway the Maelstrom ride, which first opened in 1988, has been replaced with a new “Frozen Ever After” attraction to make it culturally relevant for today’s kids.  These are just a few examples of the many rides, shows and attractions that have been closed or replaced over the years.

“Disneyland will always be building and growing and adding new things...new ways of having fun, of learning things, and sharing the many exciting adventures which may be experienced here in the company of family and friends.”  -Walt Disney

Children’s ministries that want to be successful must operate in the same mode.  They must be willing to change or replace what’s not working and constantly be looking for ways to improve what is working.  There are many ministries that were thriving in the 70s and 80s that are now just a shadow of what they used to be.  Ministries that were reaching young families that now rarely hear the sound of children in their hallways.  What happened?  They were unwilling to change.  They are still operating like it’s the 70s and 80s and are dying a slow death.

Ministries that are bent on preserving the past are struggling...ministries that are committed to reaching the next generation are thriving.  Ministries that are more concerned about singing the songs they grew up with than they are connecting with today’s kids aren’t growing...ministries that have changed their music to resemble what kids are hearing on the radio today are reaching them.

Past traditions are important...but change is the dynamic that sparks growth.

Is your ministry changing?  Is it adapting?  Does it speak the language of today’s kids or is it stuck in the past?  We must be open to new ideas.  We must hold the ministry loosely and not be tied to philosophies or programs that are no longer effective.  We’ve all seen people who are stuck in their ways and refuse to change.  Don’t be that guy.  Stay anchored to the truth, but geared for the current culture.  Honor the past...learn from the past...but always be looking to the future.  Stay thankful for the past, but don’t let it dictate the future.  You can’t reach for something new if you’re holding onto the past.  The rear-view mirror is for glancing...not staring.  Don’t get trapped in the past.  Focus on what’s ahead of you.  That’s why your front windshield is bigger.  Remember...

The last three letters of trend are E-N-D.

This is an except from the new book If Disney Ran Your Children's Ministry.  You can get your copy today at www.kidminmouse.com.

Does your children's ministry need some much needed change?  Here's 7 steps to leading through it.

If you'd like a copy of this infograph, feel free to email me at dalehudsoncm2@gmail.com.

When you step into a new children's ministry role, you normally inherit a team of volunteers that you didn't build.  Rather, you inherit your predecessor's team.

Being in this situation several times, I've discovered 5 keys to effectively leading a volunteer team you've inherited.  Some of these I have learned the hard way through mistakes I've made.  I trust it will be a help and encouragement to you if you're in a new leadership role now or in the future.

1. Love. 
People don't follow a title...they follow someone they know cares about them.  Initiating change is not your first priority in a new role.  Your first priority is getting to know the people on the team and showing them you value them.  This comes from spending time with them.
 
2. Listen.
Instead of coming in with answers...come in with questions.  Ask the right questions and then simply listen.  When you allow your new team to provide input, you will gain their buy in. 

3. Learn. 
You will have limited knowledge coming in.  It's important to learn and get a clear picture of the team you've inherited.  Take the answers from the conversations you've had in step 2 and evaluate where the team currently is.

4. Let go.
Often some volunteers are looking for an excuse to quit and a leadership change is the window they were waiting for.  If you've followed steps 1-3 and some volunteers leave, be okay with it.  Let them go.  They are probably not the right fit for where the ministry needs to go and will slow down progress if they stay.

5. Lead change slowly.
Finally, you must reshape the team based on the direction the ministry needs to go.  Just remember, you're leading a moving train.  You have to maintain stability while preparing for the future.  This takes wisdom.  Bringing too much change too soon can cause a train wreck.  Start with some small changes and get some wins under your belt before trying to implement big changes.

Do you feel like your ministry has been boxed in?  That you're being constrained and the ministry is being held back from getting to the next level?

If you're boxed in...here's how to bust out.

#1 - Bust out of the box of the past by being willing to change.  Here's the interesting thing.  What used to be "outside the box" eventually becomes "inside the box."  Past successes, traditions, ideas and attitudes will eventually box you in if you are not willing to change.  Look closely at ministries that are in decline and you will see this is usually the root cause.  You must be willing to let go of what is obsolete. 

To sum it up...

If you are unwilling to let go of the past, you will become boxed in by the past. (tweet this) 

#2 - Bust of the box of the past by being generating new ideas, methods and approaches.  #1 creates a culture that enables #2 to happen.  A culture where questions are encouraged.  A culture where new ideas are welcomed.  A culture where taking risks and trying something new is the norm.  A culture where innovation is valued more than tradition.  

#3 - Bust out of the box by staying hungry.  Help your team understand that busting out of the box is critical for the future.  Be thankful for what God has done in the past but always look to the future.  Never settle for the status-quo.  Don't settle for pursuing yesterday's agenda.

In summary, if you want to bust out of the box, then be willing to let go of what doesn't work and purposely create what will.  So what are you waiting for?  Your next level of ministry is waiting for you...just outside the box you're sitting in.

There are a lot of things you can do as a children's pastor.  But if you want to be highly effective, here's 5 you need to focus on.

Invest in people.  The best children's pastors invest in people.  They help people discover their gifts and maximize their potential.  They are equippers more than they are doers.  

Inspire people with vision.  The best children's pastor's constantly point people to the vision.  They are big on vision and articulate it clearly.  

Gather feedback.  The best children's pastors actively seek feedback.  Through team meetings and one-on-one conversations, they gather feedback that is clear, honest and constructive.  They use the feedback to move the ministry forward. 

Listen.  The best children's pastors ask questions, pose problems and challenges and enlist everyone's voice to generate answers.  They focus more on asking the right questions, knowing that from this the right answers will come.

Change as needed.  The best children's pastors are open to new ideas and change.  They stay out of ruts by being willing to adjust what's not working or needs to be improved...even it it was something they originally created.  

Do you want to move your children's ministry forward?

One big key is this.

FORGET THE PAST.

Paul said it like this.

"Not that I have already obtained all this, or have already arrived at my goal, but I press on to take hold of that for which Christ Jesus took hold of me. Brothers and sisters, I do not consider myself yet to have taken hold of it.  But one thing I do: Forgetting what is behind and straining toward what is ahead, I press on toward the goal to win the prize for which God has called me heavenward in Christ Jesus."  Philippians 3

There is a natural bent toward looking back, isn't there?  We find security in past accomplishments and accolades.  Our confidence is closely tied to our past successes.

The problem is this.  Dwelling on the past...relying on the past...focusing on the past...is a slippery slope to contentment.  And from contentment comes plateau or even decline.

What brought your children's ministry to where it is now won't take it to where it needs to go tomorrow.  Yesterday is not tomorrow.  Things are changing and so must you if you want to move forward.

All across the country, you will find children's ministries that are in decline.  In most cases, it can be traced back to one thing.  They haven't been willing to forget the past and look to the future.  For them, protecting the past is more important than pressing forward.  And it's glaringly obvious.

Do you want to move your children's ministry forward?  A better question is this.  Are you willing to do what it takes to move your children's ministry forward?  Are you willing to lay everything on the table and take a hard look at what is stopping you from moving forward?  Are you willing to let go of the past and look to the future?

Are you willing to...

1.  Hold everything with open hands?  The message is sacred...the methods are not.

2.  Examine everything you are doing every year?  Is it still effective?  Is there a better way?  What should we do differently?

3.  Take a risk?  Jump out of the comfort zone of the past and into the risk of change.  Change is where forward movement is found.

Don't let dwelling on the glory days of the past keep you from discovering the story God wants to continue writing through you tomorrow. 

A name is coming to mind right now as you read the title of this article. 

You know...the person who always approaches you with a negative word.  The person who throws cold water on the new idea.  The person who is quick to remind you that "we tried that before and it didn't work."  The person who opposes the vision God has placed in your heart for the ministry.

Don't worry...you're not alone.  Every ministry has a Debbie Downer.  It's just part of being a leader in ministry.  No matter what you do...there will be a Debbie Downer who wants to halt progress.

But you can't let the negativity of this person derail the growth and forward movement God wants to bring to your ministry.  And as the leader, you've got to overcome the roadblocks negative people drop in the pathway of progress.

Here's 5 ways to lead past negativity.

Bring the facts.  Be ready to show the stats that prove why this change must be made.  An example would be showing that your attendance has plateaued or is in decline.  Let the facts speak for themselves.  Hard evidence will counter negative opposition.

Meet the status quo head-on.  A lot of negativity comes from someone not wanting to move out of their comfort zone.  Change is hard for people and brings out insecurities.   Counter this with the consequences of letting the status quo continue.  Help them see why they must move the boat away from the dock and into deeper waters. 

Challenge sweeping statements.   You'll hear statements like, "If it ain't broke..." or "we're doing okay" or "things are fine the way they are."  Anticipate these type of statements and be ready to challenge them.

Show how everyone will win.  Negative people tend to dwell on the past.  They rarely look into the future. Your biggest tool for overcoming negativity is vision.  Help people see the end result and how they will benefit.  

Focus on the goal instead of winning the argument.  Your goal is not to "win the argument" with the negative person.  The goal is to bring them along with you on the journey.  The natural trajectory with negative people is to turn it into something personal.  Don't fall into this trap.  Make it about the vision and direction rather than about personal agendas.

Your turn.  The floor is yours.  What are some other tips for overcoming Debbie Downer?  Share your thoughts with us in the comment section below.  And please...don't list the names of your Debbie Downers.  They might read this.  No need adding fuel to the fire.  Just kidding.

Do you want to see your ministry bear more fruit?  It may require some pruning.

I have a tree in my front yard that is growing quickly.  It started just a foot tall and is now over my roof line.  One reason is because I prune it on a regular basis.

If you've grown plants or trees or other types of greenery, you know how important pruning is.

Pruning by definition means to remove dead or overgrown branches or stems...to slim down...to make reductions...to make cutbacks.

Jesus used pruning in John 15 to show us how to be more fruitful as Christ-followers and ministries.  But pruning can't be done randomly.  It involves a clear strategy.  Here's some steps to take when you're ready to prune.

Identify what is bearing fruit.  Notice what Jesus said.  He said to prune the branches that are bearing fruit.  Identify what is working well in your ministry.  Identify what God is using to reach people.  Identify what is God using to grow people's faith.  Identify what is God using to change lives.  These are the branches that you want to keep resources, volunteers, time and energy flowing into. 

Identify what is not bearing fruit.  What is not growing?  What is being perpetuated that is not effective?  What is being kept alive because sister so and so started it in 1978?  What is still happening simply because "we've always done it that way?"  What is no longer culturally relevant but is operating in a comatose state because of resistance to change? 

Explain why you need to prune.  The reason you prune is so the fruit-bearing branches can get the nutrients and minerals they need to produce even more fruit.  Bottom line...if you want to see lots of fruit, you have to send the resources to the fruit bearing branches.

The plethora of good ministries that you are trying to grow may be keeping you from growing a few great ministries.  The multiple programs you staff with a few volunteers each may be keeping you from staffing a few programs with lots of volunteers.  The long list of events you are pulling off each year with mediocrity may be keeping you from pulling off a few events with excellence.  Your budget that is spread across multiple strategies may be keeping you from adequately funding one or two great strategies.

Prune at the right time.  Timing is important in pruning.  You have to be strategic about when you prune.  For trees that bloom in spring, pruning is best done when their flowers fade.  Trees and shrubs that flower in mid-to-late summer are best pruned in winter or early spring.

The same applies to ministry pruning.  You must be wise about when and how you prune.  Don't make the mistake of rushing in and pruning without counsel or process.  I've made this mistake in the past.  In my zeal to see more fruit produced, I either ran over people or didn't take the time to bring people along and help them see the "why." 

Master pruners make pruning a process instead of a surprise.  They strategically communicate to the right people at the right time.  They get the right people on board and gather momentum before starting the pruning.  

Pruning without knowledge or due process can result in damage rather than more fruit.  Make sure you prune at the right time with the right people by your side.

Be prepared for resistance.  I also have very tall palm trees in my front yard.  They grow branch shoots at the top that have to be trimmed.  This is not always an easy task as they grow in between the larger branches and can be hard to get too.  They are also difficult to cut through at times.  Then after I cut through them, they can get hung up in the healthy branches as I try to drag them out of the tree.

One thing is for sure...when you start pruning, there will be resistance.  No matter how much you communicate the "why" there will be someone who just doesn't get it and will resist.  People simply don't like change...and pruning is change.

But you can't let the resistance stop you from pruning.  The health of the plant is at stake.  Bearing more fruit must take precedence. 

Remember that pruning isn't one and done...it's a continual process.  Pruning must be done on a regular basis if want to remain fruitful.

That's why each year you must evaluate everything you do.  That's why you must ask the hard questions about the ministry on a regular basis.  That's why you must be willing to shift and adjust often.

Be willing to prune everything...including "your" branches.  I have found that it's easy to prune something that someone else started or grew...not so easy for something that I personally started or grew.  Are you same way?  But we can't bear much fruit if we follow this mindset. 

People that bear much fruit hold the ministry with open hands.  They detach the ministry from personal agendas,  preferences or personalities.

Pruning means you must die to yourself and put the fruit bearing of the ministry first.

Get ready for more fruit!  The result of pruning?  The parts of the plant that are bearing fruit get more nutrients which results in more health and more fruit.  Check out what Jesus said in John 15.

He prunes the branches that do bear fruit so they will produce even more.  John 15:2

Years ago, I was taught that if you want to bear fruit in ministry then you need lots of branches.  The more ministry branches you had...the more fruit you would bear.  But over the years, I found the opposite to be true.  If you want to bear lots of fruit, then prune your ministry on a regular basis.

Take an inside look at the ministries across the country that are bearing more fruit and you will see that they are pouring their time, energy, volunteers and resources into a few branches that are bearing lots of fruit.

And...they are relentless pruners.

I am often asked by younger leaders, "How do I lead people who are older and more experienced than I am?"

Now that I'm in my late 40's and have been leading for over 26 years, I don't face that situation quite as often.  But I can definitely relate to it.  Seems just yesterday, I was a young leader interacting with people who had been doing ministry longer than I had been alive.

Looking back, here's some tips I wish I'd known.  I trust it will be a help to younger leaders who are reading this as well as older leaders who want to encourage the next generation.

Create teamwork through collaboration.  Since you are younger and less experienced, people will not always trust your ideas and opinions.  The key to overcoming this is collaboration.  Don't just shove ideas and initiatives down from the top.  Instead, gather ideas and opinions from people, work through them together and then move forward with what rises to the top.  Collaboration will help you create the teamwork you need in place as a young leader. 

Gain knowledge through feedback.  Your lack of experience will naturally lead to people questioning your expertise, skill and knowledge.  Make this an advantage instead of a disadvantage through feedback.  Be intentional about asking for feedback about your performance and seek ways to digest and implement it.  Older leaders will not think less of you for this.  In fact, it will cause them to respect you and follow you. 

Build trust through integrity.  Older leaders will struggle to see you as a role model since you don't have a proven track record.  Start building a track record people can trust by walking your talk, keeping your promises and being honest. 

Deepen relationships through care.  Older leaders will not open their heart to you because of your title.  They will open their heart to your leadership because they know you care about them.  Show them you care by taking an interest in them personally and investing time in them.  Show them you care more about them as a person than about what they do.

Encourage through inspiration.  Sometimes older leaders struggle with complacency, discouragement and even burnout.  As a young leader, you can tap into the excitement and energy of your youth to inspire them.  Help them break out of the box they may be in and help them stretch for more.

Honor the past while pointing to the future.  Older leaders tend to reflect on the past.  This will be heard in statements like "we've always done it that way" or "we tried something like that and it didn't work" or  "we don't like change" or "remember how great it was when."

If you disregard or refuse to honor the past, older leaders will not follow you into the future.  The future is built on a foundation of gratitude for the past.

The floor is yours. 
Are you a young leader?  
What are you thoughts?  
What other questions do you have?
Are you an older leader?  
What other advice do you have for younger leaders?  
Share your thoughts in the comment section below.

Being an effective children's ministry leader involves much more than being able to teach kids.  If you really want to succeed, here's 10 skills to focus on.

1. Time management
Children's ministry is very time consuming.  Sunday always returns and you've got to be ready.  Add to that events, volunteer management, guest follow-up and a host of other responsibilities, and you've got a full plate.

And many children's ministry leaders serve in a part-time or even volunteer role.  They are juggling a full-time job while giving as much as they can to their children's ministry role.

With this comes the necessity of managing your time well.  If you struggle in this area or want to improve, there are lots of great time management books and online resources that can help you.

2. Delegation
Your success as a children's ministry leader hinges on your ability to delegate.  Narrow what you do to the few things that will have the most impact and give away the rest.  If you don't, you will become the lid that holds the ministry back.

3. Conflict management
There will be conflict.  You can count on it.  Volunteers will have disputes, parents will get upset and ministry staff will have disagreements.  Managing these conflicts takes skill.  Most people are not naturally good at it, but the good news is it can be learned.  Read all you can about managing conflict and hone this skill.  You'll need it.

Hearing refers to the sounds that you hear, whereas listening requires more than that: it requires focus.  Listening means paying attention not only to what is said, but to how it is said as well.  In other words, it means being aware of both verbal and non-verbal messages.

5. Inspiring and motivating others
A vital skill for a children's ministry leader is being able to inspire and motivate others.  This means conveying passion for a vision and direction.  It's leading from the front.  Your team will never be more inspired or motivated than you are as the leader.  

6.  Communication
This includes not only communicating with kids, but with volunteers and parents as well.  It is essential to be able to communicate vision and direction to those on your team.  Communication skills are one of the easiest things to improve.  Ask people to give you feedback on your communication.  Video yourself, watch the tape and look for ways you can improve.

7. Leading change
It takes skill to lead change.  You must know how to prepare people for it and then lead them through it.  The ability to manage change and make it happen smoothly is a skill you will want to master.

8. Connect with parents
If you really want to influence kids, then you've got to be able to influence parents.  Be "fun" when you're with the kids, but don't become known as a "big kid' who can't connect with or relate to parents.  You must earn their respect if you want to influence them.

9. Team building
If I had to pick one skill above all else in children's ministry, it would be team building.  The success of your ministry rises and falls on your ability to build a team.  Make this your number one priority.  Master this skill and you will shine.

10. Mentoring
In addition to motivating people, it's also important to be able to help others learn, grow and become more effective.  Once you learn this skill, you will begin to develop leaders of leaders instead of just doers.  This will allow you to multiply yourself. 

The floor is yours.  What other skills do children's ministry leaders need?  Share your thoughts with us in the comment section below. 

Visit Disney World a generation ago and Dumbo the Flying Elephant was considered a high tech ride.  But a simple, blue elephant going around in circles won't cut it with today's kids. 

Theme parks are updating their rides with the latest technology to tell detailed story lines.  Here's a few examples.

The World of Chima ride at Legoland is based on a building block play set and a Cartoon Network show about eight animal tribes, a crocodile king and magical vehicles called Speedorz.  The ride features epic battles over the Ancient Pool of Chi.

Universal's new Transformers ride is a detailed, 3-D, "interactive battle" between the Autobots and Decepticons.

Antarctica: Empire of the Penguin ride at Sea World Orlando is about a baby penguin who grows up, leaves his mom, is chased by a leopard seal through a psychedelic-looking world and then is reunited with his tribe of fellow birds.  Real, live penguins appear at the end of the ride.

Theme park owners realize they have to step up their game in the age of video games, smartphones and 3D TV's.  Today's kids are more sophisticated and are very keen to storytelling and genres.

Scott Thomas, VP of consumer marketing at Cartoon Network said, "Kids today have very high expectations.  Storylines are very complex in kids' media today."  

When Disney Imagineers create a ride they include a relevant narrative.  No detail is spared: lighting, architecture, sound, landscaping, costumes - all help tell the story. 

Walt Disney said it best when he said, "Storytelling has to be relevant to the culture."  When Disney theme parks first opened in California in 1955, Western themed-stories were popular, and so was the resulting Frontierland attraction.  Over the years, story lines and rides have been tweaked and changed to relate to the culture.

Children's ministries must also be intentional about updating their storytelling methods.  The message we share never changes, but how we share the message must change to be relevant to the culture we are trying to reach.

We must constantly be taking a hard look at how we communicate the truth and be willing to update as needed.  Flannelgraph won't cut it with this generation of high tech kids. 

The key to effectively leading change or new initiatives is to get "buy in."  In other words, you need people to stack hands with you and say, "Yes, let's do this."

The challenge is people's natural reaction is to hesitate or resist when faced with change.  Through lots of mistakes and miscues, I have discovered the best way to get buy in.  Here it is.

When people have things pushed down to them without being part of the creative and planning process, they may comply, but complying is not the same as buying in.

People own what they help create.  When people help build something, it takes engagement to a whole new level.

Here's some real time examples.

Example #1
You're thinking about introducing a new curriculum.  Instead of just purchasing one, you get samples of 3-4 curriculums, let the teachers review it and help make the decision.  You'll get buy-in for the new curriculum because you involved them in the decision.

Example #2
You're thinking of changing the name of your children's ministry.  Instead of just coming up with one yourself, you ask team members to come up with 10 possible names.  You then take those 10 and have everyone vote on the new name.  You go with the name that gets the most votes.  People are excited about the new name because they had a part in creating it.

Example #3 
You are leading in a multi-site church.  You're trying to think of some ideas that will help guest families have a better experience during their first visit at the campuses.  Instead of trying to come up with the ideas by yourself, you ask the campuses to send you their best practices and ideas for welcoming guest families.  From those, you choose 2-3 that can be implemented across all campuses.  People receive the new ideas and are excited about implementing them because the ideas came from the campuses.

Bottom line - Good leaders get compliance by creating and distributing...great leaders get buy in by empowering and involving.