Posts Tagged ‘synagogue’

 

Support, Support, Support!

Posted on: January 22nd, 2009 by Hayim Herring

In order for any kind of change effort to succeed, you have to do more than provide a clear, positive verbal and visual message about the intended change. You also need to help the people who are on the front lines of change become successful.  While it is important to set goals and expectations about the intended outcomes of the change, it’s equally important to support them with the resources to make the leap from doing things how they are currently done to conducting business in a new manner.

Why? Because those responsible for implementing the change are likely to feel incompetent for a period of time, as they let go of the old (which they were good at) and embrace the new (for which it will take time to gain proficiency). During this transition, they need to have the technical support to help them gain mastery of a new skill or process, and the emotional support to let them know that they have permission to ask questions, to make mistakes and to feel frustrated as they transition from how things were done to how things will be done.

For example, let’s look at the adoption of new technologies.  People have different levels of comfort with technology: as a general rule of thumb, the younger the individual, the greater the comfort level. When congregations decide to invest in new technologies, like advanced phone systems, computer software or even photocopiers, they budget for equipment but may not budget sufficient funds for training staff on the new equipment.  Moreover, board members may have unrealistic expectations about the timetable for efficiencies that the new technology promises.  As a result, feelings of frustration on the part of staff and lay leadership occur, causing some to question the need for the investments or the abilities of this staff.  So remember, when investing in any kind of change process, allow time and support for people to adjustments to their new circumstances.

I’d like to hear your story about trying to innovate in your congregation.  What were you trying to achieve that was different?  In hindsight, do you feel that an appropriate amount of support was offered?  What would you do differently next time?  Thanks in advance, for sharing your insights!

Rabbi Hayim Herring

Want Change? Think and Speak Positive!

Posted on: December 29th, 2008 by Hayim Herring

In my last post, I explained why pictures, images and other visuals are so critical to any process of change. But words matter just as much when it comes to initiating and sustaining change. In striving for that desired new future, you have to describe it in emotionally-positive verbal messages.

I want to stress the importance of the message being positive, because message makers often choose fear as the emotion of choice when it comes to talking about change. “If we don’t increase membership revenue by instituting a new dues structure, we’re going to have to cut programs and services.” Contrast that negative message with, “If we start to utilize the talents of our volunteers more systematically, we can we maintain and even increase the array of programs and services we offer.”

Note that both messages have the same goal in mind—to at least maintain the current level of activity. The difference is that the first one draws upon desperation (a worst case scenario of what will happen), the second upon aspiration (using our potential to maintain and even exceed who we are).

Fear does have a place in fostering change. For example, it’s prudent in these times to make sure that security procedures are in place for emergencies. But the problem with an over reliance upon fear is that it often begets only immediate compliance. By focusing on hope about a better future, we become emotionally inspired to bring the best of ourselves to the process. Whoever said that the carrot is better than the stick was indeed correct!

Rabbi Hayim Herring

We Know Change is Hard—But Why?

Posted on: December 15th, 2008 by Hayim Herring

When asked why change takes so long, we’re often given the proverbial answer, “Because change is hard.” Okay—we all know that change is difficult. But that answer doesn’t get us very far in understanding how to facilitate change. It’s the follow up question, “Why is change so hard?,” that is more fruitful because it generates insights about the root difficulties of change.

Researchers suggest that change is so hard because people carry a picture of the present inside of their heads. This picture blocks the view of what the future might look like. As we live in the present, our assumptions, behaviors and mental images of the present exercise a strong grip on our imaginations and shield against new possibilities emerging in our minds.

That’s why so many advertisements feature “before” and “after” pictures of individuals who have undergone some kind of cosmetic intervention.  Think of the difference in the power between hearing that someone named Jim has decreased lost 50 pounds and then seeing two picture of a shirtless Jim, one at 200 pounds side-by-side with the new Jim at a svelte 150 pounds. No words can dramatize this radical picture of change.

Or, let’s take an example from a building campaign. Why is it that architects will build models of buildings with capital improvements and that members will create some sort of graphic allowing people to see how far they have to go to reach their financial goal? It’s because pictures enable us to glimpse the future in a way that words cannot.

One of the strategies for increasing the ability of people to visualize change is to literally give them a picture of what change will look like. Otherwise, no matter how frequently you try, their picture of the present will override a picture of a new and improved future.

Here are two items that I’d like to hear from you about:

  1. Can you relate a story about how visual images have worked to support change in your congregation or organization?
  2. What other explanations do you have as to why change is so hard?

Rabbi Hayim Herring

Pick the Low Hanging Fruit or Reach for the Stars?

Posted on: December 4th, 2008 by Hayim Herring

Conventional wisdom suggests that if you want to create some kind of organizational change then don’t stretch far at first– reach for the “low hanging fruit.” The “wisdom” in doing so is to create trust in the group involved in the change process and confidence in their ability to make a difference.  The “low hanging fruit” approach is group practice for the real change to come. The benefits of this approach are clear but its deficits are rarely discussed. These include:

The opposite approach to change can be described as think large, move quickly and start small.  This approach focuses on practicing imaginative thinking, seeing results soon but in manageable projects. I call this the “reach for the stars” approach.  Some of its disadvantages include:

Clearly, the choice of the approach will be driven by many factors, including congregational culture, tolerance for risk and leadership abilities.  While there isn’t really a right or wrong approach, my experience has been that synagogues take the “low hanging fruit” approach more often. So I’d like to hear your observations on a few questions:

  1. In what situations have you successfully used the “low hanging fruit” approach over the “reach for the stars” approach?
  2. Have you ever been in situations where you felt that one approach was preferable to the other, but you went against your gut feeling for other reasons?
  3. Given some urgent issues facing the Jewish community, do you think that we need to engage more frequently in the “reach for the stars” method of change?

I’m looking forward to a lively discussion—thanks in advance for contributing to it!

Rabbi Hayim Herring

Welcome to the Tools for Shuls Blog!

Posted on: December 4th, 2008 by Hayim Herring
You’re invited to contribute to a book about synagogues, churches and other non-profit organizations. The working title is Tools for Shuls: A Guide to Makeover Your Synagogue. (Shul is Yiddish for “synagogue”). The Alban Institute is the publisher, and the book should be in print about a year from this spring or even sooner. While the title of the book has the word “synagogue” in it, anyone who cares about improving the impact of nonprofit organizations potentially has something to offer. By posting on this blog, you will expand the knowledge of how religious organizations can elevate their performance and still maintain their spirit. And, if I use your idea, you will be credited in the book.

I’m looking forward to a rich conversation on the blog. I plan to post an entry every week. Some of the issues that I hope to explore include:

  • introducing innovation in a setting which is geared for preservation and adaptation
  • appreciating the value of assessment as a tool for synagogue learning and growth
  • increasing the number of synagogue volunteers and improving their experience
  • digital dreaming, that is, using technology to extend the reach of synagogues.
  • These are just a sample of some of the topics that I hope we can explore together. Please share your wisdom by commenting on these posts and help to make synagogues and other faith-based organizations even more vital today.

    Throughout the almost 25 years that I have been a rabbi I’ve worked in and around synagogues, and have been inspired by many synagogue clergy and volunteers. I also know how incredibly complex synagogues are and how clergy are often insufficiently prepared for executive leadership and management roles. Volunteer leaders would enjoy a more satisfying experience if they also had some additional tools and knowledge to help them fulfill their synagogue roles. This book is an effort to fill in some of those fundamental gaps. So please share your wisdom and help bring your aspirations of your synagogue or church in this areas to life!

    If you haven’t already read my first post, Pick the Low Hanging Fruit or Reach for the Stars?, please scroll back up to read it and then share your thoughts.

    Thank you,

    Rabbi Hayim Herring