In a church plant (and, in a more limited way in a revitalisation) the leader has a considerable degree of discretion and control about how things are done.
With an established church, particularly those of smaller to medium size, people have a sense of ownership and partnership that means the introduction of change needs to be processed with wisdom and patience.
In concluding a post on the subject, Ron Edmondson says:
Be strategic in the implementation.
Take your time. Establish trust. Build consensus. Talk to the right people. Even compromise on minor details if necessary. Accommodate special requests if possible and if it doesn’t affect the outcome. Be political if needed.
It’s part of the process, especially in a highly structured environment. (Does that describe any churches you know?)
Structured environments shouldn’t keep you from making the right decisions involving change. They just alter the implementation process.
Knowing this difference provides freedom to visionary pastors and leaders in highly structured environments. You can make the change. You can. You’ll just have to be smarter about how and when you make them.
The only thing I’d add is don’t simply bank up trust and never get around to spending it on needed change.
Sometimes that time of patience can become the status quo that you never emerge from.
Read the whole post at Ron Edmondson.
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