Reflections on Change in the Church
- Jack Kalleberg
- Jul 21
- 3 min read
Over the past two decades, I’ve had the privilege—and challenge—of walking through profound transformation in the Church. At Christ Greenfield (the ministry I serve), we’ve moved from a church that was inwardly focused to one that’s relentlessly outward in its mission. We’ve undergone a radical shift in evangelistic passion, leadership structure, and strategic focus. It hasn’t been easy, but it’s been faithful.
A quote that continues to guide our thinking comes from Martin Luther’s tradition: “Ecclesia semper reformanda est”—the Church is always to be reformed. Change isn’t a threat to the Church—it’s a sign that we are alive, listening, and being shaped by the Spirit to meet the needs of our time.
The Fear of Losing People
One of the consultants from the Unstuck Group recently said something in a podcast that stuck with me: “Churches don’t want to change because they’re afraid of losing people. However, by not changing, you’re also losing people.”
That quote has been on my mind constantly in recent days. This is the core leadership tension many churches face. Many try to be everything to everyone, but in doing so, they fail to reach anyone new. By failing to reach unchurched or under-churched families, we are effectively losing them. Playing defense won’t stop the decline. Inaction is action—it’s a choice to drift.
Programming for the Next Generation
At healthy, growing churches, programming isn’t generic. It’s targeted. It’s focused on the people not yet reached—especially the next generation and young families.
One of the key markers of a healthy, growing church is that around 20% of the people who show up on Sunday are children, ages 0 through 5th grade. This kind of demographic investment points to intentional outreach and family engagement.
That sometimes means making hard decisions—such as moving resources away from programs that serve lifelong members toward initiatives that reach new believers. It’s painful. People may leave. But here’s the hard truth: those lifelong members who have trusted in Christ already have their salvation secured. Our mission is to make disciples of all nations, not to maintain comfort for those already secure in salvation.
The Necessity of Change Management
Here’s a phrase my colleague Tim Allman uses often: “Change management is about disappointing people at a rate they can handle.”
Church change isn’t just theological—it’s emotional. It needs a strategy. Leaders must set expectations, communicate consistently, and remind people that discomfort can be a sign of faithfulness—not failure. Change management can take years—or even decades—but the most important factor is commitment and follow-through.
In our case, the transition from a traditional church council to a Carver-inspired policy governance model was one of the hardest and best changes we’ve ever made. The old model worked when we were smaller, but it lacked the structure and flexibility needed for the complexity of a growing, multisite ministry. The Carver model, while initially difficult to adopt, has brought sharper lines of authority and responsibility. It empowered our senior leaders to lead boldly within clearly defined boundaries while giving the board greater clarity in its role of oversight and vision. This change didn’t happen overnight—it took years of communication, coaching, and trust-building. But the result has been a healthier leadership culture and greater alignment across the entire ministry.
Theological Framing for Change
Martin Luther’s Reformation wasn’t a one-time event—it was the launching point for continual reform. Lutheran theology has never claimed the Church is perfect—but that it is being perfected, reformed, and renewed by God through His Word and Spirit.
Luther once said, “This life therefore is not righteousness, but growth in righteousness; not health, but healing; not being, but becoming.” (Luther’s Works, Volume 32: Career of the Reformer II, p. 24) The Church is not a finished product, but a living body being conformed to Christ. Churches committed to the Gospel must also be committed to growth—and growth requires change.
Conclusion
If you’re in church leadership today, ask yourself: What is our ministry avoiding out of fear of loss? And what is that fear already costing us?
At Christ Greenfield, we’re not done changing. We’re just getting started. My encouragement to you is this: lead change with clarity, humility, and courage. Let the Gospel drive every decision, and trust that God is still reforming His Church for the sake of those who do not yet know Him.
Suggested Reflection Questions for Leaders:
What systems or programs are we maintaining that no longer serve our mission?
Are we giving enough resources to reaching the lost, or are we only caring for the saved?
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