“If you want to move the piano from one side of the stage to the other, do it slowly.”

It’s an old pastor’s adage passed down from one generation to the next. You’ve probably heard some version of it adapted to your own context. Maybe you’ve been on the receiving end of it after you rushed a decision and faced the consequences.

I know I have.

The heart of it is to remind leaders that when they’re making changes, they should be done with care. Roll it out slowly, methodically and at a pace that most won’t notice. Don’t rock the boat.

The recovering cynic in me thinks differently. I can’t help but feel that it’s a cop-out. It’s essentially saying: in order to accomplish something of worth, you need to fool your congregation into thinking nothing is changing while something is.

Don’t get me wrong. Change of any kind should be prayerful, careful, and intentional.

I’ve burned myself and others stepping into a new environment, immediately calling out what was broken and detailing how I planned to fix it. What followed was weeks of pushback, frustrating one-on-one conversations and plenty of hearsay. Eventually, I had to sit down with that team to apologize for my harsh, inconsiderate approach to something they had built and lived in for years.

But if we’re truly certain that change is needed, why fool people into thinking it’s not happening when, in fact, it is?

Back to our metaphor. Sometimes the piano needs to be moved. Maybe it’s in the way of the baptismal, or blocking risers for the growing youth choir. We’re not getting rid of it; we just need to move it to make room for more good things.

It’s easy to step into a new situation, assess what’s broken and start working out a plan to fix it. But without understanding the context, the people and heart that drove them to that place, you’re just an over-zealous-fixer with too many new ideas – just like I was.

Enacting change is never easy, and there is no formula for success. What I have learned is that it requires three things. In true pastor fashion, I present them to you in three Cs. Don’t @ me in the comments.

Confidence in the Decision
Are you sure this is the right decision? Have you counted the cost? Is this change truly required? Is it driven by my personal preference or, worse, a vocal minority? Understand your “why,” and let it drive you. Otherwise, it can wait.

Clear, Honest Communication
People know when they’re being spun. Don’t pander. Lean into the “why” and explain it clearly. Don’t present it second hand, as something “leadership” wants. Own the decision, and own walking with everyone through the change, side by side.

Commitment to the Plan
Follow through. When the inevitable pushback arrives, despite your clear, honest communication, keep going. If the change was worth making, it’s worth seeing through.

Finally, if you’re wrong. Admit and own it. Don’t make excuses. Franklin D. Roosevelt, in a 1932 speech, implored his Oglethope University audience, “It is common sense to take a method and try it: If it fails, admit it frankly and try another. But above all, try something.”

We need more leaders who admit their failures more than they cite their accolades.

One more story to drive this home:

A few months ago, Apple released an iOS update which included “Liquid Glass.” It changed the way your device looked, and there was no option to revert back. It fundamentally changed the look and feel of your iPhone. If you’re a minimalist like me, you probably didn’t like it. On the other hand, there’s likely a majority who didn’t notice the change at all. After a few days of complaining, I stopped.

I just got used to it.

It wasn’t significant enough for me to change phones or give up using one. I just got used to it.

Well-enacted change will cause a stir. Poorly enacted change will wreak havoc.

Eventually, people move on.

So go ahead. Move the piano.

Just do it in an honourable, thoughtful way.