We were asked by a client to help them with some delicate communication planning as they worked through a major staff reorganization. The staff knew the details of each of their own situations and had a clear picture of the new staff structure. However, all of the changes would not be public for a period of time. Knowing the dynamics of any workplace (and especially a church), church leaders and staff were anticipating questions from the congregation. Questions quickly came and rumors had already started. As it started, leaders and staff were asking a big question of their own:
"If we can't talk openly now, what can we say about the staff changes when people ask?"
Everyone involved wanted to maintain truthful communication, but leaders were stressing to the staff that there were important reasons why the full picture of changes should not be made known right away.
Here were Fishhook's recommended outline/talking points for communication for every staff member and elder as they responded to questions from the congregation:
While this language was geared to staff changes, the basic outline could be applied to many types of changes within a congregation. The staff received this information well and knowing what to say gave them greater confidence.
How would it work for you? Does it feel authentic and complete enough for your world?