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<\/a><\/p>\nAuthor Quinn seeks to help those affected by changes in their organization in his book, Deep Change Field Guide.\u00a0 \u00a0Many organizations that experience what he referred to as a \u2018slow death\u2019 will need to make changes to survive. (Quinn, 27) Leaders need to consider the reactions of those affected by the change, therefore they should present the change to generate or create a positive work environment and an effective working relationship when administering the changes.\u00a0 In the book, Handbook of Leadership Theory and Practice, it stated that \u201cThe CEO has a good strategy brings clarity about what the organization will do. Goals go hand in hand.\u201d [1]<\/a> \u00a0When change is made, many times there is resistance from others to the change. The reasons are many, for example, it was not clearly or effectively presented, it did not clearly consider the effect on the those affected by the change, or it was a top down to the bottom change by those who are far removed from the field of action. Leaders making the decision many times have no knowledge of the current operations, culture, or relationships in their organization.<\/p>\n Quinn believes that change is inevitable, so one needs to understand that an adjustment in themselves may be required to accept the change.\u00a0To be successful, he encourages on to make a change in themselves taking a timeout to self-reflect, self-assess, and self-change. (Quinn, 11) Everyone has something they need to change about themselves so that they can become or continue to be successful.\u00a0 \u2018Deep Change\u2019 according to Quinn, requires those affected by or seeking to change is to develop new expectations, surrender control, and acknowledge that we are not superior in our thoughts. (Quinn, 9 & 10). These points are similar to God\u2019s points on our character in ad relationship with Christ. Now, this is preaching material.\u00a0 The scriptures said \u2018In Christ, you are a new creature; old things are gone; all things are new. (2 Cor 5:17) Paul says we must die daily to ourselves. (1 Cor 15:31) God said his ways and thoughts are higher than our ways and thoughts. (Isaiah 55:8-9).\u00a0 I wonder did he use these scriptures as his reference.<\/p>\n To leaders implementing changes, you take a risk changing from how we always do it to new ways of doing things. Those affected may not be acceptable to the change. Deep changes are sometimes painful to accept and even handle. To process the change, one must interact with the change in order to embrace the change. For example, in the Christian community, the entrance of a new Senior Pastor can either build or destroy a church organization. It depends on how it’s handled. Some congregants just don\u2019t like change. You can cuddle, massage, nurture and counsel them. Some will not move. Those individuals can destroy the spirit of the church and plant seeds of anger (thorns) in the church which could overcome the possibility of growth (new fruit). That\u2019s a God situation to have the discernment to root out that thorn so that the church can be healthy. As one preacher said to keep praying and preaching the word. Mark 4 It\u2019s the word that will change them.<\/p>\n After each chapter, Quinn would have questions to help you understand the process and dissect it in your own mind. Here is an example of a few of those questions:<\/p>\n __1. As people reach the midpoint in the deep change process, they feel as if they have strayed from their comfort zone. ___4. \u201cI know it all happened because I confronted my own insecurity, selfishness, and lack of courage.\u201d ___5. Self-interested exchange and lack of excellence are so common that we expect and accept them. ___6. Staying in our comfort zone means we can only imitate that which has been done in the past. ___7. Remaining in the normal state\u2014refusing to change while the universe changes around us\u2014is ultimate to choose slow death.\u00a0 (Quinn,111)<\/p>\n When we fight against change based on our normal reaction toward it, it can lead to a slow death to progress, growth, sustainability, life, etc. of the church or organization. Quinn states that to avoid a slow death we must:<\/p>\n I agree with his view on these points. When it comes to Christian operations, I have learned to voice my concern and not become aggressive, pray over the situation, and for the leaders making those decisions. I often need to remind myself that God did not assign me as the leader of this church or organization, and I am not privy to God\u2019s conversation with the leader. In my lifetime, I have witnessed the effective prayer of the righteous change things.<\/p>\n\n