The second post in a series of ‘Philosophy of Ministry Signposts’. The first can be read here.
Trust is the Currency of Change - Trust Takes Time to Build
Change only happens as we allow ourselves to be known. Being known involves the vulnerability of confession, and grief before others. Confession can sometimes be easy for some of us, but being grieved in front of others is quite difficult for all of us. Change also involves the vulnerability of hope. Hoping can be risky when you are surrounded by cynics, or memories of past failures. None of us are able to change without trusting the one leading us through the change.
“God’s kindness is meant to lead you to repentance” (Rom 2:4). God leads us in our sanctification first by caring for us and winning our trust. Consider the way he speaks to Israel in exile in Isaiah 40:1, “Comfort, comfort my people, says your God. Speak tenderly to Jerusalem and cry to her that here warfare is ended.” This comfort culminates in the announcement of a Messiah coming, “Behold your God!” (v.9) This God “will tend his flock like a shepherd; he will gather the lambs in his arms; he will carry them in his bosom, and gently lead those that are with young.” It is in the context of all the comfort, and the constant reminders of the suffering servant coming and Israel’s restoration that God also calls Israel to give up her idols (Isa. 40:18ff; see also Isaiah 44). Change happens in the context of trust. Trust is the currency of change.
This is true of the way the Lord works towards and in us. Doing ministry in Jesus’ name means we are embodied representatives of Christ. Paul calls us ambassadors (2 Cor. 5). As such, we are bound to do ministry in the same way he conducted himself toward people. This is contrary to way I have often conducted ministry as if it were a project to be completed, or a strategy to accomplish a goal. I was working at cross purposes with the Lord’s direction and way of working.
The reason we are tempted to short-circuit this trust building and tender leading is that it takes a long time. It’s much more efficient and safe for change to be transactional. But God, in His holy kindness and wisdom, models a tender relational way to bring about change. It often doesn’t look like we are accomplishing anything, certainly not on the time table which profession and academic settings have habituated us to. But like a slow-cooker doesn’t seem to do anything when you turn it on, trust asks that we not judge too soon. Rather we aspire to give ourselves patiently, warmly, faithfully, and gently, that we might cultivate tenderness.
MUCH THE SAME IN CROSS-CULTURAL CONTEXTS
If this is true in normal parish ministry, then how much more so in contexts where we are cultural outsiders? Being a cultural outsider does not forbid being trusted, otherwise the missions to our pagan ancestors would have been impossible. Yet it does mean there are often obstacles to navigate which take extra time and humility.
In light of the difficulty and slowness of relocating and joining a community for missionaries, it should be clear that we chronically overestimate the impact we will have in the short-term.
We will only see change at the pace we are able to make relationships. This is part of why we want to dedicate serious time to learning Chichewa, the local language, when we arrive. It is an immediate way to break down linguistic barriers, as well as establish the beginnings of trust.
What Kind of Change Do We Ultimately Want?
Below is a suggestion about the different depths of change we can see in the course of ministry, ranging from shallow to deep. The divisions between doing, thinking, and desiring are no more than loose ways of talking about the different levels and tasks of change we are interested in. The deeper the level of change, the greater amout of trust and investment is required:
Doing/Technical - The way we do things can be changed quickly and easily. Administration can be built, leadership and accountability can be restructured, who I send emails to, how many meetings we have, and even what programs we do or events we host can all be changed and impacted easily within the space of a year. This is a legitimate and important level for change. But technical solutions only get us so far.
Thinking/Conceptual - The way we think about things takes more time to change. The process of learning new concepts takes slow and steady exposure to Scripture, listening to others, careful evaluation, prayer and attunement to the Spirit. Learning always involves unearthing, reevaluating assumptions, and unlearning, which can be painful and disorienting. Teaching new ways of thinking, thus, takes much patience, and a willingness to work with the learning process of the audience. The guide must have done the relational work to prove they’re trustworthy. Thus, to have thorough change at a conceptual level not only takes a long time, but also requires many intensive hours of engagement to bring it about.
Desiring/Volitional - Volitional change has to do with the very desires within us, the way we engage our desires and others around us. How do I move through the world? Who am I in the presence of others? This level involves the grammar, or the pattern of logic, operating in our relationships and the way we carry ourselves in the world. Counselors call this your ‘style of relating’. This has to do with whether I fundamentally approach people with compassion, or whether I use relationships, or hide from them. The fruit of the Spirit which Paul describes in Galatians 5 are all aimed at this level: a change in the way I am disposed toward others, toward myself, and both as a result of how I have come to see God disposed toward me. To be changed at this level is to desire differently, to feel differently, and therefore to have a different set of hopes and trajectory for relationships. This is the most difficult level of change, and many of us have not experienced this level of change within ourselves. This change comes through being related to differently, and takes the most time, sometimes even generations.
Cultural/Generational - This is not something I have seen, but a sense gained from listening and reflecting on the changes which have taken place in the last 100 years. Substantial cultural changes are most often the result of generational change. This means that culture is often at the whim of a rising generation. But it also means that if we would like to see cultural issues changed, it will likely take a generation of patient faithful ministry to see fruit in that direction.
A food metaphor here might help illustrate the differences I have in mind. At the technical level, you might be concerned with the right formation of meat patties for burgers: you want the meat to be cold for the fat to set, use sauces to add liquid and flavor, etc. At the conceptual level you might be concerned building a more wholesome meal around a grilled burger, or how a burger might fit within a menu as a whole at a restaurant. At the volitional level you might be concerned with the way you relate to food, why you overeat, or perhaps changing what you eat because you simply want to feel differently (burgers for lunch make for sleepy afternoons). The cultural level would have to do with the entire industry of meat production and consumption patterns.
As you might suspect, the deeper the level of change, the longer the change lasts. We saw this from our time ministering at Christ Church Bellingham. I was able to bring a good amount of change and help at the technical level within the first yar or two simply through additional administrative attention. I also did plenty of teaching. Yet I saw the most conceptual growth and change among those with whom I spent the most amount of time (and when I was a patient humble teacher!) However, at our church send-off evening, the thing people shared which impacted them the most was the way in which we lived among them and the crucial seasons we spent together: times of grief, prayer, waiting on the Lord, along with play and fun. That was as much an encouragement (kind words are such a gift), as it was a surprise. This was a lesson for me. Many of the things I had spent the most time on turned out to have the shortest-lasting impact.
Deep impactful levels of change require a humble, godly, and Spirit-led posture of the person leading. This is true in the sense that the Lord often uses most powerfully those who are most like him (“the prayer of a righteous man avails much” James ch.5 says). Like I said, change at the deepest levels requires deeper trust.
The Change We Want in Malawi
We want Gospel change. We want Academic Change. We want Personal change. We want to see the Gospel reaching more people, bringing renewal, revival, hope and joy. We want to see the training provided at the seminary (and elsewhere) deepened, sharpened, and given more academic strength so that the Malawians Church will be in a better position to minister, and to speak to the world with the gravitas it deserves. We long to see people’s walk with the Lord deepened, enriched, and resulting in powerful growth and change.
We want to see change and growth. But even our vision of what that change and growth should look like needs to be reshaped by the Malawian context. Trust is required before we can lead anyone into change, but humility, partnership and a listening ear are required if we would have a vision for a godly Malawian Church and Christian life.
One of the reasons we have become thankful for our time in Scotland is that it has given us opportunity for a slow start in our relationships in Malawi. Our last trip was a great encouragement on just this front. The Lord has opened up some wonderful conversations where we’ve been able to listen to the Malawian brethren involved at the seminary and synod, and begin dreaming of what change the Lord has for us all. We are excited to slowly walk along our brothers there, and see how the Lord will lead. Please pray for the Lord to continue giving us all a common vision, for the growth of our relationships, and for trust.
This is the second part of a series of blogs on why missions needs a long-term vision. Upcoming topics:
Strategy vs. Urgency
Love Rakes the Risk of Investment
Why Long-Term Ministry Needs Short-Term Visits