I knew a director of religious education who was struggling to get her catechists on board. She had the plan, goals, and framework for a new program all mapped out. On paper, everything looked good. But when she presented it to her team, all she got was silence. Then came the criticism. And while she tried to push back, she realized that if she pushed any harder, she’d be looking for a whole new crew of volunteers.
Maybe you’ve been there too—you bring a bold new idea to your team, and instead of excitement, you get blank stares or polite nods. You can see the big picture. You know the “why.” But the people you need to bring it to life aren’t feeling it. That moment can make even the most passionate leader start to question everything.
Change is hard—but sometimes the hardest part of leading change isn’t the change itself. It’s the lack of enthusiasm that follows your big announcement. You’re excited, but your team hesitates. And even if they agree in theory, they might move much slower than you’d like.
So how do you invite reluctant or hesitant team members to become champions of change instead of critics?
Before announcing anything big, take time to learn your parish’s history with change. What’s worked before? What’s failed? How much effort or sacrifice did it require?
If it’s been a while since the last major shift, your team might be comfortable and resistant to anything new. If change happens constantly, they may be tired and in need of a break. Knowing that history helps you read the emotional landscape so you can speak directly to your team’s concerns rather than being surprised by their reactions.
And if you’re not the one initiating the change—if you’re the one being asked to support it—knowing that same history helps you respond with empathy. Understanding why people are hesitant gives you insight into how to walk with them through the process rather than around them.
Most of us consider implementing changes in the summer when our schedules feel lighter—but that’s not always the best time. While you might have margin, your people may not. Volunteers travel, programs pause, and communication becomes inconsistent.
There’s no perfect time for change, but before you rebuild, readjust, or redo, ask yourself:
What else is competing for attention, time, and energy?
Who’s actually around to help?
Is there something else that needs attention first?
Your timing can make or break your rollout, so take the time to plan strategically rather than reactively.
You may know exactly what needs to happen, but change stirs up emotion. To lead through it well, make prayer your foundation. Start with a few trusted leaders. Instead of asking them to help you develop the plan, invite them to pray with you for discernment.
Prayer creates unity. And when a team is united in prayer, trust deepens and communication becomes more authentic. As the process unfolds, keep inviting others to pray with and for you. Let the Holy Spirit lead, not just your strategy.
People feel more confident about change when they can see a clear plan with tangible goals. But those goals need flexible timelines. The pace of your team will depend on who’s involved and what they’re balancing.
Give your team a sense of the milestones you want to reach and when, but allow room for feedback and adjustment. You may want to move at 100 mph, but others might need time to digest the vision. That’s not resistance—it’s processing. Flexibility shows respect and builds ownership.
When my first parish launched a capital campaign to build a new worship space, I was all in. But as the campaign unfolded, I realized something unexpected—I wouldn’t be there to see the final result. God was calling me to step away.
Change doesn’t just affect programs or structures—it transforms people. You may say goodbye to trusted volunteers or longtime staff. You may meet new collaborators. You yourself may change. That’s okay. It’s part of the journey.
When resistance comes, don’t lose hope. Use it as an opportunity to slow down and reflect on what the change means—for you and for those you serve. It gives you time to rearticulate the “why” and helps others catch the vision at their own pace.
By setting a steady pace and staying prayerful, you make space for God to work in what’s beyond your control—to fill the gaps and guide what you can’t.
Change is never easy. But it’s possible. Center yourself in prayer, stay focused on the vision God has given you, and trust that in time, the fruit of your leadership will come.