25 April 2008 ~ 1 Comment

Cultural Creatives: Part 3

OK.  Last post about the talk from Earl Creps this past week.
To get caught up, check out the last two posts in this series.

So here is what the question that his talk really left me pondering.  It ended with the idea that to be an organization that reaches the creative class, determine the barriers that are keeping them from being with you and tear them down.  So how do we practically do that?

For Amy who commented on the first post, what were some of those barriers that were removed that brought that change of culture?
What does that mean for a new church plant in an artsy area such as the church Earl is starting in Berkeley?  How do you create that DNA?
Or more important for me to think about, how do you identify and actually remove those barriers in a church with lots of history like CLC, where I live?

It seems to me that many of those barriers are removed by changing the attitudes and perspectives of the current faith community.
Is it more about attitudes and values, or is it about actual practices or events?  Or is it some of both?

I’d love to hear from those in ministry as well as those who attend a church as well as those who have nothing to do with church.  What has worked for you?  What do you think?  What would make you as a creative want to be a part of a faith community?

Your turn.

One Response to “Cultural Creatives: Part 3”

  1. Amy Halleran 26 April 2008 at 10:56 pm Permalink

    *** Please note the disclaimer here: I was not present at TPC during this transition. This is how it was explained to me during a class on the church history.*** The changes required at TPC to reach the cultural creatives were as you speculated a product of both attitudes & events. As the direction for the church changed it brought about some physical changes. For example, the youth meeting place is a ‘bunker-like’ great room painted completely black where they because to hold different worship events for kids vs. traditional class room bible study type activities. But they also had to work on the attitudes of the current members. Some of them were none too happy about their ‘Barbie’ princess honor roll cheerleading daughter now hanging with the tattooed and pierced heavy make up wearing teen. This is what caused the riff. Some adapted, some did not.
    On another note, coming from my previous work experience, any time you want to make a dramatic shift in culture / mission / etc., it will take time, create upheaval and will end up being executed in stages. To be successul the people that are being asked to change have to have time to digest it or perhaps even participate in the planning to a degree. Having their input recognized is key to most people coming on board. It may not be followed but is it requested, considered, valued as they are as individuals in the team(congregation). Most people fear change and their first response will be to resist if it’s just dumped in their lap. On the other hand, a large part of how they accept the change is in direct proportion to their respect and willingness to be follow the direction their leadership identifies. It’s like an onion, there are many layers that need to be peeled to get to the heart of things. Just my humble opinion.

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