Managing organizational change is one of the vital aspects leaders need to set when initiating a strategic plan management (Lombardi 2010, 38). In fact, the focus made towards obtaining change in every organization should be alignment with the vision set. A strategically organized communication drives change in all aspects. Consequently, will act as a means of imparting information as well as an efficient tool leaders use to implement change. The leaders, therefore, should ensure that members under their leadership understand the strategy. Individuals can only choose the right decisions on change when they have full affirmation on what is expected of them and a clear understanding of how change creates value in their lives.

Spiritual leaders usually strive to win personal interests of their believers through communicating change strategy. Full support and understanding of the vision will influence the decisions and action one will take to ensure that change is maximized fully. A strategic communication made by leaders of the vision or the strategy to be accomplished aiming at creating an alignment and making commitment to the desirable change initiative. Individuals did accept change at all levels when the procedures used to initiate change management work in hand with the company’s vision. Spiritual conviction, for example, starts within an individual’s heart though influenced by the strategies set to accept the initiated change.

When a leader initiate changes that are more complex to members, the highest possibility of resisting such changes are significant. Majority of members do resist change when the strategy used to convey the intended change implementation does not work in line with what an individual desire. All changes perceived as an extension of the culture are likely to be embraced as opposed to those that create more resistance. A leader (a preacher) searching for souls need to understand the cultural ties that may hinder individuals from accepting change. Moreover, a big question asked by people, is whether a change is complex and unmanageable. It is the duty of a leader to sub-divide the task and break it down to be more manageable using various tactics such as prior presentation plans, reviews of the past acceptance of the word by individuals and culture hindrance to the word.

A strategic change should also serve as an advantage for the past practices experienced by people. In most cases, people would feel that initiating a change server as an indictment of one’s past practices. A religious leader has a mandate to explain in detail why a spiritual change for an individual matters in life. In fact, change must be channeled in most appropriate manner to be fully accepted. It, therefore, calls for the need to do a presentation on the benefits of accepting change and to illustrate the practical aspects one encounters when change is taken entirely. Both the spiritual aspects of an individual are merged with the physical manifestation at this stage.

The leader will, therefore, illustrate the benefits by involving a physical demonstration. Giving an example of people being healed through accepting change within their hearts shows the physical aspect of spiritual acceptance. There is an enormous impact on social relationships people would experience in their lives. A total convert who has accepted change in his/her life will, therefore, built a personal relationship with God as well as humanity. One has to forfeit what was known to be “right” and employ new changes in his/her life. When initiating change, the management at large must prepare themselves for members’ reactions.

Some may deny; others may question why the change would be necessary for them while other may bargain and weigh out whether the change would be preferable and beneficial to them. Members who perceive change as a credential for life and personal growth will honestly accept and endorse the change. Aggressive strategic plans are set depending on people’s acceptance of the set goals of implementing change. A change is passed to members opted to be found within their virtual residential through organizing crusades, evangelistic campaigns, a door-to-door visitation and Bible conferencing. Communication plans set seek to minimize the uncertainty that may arise when major changes are implemented.

Communication helps members to get deeper understanding of the strategic plan initiative for organizations through leaders. Leaders should try to answer the following questions when setting up strategic plans for change management:

1. Is the change corresponding to the culture? – People accept change with ease when their cultural practices are not undermined. Changes that do not match the expectation of a given group will never be accepted.

2. Is there complexity in employing change to the real life situation? – Leaders should focus more on changes that are manageable and noncomplex in nature. Complex changes would bring fear and pose more threats.

3. Are there related benefits? – People prefer changes that are beneficial to their life. The best way to analyze whether the plans for implementing change serves the best interest of an individual is through an interactive conversation and employing persuasive measures that clarify more on the beneficial of change.

Organizations, therefore, are called upon to incorporate every person during change implementation. Good leaders always seek ideas of their subordinates before implementing any change. They will only achieve the designed goals if they channel their communication in an appropriate manner.