“The greatest threat to meaningful change isn’t resistance—it’s when leaders ignore the deeper identity of their organization.”
In a recent episode of the Flourishing Culture Leadership Podcast, Dr. Tod Bolsinger shared a compelling framework for how Christian leaders can faithfully and effectively lead necessary change. Drawing from his work in Canoeing the Mountains and Tempered Resilience, Tod calls leaders not to merely manage change, but to be spiritually formed in the process of leading it.
Whether you’re leading a church, Christian nonprofit, university, school, or business, Tod’s message is timely and practical: Lastingly healthy change only happens when it’s rooted in the unique God-given identity or “charism” of your organization.
One of the most powerful takeaways from the conversation is Tod’s use of the word “charism.” Originally drawn from church tradition, charism refers to the spiritual gift that God has given a community for the good of the world.
“Every organization—whether it’s a church, school, or nonprofit—has a charism. A God-given identity that isn’t invented by marketing or leadership trends but discovered through faithful reflection,” said Tod.
This insight reshapes how leaders think about change. Rather than importing a new strategy or chasing a trend, leaders must return to their roots. What makes your organization unique? What is the calling God has placed on your community that no one else can fulfill in quite the same way?
Before we change programs, structures, or personnel, we must ask: What is our charism—and how can we live it out more fully in this moment?
One example Tod highlighted is Baylor University, which underwent a significant transformation over the last two decades. Once perceived as a regional Baptist college, Baylor aspired to become a world-class research university that remained unapologetically Christian. Rather than abandoning its roots, the leadership leaned into its identity—its charism—as a place where deep Christian formation and academic rigor could co-exist.
They restructured academic programs, clarified expectations for faculty, expanded research initiatives, and most importantly, re-committed to the spiritual and moral development of their students. All of this was not just a vision for growth—it was a deepening of Baylor’s core identity.
“They didn’t pivot away from who they were,” Tod noted, “they got clearer on who they had always been—and then they built systems to live it more fully.”
Tod stressed that meaningful change begins not with an external strategy, but with internal clarity around your values and DNA.
“Every organization has a unique DNA. If you try to change the organization in ways that are disconnected from that DNA, you’ll either burn out or break it,” he shared.
Values are not window dressing—they are the operating system of your team. They reflect what you truly prioritize when pressure is high and resources are tight. If you want to lead adaptive change, you must align new strategies with these deep, guiding convictions. Otherwise, change will be superficial and unsustainable.
Based on Tod’s insights, here are four actionable ways Christian leaders can lead transformational change grounded in their organization’s identity:
Gather your leadership team and reflect on this question: What is the unique gift God has given us to offer the world? Avoid jargon. Get specific. Your charism may be about radical hospitality, biblical teaching, innovation, or shaping next-generation leaders. Once named, your charism becomes the lens for discerning what to keep, what to let go, and what to change.
Tod reminded us that values are often caught more than taught, but effective leaders must bring them to the surface. Clarify your core values, embed them in practices and policies, and use them as guardrails for decision-making. During change, people will follow what’s most consistent, not what’s most new.
Leading change is not just a professional task—it’s a spiritual journey. Tod emphasized the importance of spiritual practices, mentors, and honest feedback to form leaders capable of leading others through disruption. It’s not about knowing the path but becoming the kind of leader who can walk it with courage, curiosity, and grace.
“Curiosity and humility are the most important postures of leadership today,” Tod said.
Leaders need tools to hear what’s really going on in their teams. That’s why Tod champions tools like the Best Christian Workplaces Employee Engagement Survey, which equips leaders to listen deeply and respond wisely. Asking your people, “What’s it like to work here under my leadership?” is not just good practice—it’s transformational leadership in action.
Tod’s challenge to Christian leaders is clear: Don’t start with change—start with identity. Get clear on your charism. Recommit to your values. Invite God to shape you as a leader. Then you’ll be ready to guide others through the transformation that’s not only effective but deeply faithful.
“Christian leaders,” Tod said, “don’t just lead change. We shepherd a community into a more faithful future by becoming who we were always meant to be.”
Want to take the next step toward building a healthier, Christ-centered culture?
Start by listening well to your people. The Best Christian Workplaces Employee Engagement Survey can help you assess the health of your workplace culture and identify actionable steps for flourishing.
Visit workplaces.org to learn more and begin your journey today.