In a time of year supposedly given to relaxing, vacationing and recalling simpler times --- like the days of $3.50 a gallon gasoline --- this is, in fact, a time of high excitement and, in some cases, anxiety at many parishes.

Effective July 1, dozens of priests in the Archdiocese of Los Angeles began new parish assignments. They include a dozen newly-ordained, in their first associate pastor positions, plus are many more who have moved to new parishes as either pastors, administrators or associate pastors. There are also those priests who have retired, many of whom will remain at their parishes in reduced roles. (And, come August and September, some parishes will receive new school principals, new teachers, new directors of ministries, new staff members.)

There are those who welcome change, and those who dread it. There are those parishioners who are praying fervently that their new pastor, for example, will possess, at the very least, the best qualities of the one who has left. There are those who pray with equal fervor that the new pastor will be nothing like the previous one (yes, that happens, too). There are parishes where both feelings exist about the same departing individual. Such is human nature, even among our Catholic faithful.

Change, though, is a two-way street, and so it can be fairly stated that there are some priests moving to their new assignments with at least mild trepidation: Will this new community accept me, and what I have to offer? Will I fit in? Will I be respected? Where are the landmines, and who put them there? Again, it's human nature to be wary when faced with change, especially in this day and age, with our Church and everyone who serves in it (lay, religious and ordained) under a microscope like never before.

The 2000 pastoral letter "As I Have Done For You" and the 2003 archdiocesan Synod process were very clear in promoting collaborative ministry at the parish and diocesan level as an essential ingredient in promulgating our efforts to evangelize our communities. That in itself suggests change is often necessary, but for change to be effective or embraced it must be grounded in reasons that are Gospel-based and Christ-centered. "Because I'm in charge and I say so" doesn't fly anymore (if it ever did). Likewise, resistance to change cannot be justified by, "We've always done it this way" or, conversely, "We've never done it that way."

It may be stating the obvious, but it is worth keeping in mind that each priest, each parish community and each parish staff is unique. All offer their own gifts and strengths (and shortcomings). It is impossible, and more than unfair, to expect a new priest, community or staff to be just like the last one. We would do well, when faced with change, to consider that:

---These are challenging times for all of us. Events in recent years tell us that change, even violent change, is going to happen beyond our control. What we can control is how we respond.

---In that regard, none of us --- as individuals (lay, religious or ordained) or as communities --- should set our feet in stone and insist on our own way, come hell or high water. We must recognize that there are other possibilities, other answers, other solutions that a newcomer can offer, and be ready to listen. Show respect, show patience, show tolerance. Give the newcomer a chance.

---And if we are the newcomer (lay, religious or ordained), we must likewise recognize and respect what and who is in place. That doesn't mean change in policy or procedure can't or shouldn't happen, but it certainly doesn't mean that change must happen. An old rule of thumb (adhered to by some more than others) suggests that no changes, certainly no radical changes, should be made by a new administrator before at least six months to a year have passed, time for the new leader to more fairly gauge what works and what doesn't. Again: Respect, patience, tolerance.

---Assigning labels like liberal, conservative, traditional and progressive to an individual, a community or an enterprise (especially if that assessment is offered third-hand) ultimately is more counterproductive than useful. Honest and respectful dialogue with one another, with an emphasis on listening as well as praying together, is far more beneficial when it comes to learning about the new person or community, and sets the tone for a much deeper, richer, Christ-centered working relationship.

---Nobody is on the same page all the time, not even the most sincere, devoted, dedicated, congenial, loving, caring Catholics. Disagreements, even conflicts, will happen, but they can be addressed with grace and understanding if there is a foundation of trust based on the knowledge that all sides are working toward the same goal --- the building of God's kingdom. That foundation takes time and prayer to build but, for the good of the community, it is always worth the effort.

Because ultimately, a parish community is not going to care so much about whether the new pastor likes chant or contemporary, spends more time with this ministry or that one, or, God forbid, prefers the Celtics over the Lakers. And vice versa. Rather, a Christ-centered community --- leadership included --- is more concerned about working with one another toward building the kingdom of God by practicing the very basic Christ-taught values of love, compassion, courtesy, appreciation for one another's gifts, and respect for the God-given dignity present in each of us.

---Mike Nelson