One of the biggest mistakes church tech teams often make is to ignore the idea of a rotation when it comes to their most important tech positions.  Yet, of any item organizationally, this is one of the most key items to address! 

It builds on the idea of team
Danger lurks whenever you have one person who "owns" a position - just the thought of someone having exclusive ownership ideas about a particular position makes me cringe. Remember that although it may make it easier for leadership in the short-term, and the immediacy of needing to finding three sound guys seems less than needing to finding one when you have none, finding one can't be where you stop. Other people need to be involved, if for no other reason than to leave that door open to new people who may be gifted in that area and will be a huge benefit to the team.

It provides backup and flexibility
Do you always want it to be an emergency when Mr. Ownership guy gets sick or has to be out of town? That's just crazy. Having multiple equipped to staff a position allows you flexibility and gives you a backup option for that dreaded Sunday morning "I'm not going to make it cause I'm sick" call. 

It guards against burn out
Whether your team realizes it or not, burn out WILL happen to anyone who serves in the same position week after week with one one else able to back him or her up. What starts as willingness will, in times of stress, turn to obligation. That obligation will turn to resentment towards leadership EVEN IF this person has insisted that they are good with operating each week. Everyone needs to know things don't always fall on them and there's some breathing room. Provide that for your people - make it a priority!

So maybe you're saying "I like the idea, but we don't have the people." Then invest time in recruiting. Don't look for people who can step in today and operate that position, but instead leave the door open for anyone with a willing heart. Invest training time in them. Keep the level of quality high by placing standards on that position, but just a tip - don't let Mr Ownership guy make the call on who else is qualified. If you have a Mr. Ownership, he will think no one else is qualified. He has too much invested personally to "take that risk." Taking that risk however, even if it bombs, is critical in continuing to grow your team.

ROTATE! 

One of the biggest mistakes church tech teams often make is to ignore the idea of a rotation when it comes to their most important tech positions.  Yet, of any item organizationally, this is one of the most key items to address! 

It builds on the idea of team
Danger lurks whenever you have one person who "owns" a position - just the thought of someone having exclusive ownership ideas about a particular position makes me cringe. Remember that although it may make it easier for leadership in the short-term, and the immediacy of needing to finding three sound guys seems less than needing to finding one when you have none, finding one can't be where you stop. Other people need to be involved, if for no other reason than to leave that door open to new people who may be gifted in that area and will be a huge benefit to the team.

It provides backup and flexibility
Do you always want it to be an emergency when Mr. Ownership guy gets sick or has to be out of town? That's just crazy. Having multiple equipped to staff a position allows you flexibility and gives you a backup option for that dreaded Sunday morning "I'm not going to make it cause I'm sick" call. 

It guards against burn out
Whether your team realizes it or not, burn out WILL happen to anyone who serves in the same position week after week with one one else able to back him or her up. What starts as willingness will, in times of stress, turn to obligation. That obligation will turn to resentment towards leadership EVEN IF this person has insisted that they are good with operating each week. Everyone needs to know things don't always fall on them and there's some breathing room. Provide that for your people - make it a priority!

So maybe you're saying "I like the idea, but we don't have the people." Then invest time in recruiting. Don't look for people who can step in today and operate that position, but instead leave the door open for anyone with a willing heart. Invest training time in them. Keep the level of quality high by placing standards on that position, but just a tip - don't let Mr Ownership guy make the call on who else is qualified. If you have a Mr. Ownership, he will think no one else is qualified. He has too much invested personally to "take that risk." Taking that risk however, even if it bombs, is critical in continuing to grow your team.

ROTATE!