APR
19


Volunteer Teams: Expectations

One of the greatest privileges I have is the opportunity to lead a team of dedicated volunteers, many who have served for years with faithfulness and excitement. This opportunity to coordinate the efforts of a team like this; to invest in them, train them, show appreciation for them, and help them find their place in ministry should not be taken for granted! I dearly love the people on my team. Without them, our capacity is GREATLY reduced and overload would quickly set in. We're able to accomplish so much because we invest heavily in and rely so much on our volunteers.


Today, I'm wondering, how do you handle your volunteer team? What have you put in place to ensure their success? Do you take steps to guarantee that their training is adequate? Do you communicate appreciation to them? Do you hold them to certain expectations?


One of the best lessons I learned early on in my role as someone leading a volunteer team was shaped in my mind by one of the members of my team. This individual told me that she couldn't stand it when someone would volunteer to do something and then not follow through on it. She said she didn't understand why they wouldn't treat that like any other job and simply follow through on their commitment. A wise woman indeed, as this expectation must become one of the foundational items for building your team. You see, expectations CAN and MUST be had for even those who freely volunteer their time. Expectations are simply a set of basic requirements you establish before an individual gets involved. You communicate these before they step in the door so they know what they are getting in to. This is essential, as it sets the base line and marks the bar of quality and professionalism that you will set out achieve. Here are a few expectations that I have for my team:


Honor your commitments: When you say you'll be somewhere, be there. Don't call the day before or the morning of and say you can't/forgot/something came up. I let everyone know that we don't create positions for the fun of it. Each position is vital to our success each week. Now of course, conflicts will come up. 1, people get sick - nothing you can do here. It's your job as a good leader to build in backup plans for that. 2 - we give our team ample opportunity to look at the schedule early and block days out for themselves when they know they won't be available. But this expectation that team members will not be wishy washy and will show up when they say they will - it's critical. 


Serve often: I set an expectation of frequency for serving. Due to the complexity and training required for many of our positions, I don't want someone serving so casually that they don't grow in their skill level. For us, most positions have an expectation of serving twice a month. This guarantees to me that they will stay fresh and continue to grow in their ability, not walk in and have to relearn everything.


Attend training: We push people to attend new training. I've learned that without this, people grow tired of the same old stuff and will eventually move on if they aren't being challenged. Also, pushing everyone to continually learn new things ensure (1) that no one "owns" a position (something that will be detrimental to your team) and (2) that you're making room for new people to step into the entry level positions (they easy ones to train). As a leader, it's your responsibility to make this training available to the team and do it often.


Those are a few of the expectations that I set for the team that I lead. One of the great side effects of this is the filtering that comes with it. People know up front what it takes to join the team, and those who really weren't going to be all in just won't join. You'll build a stronger team of people who really want to be involved and invest in the ministry. 


Some will rail against this mindset and say "you can't ask a volunteer to do..." and you fill in the blank. I say exactly the opposite. You can ask anyone to do anything. It's their choice whether or not they want to be involved. Sometimes the worst thing you can do is not ask. When someone wants to give their time, they want it to mean something. When you communicate that you very much need them (instead of plan for them to not be committed) and absolutely have to have them show up, you communicate value to them. The good ones, they will love this and will be dedicated all the more.


What do you think about this? How do you handle your teams? Are you on a team where the person leading the team does something similar? Tell us about it in the comments.

 

One of the greatest privileges I have is the opportunity to lead a team of dedicated volunteers, many who have served for years with faithfulness and excitement. This opportunity to coordinate the efforts of a team like this; to invest in them, train them, show appreciation for them, and help them find their place in ministry should not be taken for granted! I dearly love the people on my team. Without them, our capacity is GREATLY reduced and overload would quickly set in. We're able to accomplish so much because we invest heavily in and rely so much on our volunteers.


Today, I'm wondering, how do you handle your volunteer team? What have you put in place to ensure their success? Do you take steps to guarantee that their training is adequate? Do you communicate appreciation to them? Do you hold them to certain expectations?


One of the best lessons I learned early on in my role as someone leading a volunteer team was shaped in my mind by one of the members of my team. This individual told me that she couldn't stand it when someone would volunteer to do something and then not follow through on it. She said she didn't understand why they wouldn't treat that like any other job and simply follow through on their commitment. A wise woman indeed, as this expectation must become one of the foundational items for building your team. You see, expectations CAN and MUST be had for even those who freely volunteer their time. Expectations are simply a set of basic requirements you establish before an individual gets involved. You communicate these before they step in the door so they know what they are getting in to. This is essential, as it sets the base line and marks the bar of quality and professionalism that you will set out achieve. Here are a few expectations that I have for my team:


Honor your commitments: When you say you'll be somewhere, be there. Don't call the day before or the morning of and say you can't/forgot/something came up. I let everyone know that we don't create positions for the fun of it. Each position is vital to our success each week. Now of course, conflicts will come up. 1, people get sick - nothing you can do here. It's your job as a good leader to build in backup plans for that. 2 - we give our team ample opportunity to look at the schedule early and block days out for themselves when they know they won't be available. But this expectation that team members will not be wishy washy and will show up when they say they will - it's critical. 


Serve often: I set an expectation of frequency for serving. Due to the complexity and training required for many of our positions, I don't want someone serving so casually that they don't grow in their skill level. For us, most positions have an expectation of serving twice a month. This guarantees to me that they will stay fresh and continue to grow in their ability, not walk in and have to relearn everything.


Attend training: We push people to attend new training. I've learned that without this, people grow tired of the same old stuff and will eventually move on if they aren't being challenged. Also, pushing everyone to continually learn new things ensure (1) that no one "owns" a position (something that will be detrimental to your team) and (2) that you're making room for new people to step into the entry level positions (they easy ones to train). As a leader, it's your responsibility to make this training available to the team and do it often.


Those are a few of the expectations that I set for the team that I lead. One of the great side effects of this is the filtering that comes with it. People know up front what it takes to join the team, and those who really weren't going to be all in just won't join. You'll build a stronger team of people who really want to be involved and invest in the ministry. 


Some will rail against this mindset and say "you can't ask a volunteer to do..." and you fill in the blank. I say exactly the opposite. You can ask anyone to do anything. It's their choice whether or not they want to be involved. Sometimes the worst thing you can do is not ask. When someone wants to give their time, they want it to mean something. When you communicate that you very much need them (instead of plan for them to not be committed) and absolutely have to have them show up, you communicate value to them. The good ones, they will love this and will be dedicated all the more.


What do you think about this? How do you handle your teams? Are you on a team where the person leading the team does something similar? Tell us about it in the comments.

 

/>" target="_blank">One of the greatest privileges I have is the opportunity to lead a team of dedicated volunteers, many who have served for years with faithfulness and excitement. This opportunity to coordinate the efforts of a team like this; to invest in them, train them, show appreciation for them, and help them find their place in ministry should not be taken for granted! I dearly love the people on my team. Without them, our capacity is GREATLY reduced and overload would quickly set in. We're able to accomplish so much because we invest heavily in and rely so much on our volunteers.


Today, I'm wondering, how do you handle your volunteer team? What have you put in place to ensure their success? Do you take steps to guarantee that their training is adequate? Do you communicate appreciation to them? Do you hold them to certain expectations?


One of the best lessons I learned early on in my role as someone leading a volunteer team was shaped in my mind by one of the members of my team. This individual told me that she couldn't stand it when someone would volunteer to do something and then not follow through on it. She said she didn't understand why they wouldn't treat that like any other job and simply follow through on their commitment. A wise woman indeed, as this expectation must become one of the foundational items for building your team. You see, expectations CAN and MUST be had for even those who freely volunteer their time. Expectations are simply a set of basic requirements you establish before an individual gets involved. You communicate these before they step in the door so they know what they are getting in to. This is essential, as it sets the base line and marks the bar of quality and professionalism that you will set out achieve. Here are a few expectations that I have for my team:


Honor your commitments: When you say you'll be somewhere, be there. Don't call the day before or the morning of and say you can't/forgot/something came up. I let everyone know that we don't create positions for the fun of it. Each position is vital to our success each week. Now of course, conflicts will come up. 1, people get sick - nothing you can do here. It's your job as a good leader to build in backup plans for that. 2 - we give our team ample opportunity to look at the schedule early and block days out for themselves when they know they won't be available. But this expectation that team members will not be wishy washy and will show up when they say they will - it's critical. 


Serve often: I set an expectation of frequency for serving. Due to the complexity and training required for many of our positions, I don't want someone serving so casually that they don't grow in their skill level. For us, most positions have an expectation of serving twice a month. This guarantees to me that they will stay fresh and continue to grow in their ability, not walk in and have to relearn everything.


Attend training: We push people to attend new training. I've learned that without this, people grow tired of the same old stuff and will eventually move on if they aren't being challenged. Also, pushing everyone to continually learn new things ensure (1) that no one "owns" a position (something that will be detrimental to your team) and (2) that you're making room for new people to step into the entry level positions (they easy ones to train). As a leader, it's your responsibility to make this training available to the team and do it often.


Those are a few of the expectations that I set for the team that I lead. One of the great side effects of this is the filtering that comes with it. People know up front what it takes to join the team, and those who really weren't going to be all in just won't join. You'll build a stronger team of people who really want to be involved and invest in the ministry. 


Some will rail against this mindset and say "you can't ask a volunteer to do..." and you fill in the blank. I say exactly the opposite. You can ask anyone to do anything. It's their choice whether or not they want to be involved. Sometimes the worst thing you can do is not ask. When someone wants to give their time, they want it to mean something. When you communicate that you very much need them (instead of plan for them to not be committed) and absolutely have to have them show up, you communicate value to them. The good ones, they will love this and will be dedicated all the more.


What do you think about this? How do you handle your teams? Are you on a team where the person leading the team does something similar? Tell us about it in the comments.

 

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posted by jon cook
Comments

APR
15


5 rules when working in a live environment

Easter Sunday: one of the largest events for most church staffs. Easter is, typically, one of the best attended Sundays in churches across the country. With that understanding, many churches plan to add some extras into their service on that Sunday, and often times, that means that the production staff (tech team, media ministry...everyone calls the team something different) is under more stress, has more moving parts than usual, and may be doing things outside their normal comfort level. It is in these times that understanding how to handle yourself and train your team to operate effectively in a live environment becomes critical! Check out the 5 rules when working in a live environment:


1. IN EVERYTHING, BE A HELPFUL SERVANT

When stress and pressure inter the picture, oftentimes our reactions are not positive. Maybe you've spent hours working on a video or setting up the platform, and you don't want anyone to screw it up. Maybe something fails miserably and you immediately start pointing the finger at others. Or maybe, you just show up to serve and those in charge are talking sternly or changing the plan and asking you to do something that you don't think you should be doing. 


It's in these moments that you MUST remember what your motivation is for serving: that you are focused on your service to the Lord, not to the guy in charge or to the guy running the board next to you. Act in a way that is pleasing to the Lord and remember it's because of Him that you're there. KEEP YOUR PRIDE IN CHECK during these stressful times.


2. KEEP CALM

When things go horribly wrong (and they certainly will at times), keep calm to avoid things from going worse. If you're leading the team, the absolute worst thing you can do is lose your cool. If you're a part of the team, losing your cool makes you an ineffective tool in solving that problem. Look to those who have answers and solutions and be willing to do whatever it takes to calmly take care of the issue.


3. COMMUNICATE EFFICIENTLY

Whether you're leading the team or a member of it, communicate clearly and effectively throughout the event. Use communication tools efficiently, keeping extra chatter to a minimum, and maintain a high level of professionalism. If a problem arises during that environment, let those in authority know as soon as soon as possible. The sooner a problem is identified, the sooner a resolution can be reached. Cear communication keeps everyone on the same page and will make sure all those moving parts stay moving smoothly.


4. SHOW RESPECT FOR YOUR TEAM AND FOR THOSE IN AUTHORITY

Everyone operates a little differently when they are faced with a high-stress situation. For some, the way they communicate may change during a high-stress situation. If you are leading a team, always remember to remain respectful, even when you are directing others. Yelling, getting short with people, or shutting down completely during these times makes you an unhelpful part of the team. While these are important items for leaders in these scenarios, there will be times where communication does change to shorter bursts of information. This may not be in a disrespectful manner, but can be perceived as such. As a team member, remember to give grace if spoken to harshly or in a way that is lacking normal courtesies during these situations. Also, please remember that usually time is of the essence - when a decision is made by someone in authority, respect and follow it in the moment. Question afterwards if necessary, but do not cause additional stress in the moment.


5. SERVE TO GLORIFY GOD

No matter what role you are playing on the team in these environments, serve with the mindset that you are serving God directly, and fulfill your role to that standard. Do everything to the absolute best of your ability, and carry yourself with the humility and respect that would honor God. The bottom line is that all your efforts and work are to pull off an event that will make Him more famous and better understood by those in attendance. Don't do anything in your actions that would compromise that.



Remember these important points and apply them when working in a stressful, live environment. You will be much more equipped to handle the situation and to deal with any issues you will run into.


What crazy situations have you worked through in an live environment? What tips do you have for fellow tech friends who are working through high-stress days coming soon? Share with us in the comments!

 

Easter Sunday: one of the largest events for most church staffs. Easter is, typically, one of the best attended Sundays in churches across the country. With that understanding, many churches plan to add some extras into their service on that Sunday, and often times, that means that the production staff (tech team, media ministry...everyone calls the team something different) is under more stress, has more moving parts than usual, and may be doing things outside their normal comfort level. It is in these times that understanding how to handle yourself and train your team to operate effectively in a live environment becomes critical! Check out the 5 rules when working in a live environment:


1. IN EVERYTHING, BE A HELPFUL SERVANT

When stress and pressure inter the picture, oftentimes our reactions are not positive. Maybe you've spent hours working on a video or setting up the platform, and you don't want anyone to screw it up. Maybe something fails miserably and you immediately start pointing the finger at others. Or maybe, you just show up to serve and those in charge are talking sternly or changing the plan and asking you to do something that you don't think you should be doing. 


It's in these moments that you MUST remember what your motivation is for serving: that you are focused on your service to the Lord, not to the guy in charge or to the guy running the board next to you. Act in a way that is pleasing to the Lord and remember it's because of Him that you're there. KEEP YOUR PRIDE IN CHECK during these stressful times.


2. KEEP CALM

When things go horribly wrong (and they certainly will at times), keep calm to avoid things from going worse. If you're leading the team, the absolute worst thing you can do is lose your cool. If you're a part of the team, losing your cool makes you an ineffective tool in solving that problem. Look to those who have answers and solutions and be willing to do whatever it takes to calmly take care of the issue.


3. COMMUNICATE EFFICIENTLY

Whether you're leading the team or a member of it, communicate clearly and effectively throughout the event. Use communication tools efficiently, keeping extra chatter to a minimum, and maintain a high level of professionalism. If a problem arises during that environment, let those in authority know as soon as soon as possible. The sooner a problem is identified, the sooner a resolution can be reached. Cear communication keeps everyone on the same page and will make sure all those moving parts stay moving smoothly.


4. SHOW RESPECT FOR YOUR TEAM AND FOR THOSE IN AUTHORITY

Everyone operates a little differently when they are faced with a high-stress situation. For some, the way they communicate may change during a high-stress situation. If you are leading a team, always remember to remain respectful, even when you are directing others. Yelling, getting short with people, or shutting down completely during these times makes you an unhelpful part of the team. While these are important items for leaders in these scenarios, there will be times where communication does change to shorter bursts of information. This may not be in a disrespectful manner, but can be perceived as such. As a team member, remember to give grace if spoken to harshly or in a way that is lacking normal courtesies during these situations. Also, please remember that usually time is of the essence - when a decision is made by someone in authority, respect and follow it in the moment. Question afterwards if necessary, but do not cause additional stress in the moment.


5. SERVE TO GLORIFY GOD

No matter what role you are playing on the team in these environments, serve with the mindset that you are serving God directly, and fulfill your role to that standard. Do everything to the absolute best of your ability, and carry yourself with the humility and respect that would honor God. The bottom line is that all your efforts and work are to pull off an event that will make Him more famous and better understood by those in attendance. Don't do anything in your actions that would compromise that.



Remember these important points and apply them when working in a stressful, live environment. You will be much more equipped to handle the situation and to deal with any issues you will run into.


What crazy situations have you worked through in an live environment? What tips do you have for fellow tech friends who are working through high-stress days coming soon? Share with us in the comments!

 

/>" target="_blank">Easter Sunday: one of the largest events for most church staffs. Easter is, typically, one of the best attended Sundays in churches across the country. With that understanding, many churches plan to add some extras into their service on that Sunday, and often times, that means that the production staff (tech team, media ministry...everyone calls the team something different) is under more stress, has more moving parts than usual, and may be doing things outside their normal comfort level. It is in these times that understanding how to handle yourself and train your team to operate effectively in a live environment becomes critical! Check out the 5 rules when working in a live environment:


1. IN EVERYTHING, BE A HELPFUL SERVANT

When stress and pressure inter the picture, oftentimes our reactions are not positive. Maybe you've spent hours working on a video or setting up the platform, and you don't want anyone to screw it up. Maybe something fails miserably and you immediately start pointing the finger at others. Or maybe, you just show up to serve and those in charge are talking sternly or changing the plan and asking you to do something that you don't think you should be doing. 


It's in these moments that you MUST remember what your motivation is for serving: that you are focused on your service to the Lord, not to the guy in charge or to the guy running the board next to you. Act in a way that is pleasing to the Lord and remember it's because of Him that you're there. KEEP YOUR PRIDE IN CHECK during these stressful times.


2. KEEP CALM

When things go horribly wrong (and they certainly will at times), keep calm to avoid things from going worse. If you're leading the team, the absolute worst thing you can do is lose your cool. If you're a part of the team, losing your cool makes you an ineffective tool in solving that problem. Look to those who have answers and solutions and be willing to do whatever it takes to calmly take care of the issue.


3. COMMUNICATE EFFICIENTLY

Whether you're leading the team or a member of it, communicate clearly and effectively throughout the event. Use communication tools efficiently, keeping extra chatter to a minimum, and maintain a high level of professionalism. If a problem arises during that environment, let those in authority know as soon as soon as possible. The sooner a problem is identified, the sooner a resolution can be reached. Cear communication keeps everyone on the same page and will make sure all those moving parts stay moving smoothly.


4. SHOW RESPECT FOR YOUR TEAM AND FOR THOSE IN AUTHORITY

Everyone operates a little differently when they are faced with a high-stress situation. For some, the way they communicate may change during a high-stress situation. If you are leading a team, always remember to remain respectful, even when you are directing others. Yelling, getting short with people, or shutting down completely during these times makes you an unhelpful part of the team. While these are important items for leaders in these scenarios, there will be times where communication does change to shorter bursts of information. This may not be in a disrespectful manner, but can be perceived as such. As a team member, remember to give grace if spoken to harshly or in a way that is lacking normal courtesies during these situations. Also, please remember that usually time is of the essence - when a decision is made by someone in authority, respect and follow it in the moment. Question afterwards if necessary, but do not cause additional stress in the moment.


5. SERVE TO GLORIFY GOD

No matter what role you are playing on the team in these environments, serve with the mindset that you are serving God directly, and fulfill your role to that standard. Do everything to the absolute best of your ability, and carry yourself with the humility and respect that would honor God. The bottom line is that all your efforts and work are to pull off an event that will make Him more famous and better understood by those in attendance. Don't do anything in your actions that would compromise that.



Remember these important points and apply them when working in a stressful, live environment. You will be much more equipped to handle the situation and to deal with any issues you will run into.


What crazy situations have you worked through in an live environment? What tips do you have for fellow tech friends who are working through high-stress days coming soon? Share with us in the comments!

 

/>
posted by jon cook
Comments

APR
11


Part II - 11 Ways To Make Friends With Your Angry Sound Man/Woman

 

Here is part II of Benji Cowart's post, "11 (Because 11 is better than 10) Ways To Make Friends With Your Angry Sound Man/Woman (or any other Angry Tech Staff)"


If you missed part I, click here


Part II


Respect Their Calling - You may be surprised to find that your t.p. isn’t just trying to stifle your ‘divinely inspired’ creativity with their ‘secular’ and ‘faithless’ thinking, but they may actually be operating in their ministry by trying to tell you why something may not work.  When you begin to recognize that their calling to worship through faders, videos, and lights is just as valid as your calling to worship through song, you will begin to respect that calling and come to appreciate how the two callings can compliment each other.



Exemplify Your Expectations - If you expect your tech guys to have the stage prepared for rehearsal then make sure that you show up prepared for rehearsal.  Don’t expect them to respond kindly when you show up and announce that you have to add two more guitar players and three singers that weren’t initially in the plan because you just forgot.  If you do, for some reason, need to make a last minute change, then ask the tech person and leave room for them to say no.  Your lack of preparation does not constitute a crisis for the tech team.  If your tech guys see you making the effort to be more prepared, they will extend great amounts of grace when you do forget from time to time. 



Stifle The Stereotype - Do not under any circumstances reinforce the stereotype that you are an unnecessary neck scarf wearing, skinny jean rocking, bedazzled t-shirt wearing, American Idol wannabe, worship leading rock star diva.  One of the best ways to stifle that stereotype is to do the dirty work with the tech team.  You know, set-up and tear down...(contrary to popular worship team folklore, the choir risers don’t just magically set themselves up and the mic chords don’t just magically roll themselves up).  When you get in there and share the physical labor that your tech team does week in and week out you will greatly appreciate how hard they work and they will appreciate you making the effort (even if they have to go in after you have left and re-roll all the the mic cables that you left in knots..).



Be a regular at AA - After you have repeatedly nagged the sound man about not being able to hear your guitar and then discover that you stepped on your tuning pedal and muted your guitar (I’ve never done that)..you might want to ACKNOWLEDGE that you made a mistake and APOLOGIZE for your nagging.  Seriously, when you make a mistake...just acknowledge it and apologize....putting on an heir of “I am never wrong” only makes you look like a jerk...who is still wrong.



Show Up and Shut Up - Make a point to grab lunch with the tech team but do not show up with a ministry related agenda.  Show up and just hang out.  Get to know who these guys and gals are outside of their ministry position.  Even though it seems as unlikely as Cobras hanging out with G.I. Joes or Buffalo Wings hanging out with Tofu...but you never know..you might end up finding a few great friends...it happens.



Play the Part, Pastor - If you are a worship pastor then be a pastor to your tech team.  For whatever reason, the tech team often gets left by the wayside when it comes to them being pastored.  If you are their pastor then show up for funerals and weddings and hospital visits and all of the other occasions where someone needs a pastor.  Your presence in some of the tougher times will speak volumes and build great long term relationships with your team.  You don’t even have to say much....just be there.

 

 

 

Huge thanks to Benji for this fantastic article and set of instructions for us, no matter which side of the equipment we sit on. Let us know your thoughts in the comments!

 

You can follow Benji on twitter : @benjicowart

 

Here is part II of Benji Cowart's post, "11 (Because 11 is better than 10) Ways To Make Friends With Your Angry Sound Man/Woman (or any other Angry Tech Staff)"


If you missed part I, click here


Part II


Respect Their Calling - You may be surprised to find that your t.p. isn’t just trying to stifle your ‘divinely inspired’ creativity with their ‘secular’ and ‘faithless’ thinking, but they may actually be operating in their ministry by trying to tell you why something may not work.  When you begin to recognize that their calling to worship through faders, videos, and lights is just as valid as your calling to worship through song, you will begin to respect that calling and come to appreciate how the two callings can compliment each other.



Exemplify Your Expectations - If you expect your tech guys to have the stage prepared for rehearsal then make sure that you show up prepared for rehearsal.  Don’t expect them to respond kindly when you show up and announce that you have to add two more guitar players and three singers that weren’t initially in the plan because you just forgot.  If you do, for some reason, need to make a last minute change, then ask the tech person and leave room for them to say no.  Your lack of preparation does not constitute a crisis for the tech team.  If your tech guys see you making the effort to be more prepared, they will extend great amounts of grace when you do forget from time to time. 



Stifle The Stereotype - Do not under any circumstances reinforce the stereotype that you are an unnecessary neck scarf wearing, skinny jean rocking, bedazzled t-shirt wearing, American Idol wannabe, worship leading rock star diva.  One of the best ways to stifle that stereotype is to do the dirty work with the tech team.  You know, set-up and tear down...(contrary to popular worship team folklore, the choir risers don’t just magically set themselves up and the mic chords don’t just magically roll themselves up).  When you get in there and share the physical labor that your tech team does week in and week out you will greatly appreciate how hard they work and they will appreciate you making the effort (even if they have to go in after you have left and re-roll all the the mic cables that you left in knots..).



Be a regular at AA - After you have repeatedly nagged the sound man about not being able to hear your guitar and then discover that you stepped on your tuning pedal and muted your guitar (I’ve never done that)..you might want to ACKNOWLEDGE that you made a mistake and APOLOGIZE for your nagging.  Seriously, when you make a mistake...just acknowledge it and apologize....putting on an heir of “I am never wrong” only makes you look like a jerk...who is still wrong.



Show Up and Shut Up - Make a point to grab lunch with the tech team but do not show up with a ministry related agenda.  Show up and just hang out.  Get to know who these guys and gals are outside of their ministry position.  Even though it seems as unlikely as Cobras hanging out with G.I. Joes or Buffalo Wings hanging out with Tofu...but you never know..you might end up finding a few great friends...it happens.



Play the Part, Pastor - If you are a worship pastor then be a pastor to your tech team.  For whatever reason, the tech team often gets left by the wayside when it comes to them being pastored.  If you are their pastor then show up for funerals and weddings and hospital visits and all of the other occasions where someone needs a pastor.  Your presence in some of the tougher times will speak volumes and build great long term relationships with your team.  You don’t even have to say much....just be there.

 

 

 

Huge thanks to Benji for this fantastic article and set of instructions for us, no matter which side of the equipment we sit on. Let us know your thoughts in the comments!

 

You can follow Benji on twitter : @benjicowart

 

/>" target="_blank"> 

Here is part II of Benji Cowart's post, "11 (Because 11 is better than 10) Ways To Make Friends With Your Angry Sound Man/Woman (or any other Angry Tech Staff)"


If you missed part I, click here


Part II


Respect Their Calling - You may be surprised to find that your t.p. isn’t just trying to stifle your ‘divinely inspired’ creativity with their ‘secular’ and ‘faithless’ thinking, but they may actually be operating in their ministry by trying to tell you why something may not work.  When you begin to recognize that their calling to worship through faders, videos, and lights is just as valid as your calling to worship through song, you will begin to respect that calling and come to appreciate how the two callings can compliment each other.



Exemplify Your Expectations - If you expect your tech guys to have the stage prepared for rehearsal then make sure that you show up prepared for rehearsal.  Don’t expect them to respond kindly when you show up and announce that you have to add two more guitar players and three singers that weren’t initially in the plan because you just forgot.  If you do, for some reason, need to make a last minute change, then ask the tech person and leave room for them to say no.  Your lack of preparation does not constitute a crisis for the tech team.  If your tech guys see you making the effort to be more prepared, they will extend great amounts of grace when you do forget from time to time. 



Stifle The Stereotype - Do not under any circumstances reinforce the stereotype that you are an unnecessary neck scarf wearing, skinny jean rocking, bedazzled t-shirt wearing, American Idol wannabe, worship leading rock star diva.  One of the best ways to stifle that stereotype is to do the dirty work with the tech team.  You know, set-up and tear down...(contrary to popular worship team folklore, the choir risers don’t just magically set themselves up and the mic chords don’t just magically roll themselves up).  When you get in there and share the physical labor that your tech team does week in and week out you will greatly appreciate how hard they work and they will appreciate you making the effort (even if they have to go in after you have left and re-roll all the the mic cables that you left in knots..).



Be a regular at AA - After you have repeatedly nagged the sound man about not being able to hear your guitar and then discover that you stepped on your tuning pedal and muted your guitar (I’ve never done that)..you might want to ACKNOWLEDGE that you made a mistake and APOLOGIZE for your nagging.  Seriously, when you make a mistake...just acknowledge it and apologize....putting on an heir of “I am never wrong” only makes you look like a jerk...who is still wrong.



Show Up and Shut Up - Make a point to grab lunch with the tech team but do not show up with a ministry related agenda.  Show up and just hang out.  Get to know who these guys and gals are outside of their ministry position.  Even though it seems as unlikely as Cobras hanging out with G.I. Joes or Buffalo Wings hanging out with Tofu...but you never know..you might end up finding a few great friends...it happens.



Play the Part, Pastor - If you are a worship pastor then be a pastor to your tech team.  For whatever reason, the tech team often gets left by the wayside when it comes to them being pastored.  If you are their pastor then show up for funerals and weddings and hospital visits and all of the other occasions where someone needs a pastor.  Your presence in some of the tougher times will speak volumes and build great long term relationships with your team.  You don’t even have to say much....just be there.

 

 

 

Huge thanks to Benji for this fantastic article and set of instructions for us, no matter which side of the equipment we sit on. Let us know your thoughts in the comments!

 

You can follow Benji on twitter : @benjicowart

 

/>
posted by jon cook
Comments

APR
09


11 (Because 11 is better than 10) Ways To Make Friends With Your Angry Sound Man/Woman (or any other Angry Tech Staff) - PART I

 

Today’s article is a guest post by Benji Cowart, a worship pastor in Buffalo New York (and coincidentally, at my home church). This is part one of his fantastic article on “11 Ways To Make Friends With Your Angry Sound Man/Woman (or any other angry tech staff)”


 

PART I

 

Warning: This post contains highly sarcastic tones and content even to the point of being offensive...but if you want to build a relationship with your tech staff, you will need to learn to speak Sarcastinese (the universal language of the technically minded) 


(Cue the cheesy instrumental music sans any and all instructional videos)

Hey there worship leader guy or girl.  Are you trying to figure out why your sound man stares at you blankly when you tell him that you can’t hear yourself in the monitor?  Are you wondering why his face turns eight shades of red when you add a ukulele at the last minute..I mean, it’s just one more microphone right?  Are you tired of asking for sound adjustments and seeing them move as if they are adjusting a fader but can’t hear any audible changes?  Here are eleven (said with british accent) helps that will help you get along better with your tech staff and, more importantly, make it easier for your tech staff to get along with you.



Talk...Don’t Tattle - One of the things I observed when I first came on staff was that there was a culture where there was a lot of ‘tattling’ going on.  A staff person would not get their way with a t.p. (tech person) and so they would go to that t.p.’s supervisor.  I decided to try something crazy...I decided to communicate in a way recommended by scripture (I know, it’s wildly out of control) and started trying to talk with that t.p. first before I ever went over their head.  What happened as a result is somewhat mind-blowing...I developed a relationship with that t.p..



Ask...Don’t Assume - After beginning to build a relationship with that t.p. (in this case, our sound man Kyle), I started to realize that Kyle actually knew a little bit about running sound....in fact, he knew more than I did about running sound.  I also discovered that Kyle almost always had really good reasons for doing what he was doing.  So I started asking him why he did things a certain way and found that almost all of my assumptions about his motives were wrong.



Know Their “No’s” - As I have built a relationship with Kyle, I have discovered that there are many different meanings to his “no”.  There are times where “no” means ‘this can be done but it is really going to be a pain to do it’.  There are other times where “no” means ‘if you feel strongly about it, we can, but I really don’t think it’s a great idea’ (and most of the time...it really isn’t a good idea)... and there are times where “no” means ‘we are just not going to be able to do that’.  I have learned over time when to lean on Kyle and push him (because we all need people to challenge us from time to time) and when to back off because “no” really does mean “no”.



Confront in Confidence (and do not Confidently Confront) - There will be days where you do have to confront your t.p.s.  Kyle and I have had tense moments in rehearsal but I have learned to find a moment privately and ask him what is going on.  It has always lead to an apology either from him or from me and it builds a mutual respect.  The difference is that I do this privately and not over the microphone in the middle of rehearsal...that’s just awkward for everyone.  I also do not confidently confront because trying to pull rank or bowing up on a tech person is like trying to wrestle water...it just doesn’t work.  Always confront in humility and with an ‘ask...don’t assume’ foundation.


Stop Giving Feedback Only When There’s Feedback -  It is cliche but true that the only time that anyone notices the tech team is when something is wrong.  If you want to have the relational credibility to constructively critique the negative then you had better spend some time recognizing and applauding the positive.  When they get it right, you are the only one who recognizes that because most of the time the congregation attributes all good things that happen on the platform to the worship leader/worship team.  Make sure that they know when you notice something great that they are doing.


One other aspect of giving feedback is when they give you what you ask for in a monitor mix.  There have been many times where I will ask for an adjustment and Kyle will make it but then I won’t let Kyle know if I am pleased with what I’m hearing.  Giving feedback can also mean that you just say “yep, that’s it.  sounds good”.


 


 

Stay tuned for part two of this fantastic article...


Benji Cowart : Twitter - @benjicowart


 

Today’s article is a guest post by Benji Cowart, a worship pastor in Buffalo New York (and coincidentally, at my home church). This is part one of his fantastic article on “11 Ways To Make Friends With Your Angry Sound Man/Woman (or any other angry tech staff)”


 

PART I

 

Warning: This post contains highly sarcastic tones and content even to the point of being offensive...but if you want to build a relationship with your tech staff, you will need to learn to speak Sarcastinese (the universal language of the technically minded) 


(Cue the cheesy instrumental music sans any and all instructional videos)

Hey there worship leader guy or girl.  Are you trying to figure out why your sound man stares at you blankly when you tell him that you can’t hear yourself in the monitor?  Are you wondering why his face turns eight shades of red when you add a ukulele at the last minute..I mean, it’s just one more microphone right?  Are you tired of asking for sound adjustments and seeing them move as if they are adjusting a fader but can’t hear any audible changes?  Here are eleven (said with british accent) helps that will help you get along better with your tech staff and, more importantly, make it easier for your tech staff to get along with you.



Talk...Don’t Tattle - One of the things I observed when I first came on staff was that there was a culture where there was a lot of ‘tattling’ going on.  A staff person would not get their way with a t.p. (tech person) and so they would go to that t.p.’s supervisor.  I decided to try something crazy...I decided to communicate in a way recommended by scripture (I know, it’s wildly out of control) and started trying to talk with that t.p. first before I ever went over their head.  What happened as a result is somewhat mind-blowing...I developed a relationship with that t.p..



Ask...Don’t Assume - After beginning to build a relationship with that t.p. (in this case, our sound man Kyle), I started to realize that Kyle actually knew a little bit about running sound....in fact, he knew more than I did about running sound.  I also discovered that Kyle almost always had really good reasons for doing what he was doing.  So I started asking him why he did things a certain way and found that almost all of my assumptions about his motives were wrong.



Know Their “No’s” - As I have built a relationship with Kyle, I have discovered that there are many different meanings to his “no”.  There are times where “no” means ‘this can be done but it is really going to be a pain to do it’.  There are other times where “no” means ‘if you feel strongly about it, we can, but I really don’t think it’s a great idea’ (and most of the time...it really isn’t a good idea)... and there are times where “no” means ‘we are just not going to be able to do that’.  I have learned over time when to lean on Kyle and push him (because we all need people to challenge us from time to time) and when to back off because “no” really does mean “no”.



Confront in Confidence (and do not Confidently Confront) - There will be days where you do have to confront your t.p.s.  Kyle and I have had tense moments in rehearsal but I have learned to find a moment privately and ask him what is going on.  It has always lead to an apology either from him or from me and it builds a mutual respect.  The difference is that I do this privately and not over the microphone in the middle of rehearsal...that’s just awkward for everyone.  I also do not confidently confront because trying to pull rank or bowing up on a tech person is like trying to wrestle water...it just doesn’t work.  Always confront in humility and with an ‘ask...don’t assume’ foundation.


Stop Giving Feedback Only When There’s Feedback -  It is cliche but true that the only time that anyone notices the tech team is when something is wrong.  If you want to have the relational credibility to constructively critique the negative then you had better spend some time recognizing and applauding the positive.  When they get it right, you are the only one who recognizes that because most of the time the congregation attributes all good things that happen on the platform to the worship leader/worship team.  Make sure that they know when you notice something great that they are doing.


One other aspect of giving feedback is when they give you what you ask for in a monitor mix.  There have been many times where I will ask for an adjustment and Kyle will make it but then I won’t let Kyle know if I am pleased with what I’m hearing.  Giving feedback can also mean that you just say “yep, that’s it.  sounds good”.


 


 

Stay tuned for part two of this fantastic article...


Benji Cowart : Twitter - @benjicowart


 

/>" target="_blank"> 

Today’s article is a guest post by Benji Cowart, a worship pastor in Buffalo New York (and coincidentally, at my home church). This is part one of his fantastic article on “11 Ways To Make Friends With Your Angry Sound Man/Woman (or any other angry tech staff)”


 

PART I

 

Warning: This post contains highly sarcastic tones and content even to the point of being offensive...but if you want to build a relationship with your tech staff, you will need to learn to speak Sarcastinese (the universal language of the technically minded) 


(Cue the cheesy instrumental music sans any and all instructional videos)

Hey there worship leader guy or girl.  Are you trying to figure out why your sound man stares at you blankly when you tell him that you can’t hear yourself in the monitor?  Are you wondering why his face turns eight shades of red when you add a ukulele at the last minute..I mean, it’s just one more microphone right?  Are you tired of asking for sound adjustments and seeing them move as if they are adjusting a fader but can’t hear any audible changes?  Here are eleven (said with british accent) helps that will help you get along better with your tech staff and, more importantly, make it easier for your tech staff to get along with you.



Talk...Don’t Tattle - One of the things I observed when I first came on staff was that there was a culture where there was a lot of ‘tattling’ going on.  A staff person would not get their way with a t.p. (tech person) and so they would go to that t.p.’s supervisor.  I decided to try something crazy...I decided to communicate in a way recommended by scripture (I know, it’s wildly out of control) and started trying to talk with that t.p. first before I ever went over their head.  What happened as a result is somewhat mind-blowing...I developed a relationship with that t.p..



Ask...Don’t Assume - After beginning to build a relationship with that t.p. (in this case, our sound man Kyle), I started to realize that Kyle actually knew a little bit about running sound....in fact, he knew more than I did about running sound.  I also discovered that Kyle almost always had really good reasons for doing what he was doing.  So I started asking him why he did things a certain way and found that almost all of my assumptions about his motives were wrong.



Know Their “No’s” - As I have built a relationship with Kyle, I have discovered that there are many different meanings to his “no”.  There are times where “no” means ‘this can be done but it is really going to be a pain to do it’.  There are other times where “no” means ‘if you feel strongly about it, we can, but I really don’t think it’s a great idea’ (and most of the time...it really isn’t a good idea)... and there are times where “no” means ‘we are just not going to be able to do that’.  I have learned over time when to lean on Kyle and push him (because we all need people to challenge us from time to time) and when to back off because “no” really does mean “no”.



Confront in Confidence (and do not Confidently Confront) - There will be days where you do have to confront your t.p.s.  Kyle and I have had tense moments in rehearsal but I have learned to find a moment privately and ask him what is going on.  It has always lead to an apology either from him or from me and it builds a mutual respect.  The difference is that I do this privately and not over the microphone in the middle of rehearsal...that’s just awkward for everyone.  I also do not confidently confront because trying to pull rank or bowing up on a tech person is like trying to wrestle water...it just doesn’t work.  Always confront in humility and with an ‘ask...don’t assume’ foundation.


Stop Giving Feedback Only When There’s Feedback -  It is cliche but true that the only time that anyone notices the tech team is when something is wrong.  If you want to have the relational credibility to constructively critique the negative then you had better spend some time recognizing and applauding the positive.  When they get it right, you are the only one who recognizes that because most of the time the congregation attributes all good things that happen on the platform to the worship leader/worship team.  Make sure that they know when you notice something great that they are doing.


One other aspect of giving feedback is when they give you what you ask for in a monitor mix.  There have been many times where I will ask for an adjustment and Kyle will make it but then I won’t let Kyle know if I am pleased with what I’m hearing.  Giving feedback can also mean that you just say “yep, that’s it.  sounds good”.


 


 

Stay tuned for part two of this fantastic article...


Benji Cowart : Twitter - @benjicowart


 

/>
posted by jon cook
Comments

APR
07


Intercom and Positions

For those of you who's teams are a little bit bigger, or span more than one room, communication is an important part of organization for you. In most production scenarios, an intercom party line system is used. This is especially critical if you are looking to venture into adding a camera crew. The person at the switcher (director / TD) needs a way to talk to his or her crew. Intercom is the way we facilitate this. 


If you are going to use intercom, you absolutely must be organized in a way that allows for clear communication. Mainly, there are a few key people who speak. The rest, for the majority of the time, only listen. The setting where I serve on Sundays, here is what our start of the service sounds like:


You'll notice three main voices during this:

A producer:
This person is responsible for the overall success of the event. They are looking to make sure everyone is equipped to fulfill their responsibilities well. If there is a problem, the producer looks for a way to fix it. Typically, a producer is someone who communicates well, thinks fast on their feet, and has the authority to make decisions as they need to be made. They are versed on each position well enough to offer solutions.

A service director or assistant director:
In our context, this person is responsible for calling cues out to the rest of the team. They may mention when a video is supposed to play and how long it is. They may give heads up to specific elements, such as a solo in one of the songs. They are responsible for communicating the details.

A video director:
This person is calling specific cues to their camera crew. Primarily, this position is concerned with capturing the service with excellence and being sure all video is routed to the correct place.

Graphics Operator:
This person is responsible for managing all of the visual elements that will be shown. This includes video playback, lyrics, sermon notes, pictures and illustrations, etc. They take cues from the video director and producer, but pay close attention to who is at center stage.

There are other positions you will not hear on intercom in this example, but are also connected to intercom. Some of the positions are in places where they cannot hear intercom. Our live audio engineer, for example, could not wear a headset all morning. Instead, we set him up with a phone and a flash box. When we need to talk with them, we "call" on the intercom, which flashes his light. He picks up the phone and we converse.

Now for some of you, this may be way more than what you need today. I'd say it is still beneficial for you to be thinking in these terms though. You may not need an intercom system, but you absolutely do need someone who "produces" the morning. This is someone who is intimately familiar with the run down for the morning (we've talked in the past about the importance of having a good tech sheet). The producer, or whatever you'd like to call them in your context, get's everyone set for the morning and is knowledgeable to put out fires when they crop up. You may just be whispering to the person next to you to accomplish this, but it's still necessary.

If you haven't defined roles for each of your positions, do that! Make sure each person knows what their responsibilities are for the day and who they should talk to if they run into a problem.

 

For those of you who's teams are a little bit bigger, or span more than one room, communication is an important part of organization for you. In most production scenarios, an intercom party line system is used. This is especially critical if you are looking to venture into adding a camera crew. The person at the switcher (director / TD) needs a way to talk to his or her crew. Intercom is the way we facilitate this. 


If you are going to use intercom, you absolutely must be organized in a way that allows for clear communication. Mainly, there are a few key people who speak. The rest, for the majority of the time, only listen. The setting where I serve on Sundays, here is what our start of the service sounds like:

You'll notice three main voices during this:

A producer:
This person is responsible for the overall success of the event. They are looking to make sure everyone is equipped to fulfill their responsibilities well. If there is a problem, the producer looks for a way to fix it. Typically, a producer is someone who communicates well, thinks fast on their feet, and has the authority to make decisions as they need to be made. They are versed on each position well enough to offer solutions.

A service director or assistant director:
In our context, this person is responsible for calling cues out to the rest of the team. They may mention when a video is supposed to play and how long it is. They may give heads up to specific elements, such as a solo in one of the songs. They are responsible for communicating the details.

A video director:
This person is calling specific cues to their camera crew. Primarily, this position is concerned with capturing the service with excellence and being sure all video is routed to the correct place.

Graphics Operator:
This person is responsible for managing all of the visual elements that will be shown. This includes video playback, lyrics, sermon notes, pictures and illustrations, etc. They take cues from the video director and producer, but pay close attention to who is at center stage.

There are other positions you will not hear on intercom in this example, but are also connected to intercom. Some of the positions are in places where they cannot hear intercom. Our live audio engineer, for example, could not wear a headset all morning. Instead, we set him up with a phone and a flash box. When we need to talk with them, we "call" on the intercom, which flashes his light. He picks up the phone and we converse.

Now for some of you, this may be way more than what you need today. I'd say it is still beneficial for you to be thinking in these terms though. You may not need an intercom system, but you absolutely do need someone who "produces" the morning. This is someone who is intimately familiar with the run down for the morning (we've talked in the past about the importance of having a good tech sheet). The producer, or whatever you'd like to call them in your context, get's everyone set for the morning and is knowledgeable to put out fires when they crop up. You may just be whispering to the person next to you to accomplish this, but it's still necessary.

If you haven't defined roles for each of your positions, do that! Make sure each person knows what their responsibilities are for the day and who they should talk to if they run into a problem.

 

/>" target="_blank">For those of you who's teams are a little bit bigger, or span more than one room, communication is an important part of organization for you. In most production scenarios, an intercom party line system is used. This is especially critical if you are looking to venture into adding a camera crew. The person at the switcher (director / TD) needs a way to talk to his or her crew. Intercom is the way we facilitate this. 


If you are going to use intercom, you absolutely must be organized in a way that allows for clear communication. Mainly, there are a few key people who speak. The rest, for the majority of the time, only listen. The setting where I serve on Sundays, here is what our start of the service sounds like:


You'll notice three main voices during this:

A producer:
This person is responsible for the overall success of the event. They are looking to make sure everyone is equipped to fulfill their responsibilities well. If there is a problem, the producer looks for a way to fix it. Typically, a producer is someone who communicates well, thinks fast on their feet, and has the authority to make decisions as they need to be made. They are versed on each position well enough to offer solutions.

A service director or assistant director:
In our context, this person is responsible for calling cues out to the rest of the team. They may mention when a video is supposed to play and how long it is. They may give heads up to specific elements, such as a solo in one of the songs. They are responsible for communicating the details.

A video director:
This person is calling specific cues to their camera crew. Primarily, this position is concerned with capturing the service with excellence and being sure all video is routed to the correct place.

Graphics Operator:
This person is responsible for managing all of the visual elements that will be shown. This includes video playback, lyrics, sermon notes, pictures and illustrations, etc. They take cues from the video director and producer, but pay close attention to who is at center stage.

There are other positions you will not hear on intercom in this example, but are also connected to intercom. Some of the positions are in places where they cannot hear intercom. Our live audio engineer, for example, could not wear a headset all morning. Instead, we set him up with a phone and a flash box. When we need to talk with them, we "call" on the intercom, which flashes his light. He picks up the phone and we converse.

Now for some of you, this may be way more than what you need today. I'd say it is still beneficial for you to be thinking in these terms though. You may not need an intercom system, but you absolutely do need someone who "produces" the morning. This is someone who is intimately familiar with the run down for the morning (we've talked in the past about the importance of having a good tech sheet). The producer, or whatever you'd like to call them in your context, get's everyone set for the morning and is knowledgeable to put out fires when they crop up. You may just be whispering to the person next to you to accomplish this, but it's still necessary.

If you haven't defined roles for each of your positions, do that! Make sure each person knows what their responsibilities are for the day and who they should talk to if they run into a problem.

 

/>
posted by jon cook
Comments

APR
04


Brainstorming

Are you a one-man or one-woman show leading the media team of your church? If you are, do you know what the limitation of your group will be? It will be you.


When you're pushing forward all of the "great" ideas and you are setting the agenda with little to know input from others, the creativity and capacity of your team will be set by you and you alone. It will never get better than you can dream up in your own head.

To avoid this, intentionally seek out input from lots of people! Ask the volunteers on your team what they think we could improve on. Ask your pastor often what he think would be cool for the media team to be doing. Yes I know it can be scary to break out of your little bubble, but asking for other people's opinion may be just what you need to spark that new level of creativity.

I would encourage you to balance this with your own creative thinking. This doesn't have to be a complete handoff or an excuse for you to stop thinking in a creative way, but the ceiling on what you can dream up may be approached at times. 

Are you a one-man or one-woman show leading the media team of your church? If you are, do you know what the limitation of your group will be? It will be you.

When you're pushing forward all of the "great" ideas and you are setting the agenda with little to know input from others, the creativity and capacity of your team will be set by you and you alone. It will never get better than you can dream up in your own head.

To avoid this, intentionally seek out input from lots of people! Ask the volunteers on your team what they think we could improve on. Ask your pastor often what he think would be cool for the media team to be doing. Yes I know it can be scary to break out of your little bubble, but asking for other people's opinion may be just what you need to spark that new level of creativity.

I would encourage you to balance this with your own creative thinking. This doesn't have to be a complete handoff or an excuse for you to stop thinking in a creative way, but the ceiling on what you can dream up may be approached at times. 

/>" target="_blank">Are you a one-man or one-woman show leading the media team of your church? If you are, do you know what the limitation of your group will be? It will be you.

When you're pushing forward all of the "great" ideas and you are setting the agenda with little to know input from others, the creativity and capacity of your team will be set by you and you alone. It will never get better than you can dream up in your own head.

To avoid this, intentionally seek out input from lots of people! Ask the volunteers on your team what they think we could improve on. Ask your pastor often what he think would be cool for the media team to be doing. Yes I know it can be scary to break out of your little bubble, but asking for other people's opinion may be just what you need to spark that new level of creativity.

I would encourage you to balance this with your own creative thinking. This doesn't have to be a complete handoff or an excuse for you to stop thinking in a creative way, but the ceiling on what you can dream up may be approached at times. 

/>
posted by jon cook
Comments

APR
01


The Other Perspective

I'd love to know, how well you think you know yourself? Is your view of both you and the tech team you serve on based in reality, or in fantasy? How would you even know? Often times, we don't know because the only feedback we hear is from someone else serving in the same place, usually with similar thoughts. Often times, church tech teams are made up of very analytical thinkers. This usually makes them good at thinking through problems and methodically planning out the installation of a new system. However, it also means that usually the members of this team are thinking very differently than those they serve alongside. We've all heard the phrase "there are two sides to every story." Sometimes though, personalities like those found on many church tech teams really don't believe there is another side. It's funny how, in the exact same situation, two parties can have polar opposite, and sometimes equally passionate frustrations, over a single issue. Does your team have a healthy relationship with your music team, your pastor, or others you serve with in different areas? 

Do you or people on your tech team, ever use phrases like this?

"Well too bad for them. They should have told me sooner"
"If they want that done, they can do it themselves"
"Ugly and functional, or pretty and useless; you choose"
"They don't value my time or my opinion. Why should I care?"

If so, you're not alone. In fact, these are pretty typical thoughts and responses for many tech teams. So, how do you work through it? By understanding the other side of the story.

We will continue to periodically feature "The Other Perspective" to help all you techies out there see that there is another side to most conversations, and usually the solve is to TALK. Imagine that! In order to make progress or have a voice, you need to earn the respect of those who may today oppose your views. The vast differences between typical personality types does, often times, make day to day workings somewhat challenging. It can be done better, though. I promise, because I've seen it. The key is that relationship. Making the effort to talk through problems and help each other see both sides of the story. You may be just as inconsiderate and not even realize it. Hearing from, and talking to, those people who may generate frustration today will help you serve together in a more healthy way. 

THINK ABOUT IT : What are YOU doing to improve that relationship?

I'd love to know, how well you think you know yourself? Is your view of both you and the tech team you serve on based in reality, or in fantasy? How would you even know? Often times, we don't know because the only feedback we hear is from someone else serving in the same place, usually with similar thoughts. Often times, church tech teams are made up of very analytical thinkers. This usually makes them good at thinking through problems and methodically planning out the installation of a new system. However, it also means that usually the members of this team are thinking very differently than those they serve alongside. We've all heard the phrase "there are two sides to every story." Sometimes though, personalities like those found on many church tech teams really don't believe there is another side. It's funny how, in the exact same situation, two parties can have polar opposite, and sometimes equally passionate frustrations, over a single issue. Does your team have a healthy relationship with your music team, your pastor, or others you serve with in different areas? 

Do you or people on your tech team, ever use phrases like this?

"Well too bad for them. They should have told me sooner"
"If they want that done, they can do it themselves"
"Ugly and functional, or pretty and useless; you choose"
"They don't value my time or my opinion. Why should I care?"

If so, you're not alone. In fact, these are pretty typical thoughts and responses for many tech teams. So, how do you work through it? By understanding the other side of the story.

We will continue to periodically feature "The Other Perspective" to help all you techies out there see that there is another side to most conversations, and usually the solve is to TALK. Imagine that! In order to make progress or have a voice, you need to earn the respect of those who may today oppose your views. The vast differences between typical personality types does, often times, make day to day workings somewhat challenging. It can be done better, though. I promise, because I've seen it. The key is that relationship. Making the effort to talk through problems and help each other see both sides of the story. You may be just as inconsiderate and not even realize it. Hearing from, and talking to, those people who may generate frustration today will help you serve together in a more healthy way. 

THINK ABOUT IT : What are YOU doing to improve that relationship?

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I'd love to know, how well you think you know yourself? Is your view of both you and the tech team you serve on based in reality, or in fantasy? How would you even know? Often times, we don't know because the only feedback we hear is from someone else serving in the same place, usually with similar thoughts. Often times, church tech teams are made up of very analytical thinkers. This usually makes them good at thinking through problems and methodically planning out the installation of a new system. However, it also means that usually the members of this team are thinking very differently than those they serve alongside. We've all heard the phrase "there are two sides to every story." Sometimes though, personalities like those found on many church tech teams really don't believe there is another side. It's funny how, in the exact same situation, two parties can have polar opposite, and sometimes equally passionate frustrations, over a single issue. Does your team have a healthy relationship with your music team, your pastor, or others you serve with in different areas? 

Do you or people on your tech team, ever use phrases like this?

"Well too bad for them. They should have told me sooner"
"If they want that done, they can do it themselves"
"Ugly and functional, or pretty and useless; you choose"
"They don't value my time or my opinion. Why should I care?"

If so, you're not alone. In fact, these are pretty typical thoughts and responses for many tech teams. So, how do you work through it? By understanding the other side of the story.

We will continue to periodically feature "The Other Perspective" to help all you techies out there see that there is another side to most conversations, and usually the solve is to TALK. Imagine that! In order to make progress or have a voice, you need to earn the respect of those who may today oppose your views. The vast differences between typical personality types does, often times, make day to day workings somewhat challenging. It can be done better, though. I promise, because I've seen it. The key is that relationship. Making the effort to talk through problems and help each other see both sides of the story. You may be just as inconsiderate and not even realize it. Hearing from, and talking to, those people who may generate frustration today will help you serve together in a more healthy way. 

THINK ABOUT IT : What are YOU doing to improve that relationship?

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posted by jon cook
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