Aim To Be a ‘Development’ Culture, not a ‘Doing’ Culture

What if instead of just being busy doing the work, we were busy developing others to do the work? Create a multilevel developmental program to grow our teams, leaders, and capacity.

Aim To Be a ‘Development’ Culture, not a ‘Doing’ Culture
Once they hit junior high age, though, I find they are quick to pick up very technical tasks. Not only that, teens really want to belong and want to be believed in.
Aim To Be a ‘Development’ Culture, not a ‘Doing’ Culture
Once they hit junior high age, though, I find they are quick to pick up very technical tasks. Not only that, teens really want to belong and want to be believed in.

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Many churches great and small always seem to have a people resource problem.

Your tech ministry might be the single thing that keeps those young recruits coming back to the church week after week!

There never seems to be enough people to do what needs to get done.

For most smaller churches, they have to rely on a volunteer base, but then risk burning out their most dedicated and trained volunteers.

While larger churches have the resources to hire staff to supplement their set of volunteers, they too yet run into the same problems, never enough staff and volunteers to get the things they need done.

But maybe that’s the problem.

Everyone is busy doing things. There is only one level of leadership. That one level leadership also results in there being only one level of team development.

What if instead of just being busy doing the work, we were busy developing others to do the work? Create a multilevel developmental program to grow our teams, leaders, and capacity.

God didn’t want us to bury out talents in the sand, he wanted us to use them, invest them, and reap the rewards of the blessings.

The more we invest, particularly in others, the more fruits of the rewards we will see.

But for those who wonder how they can let go of doing everything, and hand it off to others, they must create a multilevel roadmap to get there.

Intentionality

First and foremost, you must commit to becoming a ‘development’ culture.

If you have been largely a ‘doing’ culture, you must design a development program to begin integrating new staff or volunteers into a training process.

It’s OK to dream here.

Among the things to ask yourself:

• How many more people would it take to do a certain project or task?
• How many people would it take to create a rotation team of volunteers to cover all tech positions in a weekend?
• What type of technical positions do I need?
• What skill level is required to meet a technical position?

Essentially, dream and draw out a roadmap from A to Z.

Also talk to leadership and get them on board with making a transition.

It’s one thing to dream, but knowing the boundaries of your leaders’ expectations is key here. Such expectations such as those pertaining to distractions, service perfection, grace, and overall execution of weekend services.

Lastly, will this take hiring (or perhaps contracting) someone specifically to lead the transition? Not everyone has the skill set to undertake this, but I believe most can develop this mindset with training, and build the skills to make the transition.

Recruitment

This might be the hardest part for any church to tackle.

Recruitment, in my opinion, is only limited by your own limitations. Some churches insist that only adults serve during the regular services and that students can only serve in student ministries, or how some insist that someone who serves has to have attended for a minimum amount of time or have been a church member.

OK, that limitation list can go on and on, you get the point.

If your church holds to any of those limitations or a lot of limitations, though, you’ve just greatly reduced your recruitment by 50 percent to 90 percent.

This is real folks, limitations only limit your ability to grow!

So where do you recruit from?

My answer is everywhere, from one-on-one conversations, to walking into a junior high class to speak to students, an invitation from the stage, to a slide on the screen.

Use every option available to you!

So who do I recruit?

I’ve found, based on maturity level of the individual, I’ve been able to not only recruit and train solid tech volunteers to serve in high capacity tech positions, but do so, beginning with sixth grade.

Even then, I’ve had a few exceptions of finding even younger quality recruits.

Once they hit junior high age, though, I find they are quick to pick up very technical tasks. Not only that, teens really want to belong and want to be believed in.

You are investing in your ministry’s long-term future here. Your tech ministry might be the single thing that keeps those young recruits coming back to the church week after week!

Other areas where to find interested recruits are the local audio/music schools.

But these people don’t even go to the church!

Instead of finding ways to limit your recruitment pool thinking that way, much like my rule with the kids, as long as their maturity and personality fit the environment, I see using local music/audio students as not only a way to invest in talent, but also as an outreach.

Does your church have an internship program, school, or discipleship program? If so, talk to your leaders about making the tech ministry either a part of the program or an elective. This does possibly mean these are short-term people coming into your ministry, but if it’s a regular influx of new people that are helping your tech team, this gives you a great opportunity for some of your most trusted to take the reigns of leadership, and allow them to train a group of new volunteers.


More About Debbie Keough
Debbie Keough is currently a freelance audio engineer based in the Orange County area of Southern California. She has held FOH, lighting, media and technical director positions from the largest megachurches to smaller local churches. Additionally, she is an instructor at The Recording Arts Center in San Diego, California. She loves mixing and her heart is to teach, encourage and raise up the next generation of technical artists in the church. She can be reached on Instagram and Twitter @debbiekeough.
Get in Touch: debbiekeough1@gmail.com    More by Debbie Keough

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Worship Facilities Magazine, January-February 2018
The January-February 2018 issue of Worship Facilities Magazine offers articles about the many steps a church had to take in the aftermath of a fire, and another involving a church making the jump to 4K.


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