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The music is too loud, it's too soft, that camera shot is weird, the house lights are too dark, too bright, etc. How can all of these statements be said about the worship experience at the same church? Is it because people’s opinions are different? Or could it be that these things are inconsistent from week to week?
One of the most difficult dynamics of creating an excellent Sunday experience is making the presentation consistent from week to week.
One of the most difficult dynamics of creating a church that has an excellent Sunday experience is making the presentation consistent from week to week. So, how does a lead tech or worship pastor get the tech team execution the same week to week? It happens when leadership creates a culture that is goal-focused, consistent in training, and feedback driven. To do this, ask yourself the following questions.
Can you move the team toward the same goal every Sunday?
One of the most common issues churches have on Sunday morning is a diverse view of the goal. Generally speaking, if a church has three sound engineers then all three of those engineers most likely think the nuances of how they mix are the best of the three. This could be the same with video producers, camera operators, lighting guys, etc. We all tend to think that our way is best. The problem with this is that it causes churches to either have a small team that is very consistent but nearly impossible to join, or [it causes them to] have a large team with different Sunday morning methods week to week. There is a better way.
The conversation has to switch from what is “better” to what is the church’s “goal.” When we discuss creating change to help make a ministry reach its potential, there has to be an understanding of who gets to define the goal. When there is a goal or type of product the entire team has learned, consistency will begin to improve as personal preferences subside.
When there is a goal or type of product the entire team has learned, consistency will begin to improve as personal preferences subside.
It is important to note that this may be a difficult discussion for some tech people in the beginning. Those who are used to implementing their own ideas when they desire to do so may struggle. The truth unfortunately is that some tech people struggle with thinking through what is better for the team at large. Moving to this model may cause some people to exit the team. Some volunteers just want to be lone rangers. There is a silver lining, though.
When the discussion changes from preference to consistency, on-boarding new people will be easier. When the expectation is in place, you will find that it is actually easier even to recruit new people and train those with less experience.
Lastly, the person who sets the expectation must be given leadership and authority. Whether that person is the worship pastor, a volunteer tech lead or the media director working at the church full-time, they must lead by being present and given authority to assist in making the changes needed. Every Sunday there must be one person who has the final say of what the Sunday morning experience is like.
Every Sunday there must be one person who has the final say of what the Sunday morning experience is like.
Do you train everyone?
We have all had the moment when a person walks up to the booth, he/she tells the lead tech guy that he/she has been a camera operator for ESPN, Fox News, Animal Planet and he/she even invented a special camera technique that is changing the face of filmography in the Czech Republic. The tech lead thinks, “This will be amazing, I don’t have to train this person at all!”
Without proper and consistent training, it will be difficult to get a rotating team to be consistent week to week.
This tech guy would be wrong. Why? Because, training is not simply about teaching, but it is also about setting standards for everyone serving. When training happens in any area of the tech booth, it is the opportunity to set the goal, commitment requirements and level of excellence expected from each person. This step is of utmost importance. Without proper and consistent training, it will be difficult to get a rotating team to be consistent week to week.
Can you create time for regular feedback?
There is nothing more frustrating for a tech person to only receive feedback from their leadership when there is feedback (see what I did there?). There should be space every week for tech people to hear what went well, what didn’t go so well, and how the team as a whole can grow. This doesn’t have to be a 20-minute meeting, but it should be consistent. Feedback is much easier to receive when it is consistent. When it is intermittent and usually negative it will rarely be effective.
Feedback is much easier to receive when it is consistent. When it is intermittent and usually negative it will rarely be effective.
Creating a culture of change within a tech team is really all about setting an expectation, communicating how to do it, and making sure that everyone remembers they are serving the church by contributing to an experience rather than doing their job the way they think it should be done.
When there is willingness to change and move toward a common goal, the team will actually become stronger and the end result will be excellence through consistency.
