Last issue we discussed–in general terms–AV team building, task division, and a little about training. A couple more principles of good team building are in the areas of participation and excellence.
I really like what Bob Russell (Southeast Christian Church–Seven Principles of Church Growth) has to say about some of these things, and I highly recommend the book for gaining more clarity on the overall subject. Excuse me as I paraphrase. In regards to participation, you must recruit qualified individuals. Some positions simply demand skills and personalities that require extra effort to find. Some tasks are just too important to leave to the first
person to volunteer.
I understand this may be heart-breaking and difficult within smaller congregations, but it is true. For instance, I would not be the best choice as an FOH mix person. I am actually overqualified in many regards, but (without giving away my exact age) I lost a little high frequency hearing in one ear from standing on top of four very loud dual 12-inch stage monitors. I do know my exact limitations and I could do an adequate job, but I would not be the best.
The best is the desired criteria. All else being equal, old age has a tendency to deteriorate hearing. I loved my grandpa, but with two hearing aids, there would
be little distinction between a crank-up Victrola and tri-amped line arrays. He would not be the best, regardless of his engineering background.
You have to be clear on the criteria for each AV team position, and be willing to overlook the first volunteer if he or she does not meet the criteria. In any case, you must also be willing to give specific encouragement, honest and clear with occasional correction, and be as devoted to a volunteer's continued technical education as the job requires.
Excellence is excellence, period. In the context of team building, "Mediocrity breeds indifference, but quality attracts." Creating anything of quality minimally requires hard work, diligence and detailed planning. After all, isn't it supposed to be an honor to be part of His team and give our best?
The most I could say about this is to set clear standards early on. Everybody has at least one area of giftedness. Finding what that is and encouraging it is the challenge, but that's part of the job of an excellent ministry leader!
Having said this, as a ministry leader you simply have to set an example. Developing "high tech" with low budgets is one thing, but without developing principle-based relationship skills, all the tithe money in the world won't get the job done.
I am going to quote Curt Taipale on a comment he made about relationships: "It's hard to consider relationships as a priority. After all, the technical problems are staring you in the ears every service. But if you take care of this area, the technical areas will come together quite easily. If your audio ministry has their relationships and priorities in line, it will be an outreaching, giving group of people, excited about learning more… A key ingredient to building a first-rate audio ministry is to choose F.A.T. people… people who are Faithful, Available and Teachable. Your job is to keep them that way… and if you really care about them, you won't burn them out, and churches will be drawn to you to learn how you 'created' such a great environment and where you got that great sound system."
I couldn't have said that any better. There's lots to do…let's get busy!
You can contact Richard Rutherford at rrutherford@fohonline.com.
