Re-Thinking Christmas

So this is going to sound like a complete contradiction, after my post from a few weeks back, but I’m OK with that. If my friend Dave has taught me anything it’s that it’s OK to change your mind when new information becomes available. After I posted Inconvenienced by Christmas, there has been quite a dialog in the comment section. And then Jon Acuff’s post, 11 Signs You’re Burning Out Your Staff re-appeared. I saw that when it first posted last year, and when it resurfaced, I started re-thinking my position on the big weekends in the church calendar.

His point #6 is what really spurred my thinking. It’s titled “The church steals the staff members’ family traditions.” He ends that section with this poignant statement:

“I swear Jesus didn’t say, ‘One day, I hope someday Easter is a moment church employees look forward to with exhaustion, burnout and regret.’”

Now, let’s substitute Christmas for Easter and think about what we’re going through this year. And I’m actually not meaning “we’re” as if I’m in the middle of it because for the first time in 10 years, I’m not going crazy getting ready for a huge Christmas production. I remember very vividly the long days, the frustration, the exhaustion, and the pain of being on my feet for 12+ hours a day, 7 days a week for a few weeks. I also remember the joy and the satisfaction of producing a great Christmas experience for our church family. And the fun I had working with a great team. 

But lately, I’ve been thinking; do we really need to do big, elaborate Christmas productions every year? Is the expense of time, talent and money really worth it? Do we really see results that square with the investment? 

Sometimes I feel like the big Christmas productions or Christmas Eve services are almost a bait and switch. We hope to have hundreds or thousands of visitors come through the door, and we hope they come back. And if they do come back, what does the weekend after Christmas look like? Is it the same caliber as Christmas or is it back to normal? And if it’s not the same, do visitors come back a third time? 

I honestly don’t know the answers to all those questions. They’re just rattling around in my head a lot lately. I’m watching my twitter feed and getting texts and emails from friends who are burning the midnight oil going crazy trying to get through Christmas. I’m hearing things like, “Once I get through Christmas, then we can grab lunch or talk,” and “Quick break, then back to the grind.” I know I’ve said those things myself. 

Of course we want to make our church welcoming for visitors and we want visitors and regulars alike to enjoy a great experience. But I don’t know—have we taken it too far? 

Of course, I’m talking to a group that has very little ability to change the status quo. Most of us technical artists do what is asked of us by the service planners. Then again, maybe we go way above and beyond the call of duty, to our own detriment. Maybe we need to dial it back a notch. 

I also know getting the chance to do a really big production can be a lot of fun. I get it. Remember, I did this for 10 years on staff and 15 as a volunteer. I’ve been there, and I really do understand. I also understand that I feel really lost this year at Christmas because I don’t even know what it means anymore. I’ve been telling people I am having a hard time even acknowledging Christmas because it’s not cold and snowing (at least in SoCal) and I’m not prepping for Christmas Eve. 

I’m all for excellence, winning the lost, doing great things, and all that good stuff. But I also wonder if we should at least have a discussion about why we’re doing all this and what the cost/benefit ratio is. Like I said, I don’t have the answers here. But I hope I can start a conversation. What do you think? Leave a comment and let us know.

“Gear

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Church Tech Weekly Episode 220: The Banjo Museum

We pick up where we left off last week by talking about the building blocks for the modern worship sound, and with some excellent advice on how to structure rehearsals. Ultimately, it's all about relationships; in this case between tech and band.

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Hello, World!

Roland

Today's post is brought to you by Pivitec.Pivitec redefines the Personal Monitor Mixing System by offering components that are Flexible, Precise and Expandable. Ideal for any application from Touring and Live Production to fixed installation in theaters and Houses of Worship.

Coming Into a New Church, Pt. 2

PHOTO COURTESY OF Richard Stephenson

PHOTO COURTESY OF Richard Stephenson

In this mini-series, we’re talking about how to successfully transition from one church to another. Last time, I set up an all-to-common scenario of a young guy who finds himself in a successful, growing church and is now suddenly in demand from other churches. He goes, tries to duplicate that “success” only to find he was really just in the right place at the right time last time around. That’s one possibility. But I think this advice is useful for anyone who is transitioning into a new staff situation. Much of this I have learned over 25+ years of ministry, both technical and not (I was a student ministry guy before becoming the tech guy). This wisdom was passed on to me by older, wiser guys and hopefully, I was smart enough to follow it.

Make No Big Changes for Six Months

This phrase was drilled into me during my six years in student ministry. As the average tenure of a youth pastor was (and I think still is) about 18 months, there is a tremendous desire to get in and make a big impact quickly. The same is true of tech guys. By nature, many of us are problem solvers and fixers. So we see things that are broken and immediately want to fix them. My advice to you is slow down. Leadership change is very stressful for a team, don’t make it more so by throwing out a bunch of changes right away. If you have critical equipment that is broken, fix it. But don’t completely revamp the entire structure your first month.

Get to Know the People First

You really need to get to know the people you will be working with before you start changing things up. Find out their strengths, weaknesses and what they would like to see changed. And when I say, “the people,” I mean the staff, leadership and your team. Begin to find out what the pain points are, and start formulating ways to alleviate them. But don’t mistake your new job as a way to showcase your mad skills. You are there to serve the body of that church. Make sure you serve them.

Check Your Ego at the Door

This is a corollary to the previous point. There are fewer ways more effective in alienating people than to constantly tell them how great you are and what an amazing team/band/stage/facility/job you had at your last church. Be humble. Be willing to listen to your new team. Who knows, you may even learn something new! As we learned last time, “Just because it worked, doesn’t mean you’re always right.” 

Learn the Culture

Every church is unique. What works for one may not work for another. Of course, there are some best practices that are fairly transferrable, but you often have to customize what you are doing for each congregation. That goes for everything from style of mix to how to schedule the team. Some churches have no problem finding willing and talented volunteers. Others have a terrible time with that. Make sure you know the culture of your new church before you go trying to turn it into your old church. 

In the last 15 years, I’ve transitioned into five different churches. In each case, I tried to follow my own advice. In each case, I was able to win the hearts and minds of the staff and my teams, I made many positive changes and left the churches in better shape than I found them. That’s not arrogance talking, that’s just what happened. But here’s the key; none of the those churches was the same, so I adapted my methods for each. Significant changes were made in each case, but hopefully in a way that left everyone feeling pretty good about it. 

So don’t be that guy—that guy who comes in, makes big changes and blows everybody up just because you got lucky once. Take your time, get to know the people and culture and make the changes that are appropriate for that setting. Everyone will be better off in the end if you do.

Roland

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