Professional Documents
Culture Documents
HRDO 604
Eric M. Larson
November 19, 2004
Church in Burnsville, Minnesota, the following report was developed and presented to
The “Recommendations” section was removed from the copy of the report that
Tim was given, and was instead discussed in a personal meeting with Tim after he had
the opportunity to share his independent recommendations for the ministry. Tim was
reassured that recommended actions did indeed exist, but he was encouraged to share his
own conclusions based on the data presented in the project. He noted in particular that the
gap description in the report succinctly captured the challenges that Berean’s Video
Tim __________ openly admits that he has been diagnosed with adult Attention
Deficit Disorder (ADD), and this fact made for a very interesting meeting. In the role of
“OD consultant” I had to pay particular attention to keeping him focused on the issue at
hand – supporting the technical volunteers who are working on Sunday mornings in
Berean’s sanctuary. The meeting was a valuable one and I consider it a success, but this
“human element” was one that I had not initially considered in the project.
Tim’s interests – and, hence, much of the discussion – coincided with a peripheral
issue that several volunteers (and Berean’s Senior Pastor) raised: The production of
videos within Berean that are unique to its audience. These could be promotional videos
for upcoming classes or programs, or could emphasize particular elements of the day’s
about the same issue indicates that Berean’s Video Ministry should explore an expansion
into this area. A concluding paragraph to this effect has been added to the report that
follows.
Executive Summary
The Berean Video Ministry is a vibrant one with engaged volunteers who readily
embrace the challenging question, “How can we be even better?” Its volunteers have a
passion for excellent work, yet also have a desire for an accepting atmosphere where
Gap Description
support at Berean Baptist Church in Burnsville, Minn. The “presenting problem” was a
that will benefit from an examination through the lens of organization development:
- The expectations of new church services are overtaxing existing paid staff;
- The sheer number of tasks that must be performed for average Sunday
between services;
uncovered an additional desire that is now only minimally fulfilled: To have a creative
outlet in which volunteers can exercise their artistic talents – in technical support of live
Data Gathering
Surveys were provided in print and e-mail to current and former Video Ministry
volunteers. Response was minimal among the former volunteers, and more follow-up is
needed here; despite the focus on Appreciative Inquiry to learn what works well,
important insight can be gained from once-active volunteers who chose to drop out of the
ministry. (This very disconnect from the ministry, however, makes it difficult to gain
were asked of volunteers (B. Bechtold, personal communication, Feb. 13, 2004). Despite
contribution.
What do you value about the nature of your work? When you are feeling best
about your work, what do you value about the work itself? What outstanding
work or achievement are you most proud of? What about you made it possible to
achieve this result?
What about the Berean Video Ministry do you value most? What is the single
most important thing that the ministry has contributed to your life?
The responses here wove together a theme of doing a good job to make a
What is the core factor that gives life and vitality to the Berean Video Ministry?
paid staff. One noted succinctly that the core factor is “The creativity and
If you could develop or transform the Berean Video Ministry in any way you
wished, what three wishes would you make to heighten vitality and health in this
ministry?
also exists a substantial need for support and appreciation from leadership, and a
For example, one former volunteer wrote, “It would be nice if… the
worship leader would greet and check to see if there are questions on the order of
the service and thank AV staff before the service starts. Good for morale.”
Another current volunteer noted, “There is a feeling that I had better not make a
mistake. The pressure has lessened and I can deal with it” (Larson, 2004). While
such responses do not indicate a crisis of morale, there is a clear tension between
the desire for quality and the stress that such a goal produces.
One volunteer who is involved deeply in other staff areas of the church uniquely
shared three needs that address the vision of the Video Ministry as it could best into the
organization as a whole:
These parallel the ideas shared by Berean’s senior pastor, who praised the work of the
Video Ministry (mirroring the respect for “the talented people behind the scenes”
described above). He shared a vision “to have several works in progress at all times
subjects we are addressing, or edited reports from significant trips (Croatia, Africa,
creativity, joking that “It seems my ideas often generate too late to implement…
Someone needs to pry them out of my head in advance, or sit with me in an idea-creating
volunteer work. In addition, he noted how difficult it is to remember that focus as a leader
of volunteers. This is summed up in a short, informal prayer that he felt moved to not
only offer to God, but share with his volunteers as well in the context of a regular
newsletter:
Dear Lord, I noticed something missing from my letters to the volunteers over
these last months and it was You. We all get so caught up in deadlines and
agendas, even in a church, that we forget what it's all about. Please forgive me
and help me to be still and know that You are Lord. Thank you for these
wonderful volunteers and watch over them this week. Amen. (F. ________,
personal communication, Oct 28, 2004).
shared that there is no paid leadership in _____’s technical ministry; the leaders and
directors are volunteers. ________ discussed an emphasis that has been lacking in
Berean’s previous volunteer recruitment efforts: “Make sure you want volunteers, not just
approach beginning within the existing volunteer ministry. Current volunteers should
gather with leadership and, if possible, literally walk through the church directory name
positions. Then, leadership should contact those individuals and invite their participation
in the context of the personal recommendation that volunteers in the ministry have
already provided. In this way, recruits are already connected to the ministry and feel the
ministry that in some ways is similar to Berean’s; as with Berean, paid staff run the sound
the system is easier to use and less complicated than Berean’s. In stark contrast to
Berean’s Video Ministry, however, is the “community” built around _____’s volunteer
team. _____ explained that semi-annual parties sponsored by their worship director and
the fact that all the members of the ministry are friends with one-another help to build a
connection among their volunteers and a “shared vision” of the purpose of their ministry.
_____ also shared that _____ has not developed formal training or documentation
on the technical equipment used in their sanctuaries. Instead, the staff focus their efforts
school classes.
don’t have enough resources, so we are forced to turn to you’ is not positive. Neither is
supervision by salaried staff based on ‘I wish I had a paid helper, but I have to settle for
you.’ There are indeed some first choice reasons for wanting to attract volunteers—
reasons that have nothing to do with the presence or absence of money” (Ellis, 1986, p.
5).
The reasons that Ellis outlines do not map perfectly to the role of volunteers in
Berean’s Video Ministry, but nonetheless serve as reminders of the creative opportunities
disenfranchised recipients;
- perform under less pressure and stress (because they need not worry about
- are always “private citizens” and can act publicly with fewer repercussions to the
organization;
- can experiment with new ideas that are not yet ready to be funded;
- have access to the community because they spend the majority of their time “out
there”;
Overall, volunteers are valuable as volunteers because they are, and remain, “external” to
the organization in which they volunteer. They can bring in unique insights, can fulfill
extremely focused needs, and can help the organization engage with those outside it.
Although some might be concerned that volunteers “are not reliable”, Mallory
(2003) reassures ministry leaders that volunteers can be held accountable for their
performance – and, in fact, are usually eager to receive that guidance and direction.
However, she warns that, “Trusting people means allowing them to fail” (Mallory, 2003,
para. 22).
Grossman and Furano (1999) discus the reality that volunteers are playing
organizations need to increase their focus on supporting volunteers who often find
themselves in new and unfamiliar roles. Thorough training is a vital component of such
support.
Addressing the concerns for support or approval, Baab (2003) warns against
burnout that is “caused by taking on too much of other people’s emotional reality.” She
explains how
Stackpole (2003) focuses on the need to “recruit from nontraditional sources” and “seek
out those who haven't raised their hands yet.” More importantly, he offers a contrast to
the current volunteer recruiting in Berean’s Video Ministry that asks for a long-term
regular commitment from volunteers, recommending that leaders “gauge the opportunity
Though it's true that busy people always seem to do more, nowhere is it written
that every volunteer opportunity must demand months or years of commitment.
Sometimes a project that needs a few days of intense effort produces a far better
outcome than something that stretches out for months. Craft options that suit your
potential volunteers. (Stackpole, 2003, p. 96)
Historical Perspective
A survey of Berean’s Video Ministry volunteers in spring 2002 revealed less
perspective focused on the technology. While some difference can be attributed to the
questions asked, a strong and vibrant undercurrent of service to people (over and above
“work with technology”) appears to have developed in the past two and a half years.
One suggestion at the time, which can be inferred from responses in the current
Much like the other teams at church that get together, I think it would benefit us
to meet and exchange ideas and/or learn from you [the volunteer coordinator]. As
suggested before, I think we can review portions of previous recorded services
and discuss what was good and what needs improvement. I know you are
particular about certain things and we should know what they are. As you are
aware, your knowledge level is significant in this field and there may be some
things you take for granted. Most of the time our discussions are when we are
busy preparing for the service. Therefore, we may not have a focused
conversation. Getting together when we are not preparing for a service allows us
to ask questions more openly for clarification and have your undivided attention.
(Larson, 2002)
Video Ministry needs to dedicate attention to its process, people and purpose.
- Competence/Quality
- Training/Infrastructure
The Video Ministry must grapple with the tension between the need for quality
and the tolerance of mistakes. Too much emphasis on one will undermine the other.
Volunteers need to know that their efforts are going to a ministry that values excellent
work. Conversely, those same volunteers need to know that there should be no demand
Both of these needs – increasing both skills and comfort – can be supplemented
creativity and fellowship) as well as the people receiving the volunteer’s acts (valuing
contributions)
- Valued Contribution
- Creativity
- Personal Connection
engage creatively in the work of the church. It also needs to maintain a particular focus or
need to specifically call out the fact that they “noticed how unnoticeable” the work was.)
The work of the Video Ministry uses technology to reinforce Berean’s message as
subtly and transparently as possible. Berean’s senior pastor qualified his comments in this
intervention with the valuable warning, “All this with this caveat: I want to major on the
book in hand—the Bible, not the screen. I also want to help people listen to the spoken
word with verbal stories and illustrations that stay in their heads, enhanced by an
occasional visual or symbol. I don’t want to be a Luddite on this, but I also don’t want to
2004).
structure. Not only does the Video Ministry run technical reinforcement within Berean’s
Worship Center for the congregation there, but it also transmits the video throughout the
building to overflow areas, as well as recording the traditional service for use by the
Berean’s message.
One volunteer described the purpose (in the sense of “tasks”) of the Video
Ministry as both enhancing the worship experience, and even enabling the experience
itself:
(I)t (enables) those that are in different areas of the building to participate in
worship by watching a video monitor or the annex in the south gym. Many times
due to other ministries (i.e. Berean Cafe, nursery, etc.) people are present but not
able to be in the Worship Center. Or a parent with a child that is not willing to sit
quietly in the Worship Center. The video feeds to the monitors enable people to
not be inside the Worship Center but still participate in the worship. (Larson,
2004)
Develop Training
#1: Train volunteers on the basics of system operation. Build a training plan,
beginning with basic camera operation, so volunteers feel more comfortable with the
#2: Establish a Saturday morning “play time.” This time, during regular Worship
Team rehearsal when audio and video staff are already on-hand, would provide an
opportunity to work with the equipment in a low-pressure environment that still emulates
#3: Develop of an iterative manual (to which the volunteer community can contribute).
A typical manual will rapidly grow “stale.” Any written documentation needs to be
flexible and easy to update; as equipment and practices change, the manual needs to stay
up-to-date. Such a manual will not replace training and practice, but can serve as a
comfort to those who lack confidence in the experience they already have.
Clarify Vision
#4: Differentiate tasks and roles among volunteers, so people have focused
opportunities to excel and training is not forced to take a “shotgun” approach that
#5: Clarify the tension between the desire for quality and the impossibility of
the video ministry (noting that the ministry’s particular “truth” is technical execution that
adheres to established standards), and emphasize a healthy balance of the two. To initiate
#6: Cultivate an understanding that not everyone will fit into the Video Ministry,
and that is no indication of “failure.” Some people will be excellent camera operators;
some will not. Those who are not have plenty of opportunities to serve in other capacities
at Berean, and their “lack of camera-operating ability” says nothing disparaging about
Corinthians 12:14-20:
Now the body is not made up of one part but of many. If the foot should say,
“Because I am not a hand, I do not belong to the body,” it would not for that
reason cease to be part of the body. And if the ear should say, “Because I am not
an eye, I do not belong to the body,” it would not for that reason cease to be part
of the body. If the whole body were an eye, where would the sense of hearing be?
If the whole body were an ear, where would the sense of smell be? But in fact
God has arranged the parts in the body, every one of them, just as he wanted them
to be. If they were all one part, where would the body be? As it is, there are many
parts, but one body. (1Co 12:14-20, New International Version).
Build Community
#7: Pastoral involvement. The Pastor of Worship Ministries should positively engage
- Thank you notes (personal, hand-written) for both regular and special
participation
#8: Lay leader involvement. The Volunteer Technician Coordinator should positively
engage with the technical volunteers to compensate for any disconnect they might feel
participation
spotlight”
near the audio/video booth that names the day’s paid and volunteer staff, to help the
Berean community understand and acknowledge the contributions “behind the scenes.”
Future Expansion
should begin conversations to discuss the importance of in-house video productions and
Alban Institute.
manuscript.
data.
http://www.christianitytoday.com/bcl/areas/teamdevelopment/articl
es/le-cln30923.html.
Background/Infrastructure
What’s your basic Sunday Morning technology, and how do volunteers fit into that?
What ties are there between Sunday Morning technology/volunteers and other
technologies/events in your church?
If other ministries are expected to provide their own volunteers for their events,
does that solution work well? How engaged are those volunteers? What is the
training/operations relationship between the Technical Arts ministry and those
volunteers?
People
Have members of your technical ministry expressed any concerns/challenges that you’d
feel comfortable sharing?
What type of training/orientation do you provide for operators in your technical ministry
(particularly for any volunteers, but for paid staff if volunteers aren’t used)?
2. Let’s talk for a moment about some things you value deeply.
• What do you value about the nature of your work? When you are feeling best about
your work, what do you value about the work itself? What outstanding work or
achievement are you most proud of? What about you made it possible to achieve this
result?
• What about the Berean Video Ministry do you value most? What is the single most
important thing that the ministry has contributed to your life?
3. What is the core factor that gives life and vitality to the Berean Video Ministry?
4. If you could develop or transform the Berean Video Ministry in any way you wished,
what three wishes would you make to heighten vitality and health in this ministry?