Comments on: Building a Media Department – Step 3 – Find a Guru http://churchm.ag/building-a-media-department-%e2%80%93step-3-%e2%80%93find-a-guru/ Exploring the Intersection of Church and Technology Fri, 10 Feb 2012 06:17:05 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: human3rror http://churchm.ag/building-a-media-department-%e2%80%93step-3-%e2%80%93find-a-guru/#comment-38761 human3rror Tue, 20 Oct 2009 10:49:04 +0000 http://churchcrunch.com/?p=6780#comment-38761 hehe. you would know cause you're the man! hehe. you would know cause you're the man!

]]> By: Brad Bretz http://churchm.ag/building-a-media-department-%e2%80%93step-3-%e2%80%93find-a-guru/#comment-38760 Brad Bretz Tue, 20 Oct 2009 08:22:20 +0000 http://churchcrunch.com/?p=6780#comment-38760 I really believe that when considering a media director, it's not just somebody that can "do" but somebody who knows where they want to take the department for the benefit of the church. In short - vision is critical in this position. I really believe that when considering a media director, it's not just somebody that can "do" but somebody who knows where they want to take the department for the benefit of the church. In short – vision is critical in this position.

]]> By: Katrina McClure http://churchm.ag/building-a-media-department-%e2%80%93step-3-%e2%80%93find-a-guru/#comment-38759 Katrina McClure Fri, 09 Oct 2009 20:17:24 +0000 http://churchcrunch.com/?p=6780#comment-38759 Heyyy:) Heyyy:)

]]> By: Katrina McClure http://churchm.ag/building-a-media-department-%e2%80%93step-3-%e2%80%93find-a-guru/#comment-38758 Katrina McClure Fri, 09 Oct 2009 20:15:58 +0000 http://churchcrunch.com/?p=6780#comment-38758 I need help finding a department!!! I need help finding a department!!!

]]> By: Graham Brenna http://churchm.ag/building-a-media-department-%e2%80%93step-3-%e2%80%93find-a-guru/#comment-38757 Graham Brenna Thu, 08 Oct 2009 22:52:19 +0000 http://churchcrunch.com/?p=6780#comment-38757 Awesome sauce! I'm in a unique position where I get to re-write my job description every once in awhile. I'm using this blog series as a reference... I'm currently the "Tech Director" and it is a full-time position. I'm hoping to transition to the "Media Director". I'll still perform my same duties that I have now but I'm working towards empowering my volunteer team to do them for me. :) You rock Nate! Awesome sauce! I'm in a unique position where I get to re-write my job description every once in awhile. I'm using this blog series as a reference… I'm currently the "Tech Director" and it is a full-time position. I'm hoping to transition to the "Media Director". I'll still perform my same duties that I have now but I'm working towards empowering my volunteer team to do them for me. :)

You rock Nate!

]]> By: Adam_S http://churchm.ag/building-a-media-department-%e2%80%93step-3-%e2%80%93find-a-guru/#comment-38756 Adam_S Thu, 08 Oct 2009 12:22:34 +0000 http://churchcrunch.com/?p=6780#comment-38756 Reading "Simple Church' by Thom Rainer, I am reminded that the most important requirement for new staff (whether they are paid or not) is not excellence (although that is good) but acceptance of the values and methods of the church. If you have a bunch of big guns that think that what they do is the most important thing in the church and don't see how it fits into the rest of the ministry of the church you will spend all of your time mediating conflict. First we need a shared understanding of church mission, from there you find the person that fits into the team, and finally you make sure they can do what you need them to do. I know that is not what we usually think when we hire, but I am inclined to think it should be the way we do things. (It also give a good bit of weight to hiring internally because you don't have to teach culture.) Reading "Simple Church' by Thom Rainer, I am reminded that the most important requirement for new staff (whether they are paid or not) is not excellence (although that is good) but acceptance of the values and methods of the church. If you have a bunch of big guns that think that what they do is the most important thing in the church and don't see how it fits into the rest of the ministry of the church you will spend all of your time mediating conflict.

First we need a shared understanding of church mission, from there you find the person that fits into the team, and finally you make sure they can do what you need them to do. I know that is not what we usually think when we hire, but I am inclined to think it should be the way we do things. (It also give a good bit of weight to hiring internally because you don't have to teach culture.)

]]>