Coaching

Skills Accelerator (3-6 Months)

Right for you if:

• You want to level up the mixes your church experiences—and you know growth is needed, but you're unsure whether the answer is coaching or process change
• Mixes are inconsistent—some Sundays are great, others could be better
• Your engineer wants to feel re-inspired about the work they do

What happens over 3-6 months:

• Renewed confidence in the booth. Your engineer moves from "I hope this works" to "I know what I'm doing and why"
• Consistency becomes the standard. Sunday quality stabilizes because skills move from concept to internalized execution
• Faster, better decisions. Mixing choices become more refined and confident
• Ownership and retention. Your engineer feels supported and empowered to grow—reducing turnover

Mentorship Track (6-12 Months)

Right for you if:

• You're ready to move beyond "hired guns" and contractor-led Sundays
• You want to develop internal leadership capacity—especially during growth, change, or expansion
• Your engineer is starting their career and you don't want to watch them burn out under new expectations and responsibilities

What happens over 6-12 months:

• A leadership foundation that pays dividends for years—not just Sundays. Growth is guided, not rushed. Expectations are clear and progress doesn't come at the cost of relationships or health
• Your engineer isn't left to prove themselves alone. Instead of overextending, they're coached through new responsibilities with advocacy for margin and teamwork
• New ideas no longer stall because of experience gaps, uncertainty, or fatigue. The tech booth becomes a place of confidence and increased partnership
• Your engineer has a solid foundation—not just skills, but the leadership capacity and confidence to keep growing. You've built internal capacity that doesn't depend on hiring externally

Midweek visits deliver better results. On Sundays, your engineer is in execution mode—focused on getting through the service, not learning. We can't stop, pivot, or refine in real-time.

Midweek, or during rehearsals, we can:

• Slow down and make intentional changes
• Reset programming without service pressure
• Coach in real-time—pause, discuss, and refine
• Create clarity your team can actually absorb

The result: Better decisions, stronger confidence, and fewer Sunday surprises.

There's a personal reason too: After years as the person who was never home on weekends, I committed to being at my own church on Sundays with my family when I'm not touring. That boundary limits my capacity, but it ensures I show up fully invested in the clients I take on.

How This Works

Real growth starts with truth, and truth is received best when it comes from the right messenger.

Engineers are often confident, opinionated, and highly self-directed. That's not a flaw, it's part of the role. But it also means growth stalls when feedback feels theoretical, outdated, or disconnected from real experience.

My approach is built around three principles.

1. Discernment before development.

Part of my responsibility is discerning timing: whether an engineer is in a place where coaching will actually produce momentum. Growth requires openness, curiosity, and a willingness to engage, not perfection, just readiness.

The result: You invest at the right time, and we focus effort where real growth is possible.

Once readiness is clear, the next question is: will they actually receive the coaching?

2. Kind truth grounded in experience.

My coaching comes from working at the highest levels. I've led teams across multiple campuses at a church of 30,000 weekly attendees. I've launched television programs and online church experiences. I currently mix in arenas and broadcast events where the pressure to deliver is constant.

This matters because engineers don't receive abstract advice well—they respect perspectives earned in the trenches.

The result: Defensiveness drops, curiosity returns, and growth can actually begin.

And once they're open to feedback, the final question is: are we developing the right things.

3. Identity before technique.

Audio education is widely available. What's rare is helping an engineer understand who they are as a mixer at their current stage, and how that aligns with what your church actually needs.

I help them reconcile:

• Their instincts
• Their risk tolerance
• Their responsibility to the room, the team, and the congregation
• Then connect it to your leadership's vision

The result: Your engineer grows as a leader, not just a technician, which means they stay engaged, your team stabilizes, and you avoid the hiring cycle. They mix with confidence, restraint, and consistency, serving the mission instead of defending their approach.