When I came to The Falls Church Anglican ten years ago, I inherited a worship team of about 20-30 members, made up of men and women of different ages, backgrounds, musical experiences, etc. Over the last decade there’s been almost complete (and constant) turnover in the team (Washington D.C. is a very transient area), though there are a few that have been with me the whole time, and I have really enjoyed this part of my “job”.
But I’ve not always done a great job at leading a worship team. I’ve made some mistakes (!) and learned some lessons, and I offer these suggestions for those of you who have any role in the leading, caring, and feeding of a group of volunteers/musicians in your own church.
Recruit to a vision
Don’t just fill musical slots. Recruit people who want to be involved in serving the congregation in a pastoral role, using music as a tool to point the church to Christ.
It’s easier to add someone to a team than it is to ask someone to step down from a team. Resist the temptation to put someone up front before you’re sure (and they’re sure) they’re ready to be a committed member of the church.
Don’t just audition someone musically. Ask them to tell you their story. Ask them why they want to serve. Listen to their testimony. Tell them what you’re looking for. See what questions they ask you. Let them come to a few rehearsals. Let them play on a Sunday or two before they’re officially on the team. Look for the three Cs: character, competency, and chemistry.
Your team’s effectiveness in worship leading will increase exponentially if they love each other, have fun and laugh together, pray together, worship together, go out to eat with one another, have inside jokes with one another, and enjoy each other’s company.
Don’t lose momentum
It will take years to build the kind of community I describe above. But you can torpedo it in a matter of weeks or months if you don’t keep cultivating it, through intentional time together outside of Sunday mornings.
Be a clear leader
In your musical and pastoral roles, be as clear as you can be about what your goals are, and what your expectations are. People respond well to clear leadership. They shy away from timidity.
Be organized, dependable, and consistent
A disorganized leader breeds a messy team. An undependable leader breeds a flaky team. And an inconsistent leader breeds a dysfunctional team. You set the tone.
Always pray when you’re together
No meeting, rehearsal, or service should happen without you calling your team to a time of prayer. Never give people the impression that you think you don’t need God’s help.
Keep people laughing
People love to laugh. If your times together as a team are marked by laughter, then people will want to come back, even if it means getting up early, staying out late, or spending an entire morning at church. Laughter is a powerfully magnetic tool.
Laugh at yourself
Be the first person to poke fun at yourself. This will set a tone of humility and self-forgetfulness that will permeate the whole atmosphere of your team.
Don’t ask too much of people
The members of your team are real people with lives, families, jobs, other commitments, etc. If being a member of your team has a detrimental impact on their lives, you’re asking too much of them. When the problem is that you’re asking too much, you need to reevaluate your system. But if the problem is that someone is just too busy, then you need to be quick to release people before they get burned out.
Don’t ask too little of people either
Call people to a high standard of service, musicianship, involvement, preparation, ministry, and commitment. Then expect them to step up. It’s possible to do this in a way that’s not at odds with people’s family/personal lives and careers (and it looks different depending on where your church is). People want to be challenged, they want to grow, and they want you to help them.
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