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Setting The Standard
- By Branon Dempsey
- Published October 26, 2009
- Leadership Development
- Unrated
Branon Dempsey
Branon Dempsey is the Editor-at-Large for PraiseCharts Live as well as the Director and Founder of Worship Team Training: a ministry for local church worship ministries. He has studied and been trained by members of Maranatha! Music and Integrity Music for worship ministry and composition. Branon lives in Cypress, Texas where he is also a Worship Leader/Songwriter and has been in ministry for over 17 years. Read more articles and blogs by Branon on PraiseCharts Live or visit him at www.worshipteamtraining.com. Check out the new sponsor Landing Page of Worship Team Training on PraiseCharts.
We all have
a wide variety of skills, experience levels and personalities. Matching
the person to the right place and goal is an art within itself.
Multiply this by the number of people in your team and your head will
spin. Does this scare you? Will this scare others? These are two questions I often ask myself in making difficult decisions. Here's why. If it scares me, I'm either not ready to commit, need more time to work on a particular area or I'm just plain paralyzed by over-committing. If I think it will scare others, it may mean that my strategy is off-kilter or too far fetched. Another possibility is that I may need to put more faith in my team.
An element of fear is a good thing because it keeps us accountable. Generally speaking, people work well with boundaries. When they don't work well it could be that they are too enforced. Instilling fear into people in order to lead is counterproductive and damaging. If the boundaries are not encouraged enough, your expectations will stay in the waiting room.
Standards are good for us. We have them in our work places, schools and public areas. We abide by government laws, employee handbooks as well as social manners. Standards help us form an identify of core values, beliefs and expectations that are necessary for measuring our goals. In fact, my trusty little Webster's New World Dictionary defines the term this way:
Standard:
(noun)
1 the standard of her work quality, level, grade, caliber, merit, excellence.
2 a safety standard guideline, norm, yardstick, benchmark, measure, criterion, guide, touchstone, model, pattern, example, exemplar.
3 a standard to live by principle, ideal; (standards) code of behavior, code of honor, morals, scruples, ethics.
4 the regiment's standard flag, banner, pennant, ensign, color(s), banderole, guidon; Nautical burgee.
Standards are universally used in every culture, business and even the Church. They enable us to measure our distance in arriving at our goals. Additionally, they ensure a level of accountability to keep us on track for growth. Some people say that the Church is exclusive from standards, or does not need to take them as seriously. "We ought to love and accept people for who they are. Not enforce them to rules," churchgoers may defend. This is true, but love is not a standard, it's a command from Jesus. He says in Mark 12.31 "The second is this: 'Love your neighbor as yourself.' There is no commandment greater than these." We do not measure people in order to love or accept them. We love them as Jesus commanded. It's an action not a condition.
Where were standards introduced in the Church?
1Tim 1.3-8 (warning of false prophets)
1Tim 2:1-11 (instructions in worship)
1Tim 3:2-12 (qualifications of elders and deacons)
What about musicians and singers?
Jud. 5:11 (singers of the LORD)
1Chron. 15:16 (David appoints the Levites)
1Chron. 15:27 (singer in charge)
1 Chron. 25:1-3 (enlistment of the musicians)
2Chron. 29.28 (commissioned for service)
Neh. 7.1 (singers appointed)
We also have exhortations for worship in:
Ps. 7.17, 9.11, 30.4, 66.2
Eph. 5.19, Col. 3.16, Heb. 2.12 and Jam. 5.13
The Bible does not specify how teams are to be organized today. The challenge here is for us to take a logistical approach in reflecting over what Scripture says. The Old Testament focuses on order (law), while the New Testament focuses on love (grace). It is clear that the Israelites had standards and expectations in the orchestras and choirs. The Levites were highly skilled men and women who were specifically appointed to lead praise. I don't believe they took any person that can carry a tune in the wash tub. If they were appointed by high leaders of the Lord, they were chosen by their credentials and proof of skills. Equipped servants were an invaluable asset for Israel. Their training was depended upon by the congregation, as it brought respect and honor to their nation and to God. The same is true for your worship ministry.
Here is where we find our balance in the Old and New Testaments. Order in the Church is contextualized through love, prayer and humility. There are three actions by which leaders can lead their teams. Here are a few examples: Jesus first tells us to love one another (Jn. 13.34), Paul implores us to live peaceably with all men (Rom. 12.18), the apostles pray for wisdom in selecting servants (Acts 1.24), Paul instructs the Church to dwell in the Word richly (Col. 3.16a) and to serve one another in the humility of Christ (Php. 2:1-11) while we teach one another in psalms, hymns and spiritual songs (Col. 3.16b). As found in the Old Testament, you can literally take these passages and meld them into a framework for your Worship Ministry. Again, we love, pray and walk in humility as we serve one another.
A Few Misconceptions of Worship Ministry Involvement (church-wide as well)
- Most people think church/ministry is exempt from conflict
- Being on a worship team is a right
- It's my ministry, I can do what I want
- We're the band, they're the audience
- We're the singers, they're the band
- Because I can sing, I must be on the team (or start a tour)
- Because I have an idea, it becomes the rule
- The stage is my oyster, my talent is your pearl
- Because I can means I should
I will refer back to the overhead misconceptions in a bit. Let's discuss a few topics that are a derivative from the statements above.
How To Make A Change
Just because you can, doesn't mean you should. Rethink why you need to make a change and if it is appropriate. Will it benefit others, or does it only benefit you? Obviously, some change is in order. Moving on. It has been said before, and I will say it again: introduce change slowly overtime. Depending on your immediacy, some things need to change quickly. For the long haul, it is better to take your time in order to gain buy-in from your peeps. Corporate America has no problem in making change quickly. However, this can be a frustration to employees. Even more so in the local church, things tend to move at a snail's pace. By introducing your idea, it doesn't mean people will get-it the first time around. I t may not even mean it is the best idea. I've learned two more things in ministry: 1. Expect the unexpected. 2. Expect constant repetition.
Choosing Your Team
Several worship leaders have asked me about regrouping their worship teams. Some people were not as gifted as others, while those with commendable talent were not serving by limitations. They knew they needed to develop some standards and re-draw the teams. Their fears were stepping on toes, disappointing long-time veteran members and not to appear as being disloyal and playing favorites. Sound familiar? Number one clue: you're never going to make everyone happy in making a decision, just make sure you make the right decision. Plus, make it at the right time.
Don't be confused. Serving one another does not mean giving people what they want instead of what they need. When a baby is able to eat solid foods, they do not need a steak dinner. When a teenager turns 16 and is licensed to drive, they need a car not a Ferrari. When a college student graduates, they need a job, not a CEO position. Although, some of these things may be nice to have, not sure about the baby and the steak dinner, but these items do not merit a balanced need/solution.
Choose your team players on the basis of heart, skill and knowledge, not policy, obligation nor favoritism. The later will only breed more strife. Let's say you have a drummer who is not the best, but you are presented with another player that is miles ahead. Uh oh, turns out that your current drummer is the Pastor's son. Now what do you do? Quit, run, eject? Maybe not.
Again, start your decision framing and asking well-informed questions. Is the current team member contributing effectively to the team? Are they responsible? Are they well skilled? Are they committed in showing up on time? Are they mature? Ok, strip the politics away for this next question. Who would it hurt and how? Your answer may be found in approaching the team member with these very questions and observations. You may find that if you engage in a healthy conversation with your team member, ask questions, determine a solution and set guidelines, this may help your circumstance. If you have been there and done that, then make your next move. For example, you can begin rotating all members (or few) to keep things even-steven. Holding auditions may be effective. Lastly, you may need to do the hard work and go to the person and bite and bear the bullet. Lastly, if you have a good pastor, they are able to help advise you in your decision making.
Matching The Right Person with the Right Skill
You may have a team member that wants to be the greatest singer, but they need to polish their craft. What they really need is to serve, but in a capacity that matches their gift. Encourage and move them accordingly to the designated need. You may have someone that believes they are just an ok guitar player, but they really are John Mayer in disguise. Problem: they prefer to stay behind the scenes, but you as the worship leader need their help in leading the band. What do you do? Encourage them and move the person accordingly to the designated need. Having the right persons in the right position better balances your team as they are interdependent of another.
Each team member needs to have the right skill and must also have the right heart. Having an "us versus them" mentality will erode and eventually destroy your ministry if you do not take action. The team is the team as they are also part of the congregation. As the Bible exhorts, we are members of one another, which make up the whole Body.
Forming Timelines and Making Deadlines
Let's say that you are in a position to refine your rehearsal night. Maybe you need to streamline your start and finish time, reduce the amount of talk-time and distractions, as well as focus more on other music elements and etc. One of the best ways to introduce these concerns, is to have a group meeting either before rehearsal or on another announced meeting time. Present your vision and goals, communicate how you want to get there, present the current dilemma and make a follow-through solution. For example you may say something like: Our vision as a worship team is to_______. I would like for us to get there by_______ in order to accomplish the goals that God has set before us. Currently our challenges are __________. I'd like resolve some of these concerns by doing___________." Lastly, form an accountability question to get them on the same page. "Can I count on you to help me?" This is a great way to also handle those one-on-one conversations as well.
Handling Push-backs
Caution. As seen earlier, there are misconceptions that rear their heads in worship ministries. They come in the form of people's approach, opinions and comments. Such as this, people confront you with an issue, you are faced with a decision to respond. Sometimes, they catch you off-guard and you have to think quick on your feet. It's easy to let the anxiety get to you, but you are a leader. You will always have comments and opinions come your way. Get use to it; this will help improve your endurance and sustainability in ministry. Or another way a good friend of mine put it: "you need to develop thick skin." Think about the life of Christ. How many church members and non-church members tried to tell him how he should or should not do his job? You can get through this too. Best approach, paddle like a duck, stay cool and calm on the surface.
The Truth and Beauty of Standards:
Eph. 4: 10-12 says: "He who descended is the very one who ascended higher than all the heavens, in order to fill the whole universe.) It was he who gave some to be apostles, some to be prophets, some to be evangelists, and some to be pastors and teachers, to prepare God's people for works of service, so that the body of Christ may be built up."
1Cor. 12.29: "Are all apostles? Are all prophets? Are all teachers? Do all work miracles?"
Jas. 3.1: "My brethren, let not many of you become teachers, knowing that we shall receive a stricter judgment."
As you can see from Scripture, each one of us has calling as God ordains. Not all of us our good at being a teacher, speaker, artist or even a leader. Our calling is found in what God has gifted you + how you can grow. Our job is to identify our skills. Our second job, as an encouragement to people, is to help them find or grow in their gifting as well.
Many leaders desire to make positive and needful changes in their ministries. The hesitation experienced comes in the form of one common concern: who will I disappoint? Could it be a team member, friend, family member, co-minister or even pastor? If you see something in your ministry that needs to be improved, take courage, ask the right questions, form a strategy and get buy-in.
How do you introduce the new strategy and/or standards? It depends on your church ministry and senior pastor. Some say that surgery needs to be performed while it's still young and can be quick and painless. Others prefer to let time naturally occur as they introduce change slowly. Each have their advantages and disadvantages.
Remember, identify your vision, get a plan, engage your people and move forward. Continue to make the necessary improvements as God commends you. Your ministry is entrusted to you to care, invest and equip into others. Do this. Again I encourage you: do not measure people in order to love or accept them. We love them as Jesus commanded. It's an action not a condition. There is always more work to do in the unfinished business-side of ministry, just make sure that you finish one bite at a time. God will refine you in the process of making you complete for his workmanship.
"being confident of this, that he who began a good work in you will carry it on to completion until the day of Christ Jesus." - Phil. 1:6
Join us on Facebook too!
An element of fear is a good thing because it keeps us accountable. Generally speaking, people work well with boundaries. When they don't work well it could be that they are too enforced. Instilling fear into people in order to lead is counterproductive and damaging. If the boundaries are not encouraged enough, your expectations will stay in the waiting room.
Standards are good for us. We have them in our work places, schools and public areas. We abide by government laws, employee handbooks as well as social manners. Standards help us form an identify of core values, beliefs and expectations that are necessary for measuring our goals. In fact, my trusty little Webster's New World Dictionary defines the term this way:
Standard:
(noun)
1 the standard of her work quality, level, grade, caliber, merit, excellence.
2 a safety standard guideline, norm, yardstick, benchmark, measure, criterion, guide, touchstone, model, pattern, example, exemplar.
3 a standard to live by principle, ideal; (standards) code of behavior, code of honor, morals, scruples, ethics.
4 the regiment's standard flag, banner, pennant, ensign, color(s), banderole, guidon; Nautical burgee.
Standards are universally used in every culture, business and even the Church. They enable us to measure our distance in arriving at our goals. Additionally, they ensure a level of accountability to keep us on track for growth. Some people say that the Church is exclusive from standards, or does not need to take them as seriously. "We ought to love and accept people for who they are. Not enforce them to rules," churchgoers may defend. This is true, but love is not a standard, it's a command from Jesus. He says in Mark 12.31 "The second is this: 'Love your neighbor as yourself.' There is no commandment greater than these." We do not measure people in order to love or accept them. We love them as Jesus commanded. It's an action not a condition.
Where were standards introduced in the Church?
1Tim 1.3-8 (warning of false prophets)
1Tim 2:1-11 (instructions in worship)
1Tim 3:2-12 (qualifications of elders and deacons)
What about musicians and singers?
Jud. 5:11 (singers of the LORD)
1Chron. 15:16 (David appoints the Levites)
1Chron. 15:27 (singer in charge)
1 Chron. 25:1-3 (enlistment of the musicians)
2Chron. 29.28 (commissioned for service)
Neh. 7.1 (singers appointed)
We also have exhortations for worship in:
Ps. 7.17, 9.11, 30.4, 66.2
Eph. 5.19, Col. 3.16, Heb. 2.12 and Jam. 5.13
The Bible does not specify how teams are to be organized today. The challenge here is for us to take a logistical approach in reflecting over what Scripture says. The Old Testament focuses on order (law), while the New Testament focuses on love (grace). It is clear that the Israelites had standards and expectations in the orchestras and choirs. The Levites were highly skilled men and women who were specifically appointed to lead praise. I don't believe they took any person that can carry a tune in the wash tub. If they were appointed by high leaders of the Lord, they were chosen by their credentials and proof of skills. Equipped servants were an invaluable asset for Israel. Their training was depended upon by the congregation, as it brought respect and honor to their nation and to God. The same is true for your worship ministry.
Here is where we find our balance in the Old and New Testaments. Order in the Church is contextualized through love, prayer and humility. There are three actions by which leaders can lead their teams. Here are a few examples: Jesus first tells us to love one another (Jn. 13.34), Paul implores us to live peaceably with all men (Rom. 12.18), the apostles pray for wisdom in selecting servants (Acts 1.24), Paul instructs the Church to dwell in the Word richly (Col. 3.16a) and to serve one another in the humility of Christ (Php. 2:1-11) while we teach one another in psalms, hymns and spiritual songs (Col. 3.16b). As found in the Old Testament, you can literally take these passages and meld them into a framework for your Worship Ministry. Again, we love, pray and walk in humility as we serve one another.
A Few Misconceptions of Worship Ministry Involvement (church-wide as well)
- Most people think church/ministry is exempt from conflict
- Being on a worship team is a right
- It's my ministry, I can do what I want
- We're the band, they're the audience
- We're the singers, they're the band
- Because I can sing, I must be on the team (or start a tour)
- Because I have an idea, it becomes the rule
- The stage is my oyster, my talent is your pearl
- Because I can means I should
I will refer back to the overhead misconceptions in a bit. Let's discuss a few topics that are a derivative from the statements above.
How To Make A Change
Just because you can, doesn't mean you should. Rethink why you need to make a change and if it is appropriate. Will it benefit others, or does it only benefit you? Obviously, some change is in order. Moving on. It has been said before, and I will say it again: introduce change slowly overtime. Depending on your immediacy, some things need to change quickly. For the long haul, it is better to take your time in order to gain buy-in from your peeps. Corporate America has no problem in making change quickly. However, this can be a frustration to employees. Even more so in the local church, things tend to move at a snail's pace. By introducing your idea, it doesn't mean people will get-it the first time around. I t may not even mean it is the best idea. I've learned two more things in ministry: 1. Expect the unexpected. 2. Expect constant repetition.
Choosing Your Team
Several worship leaders have asked me about regrouping their worship teams. Some people were not as gifted as others, while those with commendable talent were not serving by limitations. They knew they needed to develop some standards and re-draw the teams. Their fears were stepping on toes, disappointing long-time veteran members and not to appear as being disloyal and playing favorites. Sound familiar? Number one clue: you're never going to make everyone happy in making a decision, just make sure you make the right decision. Plus, make it at the right time.
Don't be confused. Serving one another does not mean giving people what they want instead of what they need. When a baby is able to eat solid foods, they do not need a steak dinner. When a teenager turns 16 and is licensed to drive, they need a car not a Ferrari. When a college student graduates, they need a job, not a CEO position. Although, some of these things may be nice to have, not sure about the baby and the steak dinner, but these items do not merit a balanced need/solution.
Choose your team players on the basis of heart, skill and knowledge, not policy, obligation nor favoritism. The later will only breed more strife. Let's say you have a drummer who is not the best, but you are presented with another player that is miles ahead. Uh oh, turns out that your current drummer is the Pastor's son. Now what do you do? Quit, run, eject? Maybe not.
Again, start your decision framing and asking well-informed questions. Is the current team member contributing effectively to the team? Are they responsible? Are they well skilled? Are they committed in showing up on time? Are they mature? Ok, strip the politics away for this next question. Who would it hurt and how? Your answer may be found in approaching the team member with these very questions and observations. You may find that if you engage in a healthy conversation with your team member, ask questions, determine a solution and set guidelines, this may help your circumstance. If you have been there and done that, then make your next move. For example, you can begin rotating all members (or few) to keep things even-steven. Holding auditions may be effective. Lastly, you may need to do the hard work and go to the person and bite and bear the bullet. Lastly, if you have a good pastor, they are able to help advise you in your decision making.
Matching The Right Person with the Right Skill
You may have a team member that wants to be the greatest singer, but they need to polish their craft. What they really need is to serve, but in a capacity that matches their gift. Encourage and move them accordingly to the designated need. You may have someone that believes they are just an ok guitar player, but they really are John Mayer in disguise. Problem: they prefer to stay behind the scenes, but you as the worship leader need their help in leading the band. What do you do? Encourage them and move the person accordingly to the designated need. Having the right persons in the right position better balances your team as they are interdependent of another.
Each team member needs to have the right skill and must also have the right heart. Having an "us versus them" mentality will erode and eventually destroy your ministry if you do not take action. The team is the team as they are also part of the congregation. As the Bible exhorts, we are members of one another, which make up the whole Body.
Forming Timelines and Making Deadlines
Let's say that you are in a position to refine your rehearsal night. Maybe you need to streamline your start and finish time, reduce the amount of talk-time and distractions, as well as focus more on other music elements and etc. One of the best ways to introduce these concerns, is to have a group meeting either before rehearsal or on another announced meeting time. Present your vision and goals, communicate how you want to get there, present the current dilemma and make a follow-through solution. For example you may say something like: Our vision as a worship team is to_______. I would like for us to get there by_______ in order to accomplish the goals that God has set before us. Currently our challenges are __________. I'd like resolve some of these concerns by doing___________." Lastly, form an accountability question to get them on the same page. "Can I count on you to help me?" This is a great way to also handle those one-on-one conversations as well.
Handling Push-backs
Caution. As seen earlier, there are misconceptions that rear their heads in worship ministries. They come in the form of people's approach, opinions and comments. Such as this, people confront you with an issue, you are faced with a decision to respond. Sometimes, they catch you off-guard and you have to think quick on your feet. It's easy to let the anxiety get to you, but you are a leader. You will always have comments and opinions come your way. Get use to it; this will help improve your endurance and sustainability in ministry. Or another way a good friend of mine put it: "you need to develop thick skin." Think about the life of Christ. How many church members and non-church members tried to tell him how he should or should not do his job? You can get through this too. Best approach, paddle like a duck, stay cool and calm on the surface.
The Truth and Beauty of Standards:
Eph. 4: 10-12 says: "He who descended is the very one who ascended higher than all the heavens, in order to fill the whole universe.) It was he who gave some to be apostles, some to be prophets, some to be evangelists, and some to be pastors and teachers, to prepare God's people for works of service, so that the body of Christ may be built up."
1Cor. 12.29: "Are all apostles? Are all prophets? Are all teachers? Do all work miracles?"
Jas. 3.1: "My brethren, let not many of you become teachers, knowing that we shall receive a stricter judgment."
As you can see from Scripture, each one of us has calling as God ordains. Not all of us our good at being a teacher, speaker, artist or even a leader. Our calling is found in what God has gifted you + how you can grow. Our job is to identify our skills. Our second job, as an encouragement to people, is to help them find or grow in their gifting as well.
Many leaders desire to make positive and needful changes in their ministries. The hesitation experienced comes in the form of one common concern: who will I disappoint? Could it be a team member, friend, family member, co-minister or even pastor? If you see something in your ministry that needs to be improved, take courage, ask the right questions, form a strategy and get buy-in.
How do you introduce the new strategy and/or standards? It depends on your church ministry and senior pastor. Some say that surgery needs to be performed while it's still young and can be quick and painless. Others prefer to let time naturally occur as they introduce change slowly. Each have their advantages and disadvantages.
Remember, identify your vision, get a plan, engage your people and move forward. Continue to make the necessary improvements as God commends you. Your ministry is entrusted to you to care, invest and equip into others. Do this. Again I encourage you: do not measure people in order to love or accept them. We love them as Jesus commanded. It's an action not a condition. There is always more work to do in the unfinished business-side of ministry, just make sure that you finish one bite at a time. God will refine you in the process of making you complete for his workmanship.
"being confident of this, that he who began a good work in you will carry it on to completion until the day of Christ Jesus." - Phil. 1:6
Join us on Facebook too!