My I vent? Need feedback.

[worshiptheKing]

I know we have kind of touched on this before and I have a plan but this is getting frustrating. My team, as it seems to me, has no commitment to the ministry. For one, I am supposed to be part time. I spend way more than part time preparing the set each week. I do the norm: prepare the set, issue copies if needed, send out the set list on e-mail. I e-mail or burn CD's of new music that is coming up. Then there is practice. I've shared before, I only get 1 hour on Wed. night. The idle chatter and inattentiveness is one thing, but when I ask, several have never heard the new material, despite having been sent a recording either by e-mail or CD. I know its not about me, but I feel like they don't realize or respect the effort I put into this minstry. AND they are nowhere near talented enough to be acting this way. they need to take advantage of every moment of practice they can.

So- here is the plan. I am going to make a list of everything we have done so far, new and old. If we have done it prior to this week it will be on the list. NO NEW MUSIC will be brought forward until I see the commitment it takes to do this minsitry in an excellent fashion. I was telling my wife that I think everyone on the team should be as excited about serving on this team as I am to lead it and if they're not they need to consider stepping away from it.

What do you guys think?

BTW- Pastor has temporarily stepped away from the team.

[garyhodges]

Spurs - sounds like it's time for a little education. It's important that your team understand the importance of what it is you're doing. I know you know that, but then the question is, "How do we get there?"

I feel the best thing you could do at this point is to call the team together outside of other commitment times - say, on a Saturday. Make it manditory. Have your aganda. Know what you want to talk about: The Biblical foundations of worship; the importance of worship in the life of the believer; the role of the worship leader (which they all are); what it means to be part of a team...

Now, one of the most imortant things I will encourage you to do is to make it a discussion, not a lecture. Lead your team through an exploration of these things. Let them discover these things together and they will then take ownership of them. They'll sink in deeper.

Finally: Keep it positive - this is exciting stuff!

Now, that said - if you can get someone who is outside your fellowship to come in to conduct such a workshop, that's all the better. It's amazing how you can say something 'til you're blue in the face and an outsider can come in, say the same thing and suddenly it's this new, life-changing concept that revolutionizes their thinking.

I'd be glad to send you the outline that we use in our worship workshops if that would help you.

I'll be praying for you through this.

[tlhartsfield]

For your own sake, it may be a good idea to reduce the amount of new music. Although, with Christmas coming up, you may not have that option.

One of the best ways to help at least some of your team members understand the planning process is to have them do it. I don't know how many Sundays you are permitted to be absent, but I would schedule one soon. Then help whoever is going to lead in your place to prepare for that Sunday. Don't do it all for them, walk them through your processes.

There are a couple of possible outcomes. First, the desired outcome is that people will appreciate the amount of work you do for them to participate at their level. With appreciation often comes a more responsive team.

Second, showing someone else your steps may reveal ways that you can improve your processes. And that's always good.

Be consistent. Be patient. Look for behavior improvement 6 to 12 months from now instead of next week.

[Darryn]

These suggestions may not be suitable for your situation but they have helped us during our practice times.

1) No "noodling" during practice. When it is practice time, you only play a note if it is part of the song that you have started to play.

2) Start when it is time to start regardless of who is there. If they come late, they don't warm up. They plug in and start were you are in the song.

Of course you must go over the new rules before they are implemented whatever the new rules may be. This may seem strict and lifeless but it has proven to be helpful and could even create a better atmosphere for everyone because they know what is expected. Plus, everyone likes structure.

[worshiptheKing]

Yeah, I have a hard row to hoe. I am not about to run from a challenge, which is what this is, definitely. Thanks for the advice and the prayers! Keep 'em coming.

[twc_admin]

I think it's important to remember that we, TheWorshipCommunity.Com members, should hear this distress, and let's agree to pray for "Spurs4SC" (even though he's a Spurrier fan) and keep this ministry in our prayers, ok?

Anyone with me!?
Fred

[worshiptheKing]

...not necessarily a SPURrier fan. SPUR refers to the thing on a gamecocks leg, kind of like a claw, sometimes cut of and replaced with a metal spur for fighting. Sorry, had a Cliff Clavin moment.

Thanks again. I'm glad I found you guys. I'll keep you informed.

[amprodirect]

This is a tough one, especially to respond by email. Heart doesn't always translate through the words. I would first ask you what is God saying to you? I have been in ministry for twenty years now and have experienced many ebbs and flows of the volunteers commitment levels. Honestly, it always comes back to me. If God himself has appointed me to lead, I surrender to His will, then really I can rest in knowing that God is at work. I must continually be listening to Him though and continually taking the ministry before Him.

On the natural side of things, here are a few things I have done.
1. Clearly define expectations (commitment duration, promptness, learn material, etc.)
2. Take time to spend with one or two members of the team every week, get to know them, express a genuine interest in their lives.
3. Model - be the person in character that you desire to have on the team. Spend the time doing this because of the right reasons, it's not a job. We have a responsibility to train people for the work of the ministry. I can't complain about that.
4. Don't be afraid to make tough decisions - With our group, we have the bar set high and people are challenged to get there after so much time, be willing to allow them to use their gifts within another ministry.
5. With the high expectation of our volunteers, I don't call them volunteers, I call them staff (sure, unpaid staff). This gives them ownership, a real sense of responsibility.
6. Communicate value to them every opportunity you have. This is an amazing journey we have the privilege to be on with our Creator.

I hope that help a little, the best advice I think anyone can give is to really listen to the Spirit of God, He's talking, listen and work with Him.

David Cherry
Shoreline
Austin

[worshiptrench]

Whenever I see any problems like this emerge, I always go back and start teaching vision...why do we do what we do. Because "where there is no vision the people perish" and don't pay attention in practice.


Like DC, we never use the word volunteer. Creates a crummy picture in their mind.