L.T.W.M. Part 1

There are two ways a TV show keeps you coming back – characters and story.

Some shows don’t continue a main storyline from one episode to the next. Take any of the abbreviation shows: Law and Order SVU or LA, CSI, CSI:NY, CSI: Miami, NCIS, NCIS LA, OU812 – sorry, that’s a Van Halen album. All those shows have a back story that’s helpful to know, but not necessary. And occasionally they’ll have some thread of a subplot weaving forward, which almost always involves a serial killer nemesis of the main character. (This is helpful to know if you ever become a cop: at some point in your career you’ll have nut job who stalks you. Just giving you a heads-up…) While the stories of these shows are compelling, they wouldn’t have the same draw if viewers hadn’t already connected with the characters.

Parenthood (NBC) is a knockout example of both storyline and character. Ron Howard knows what he’s doing. The writing is awesome and the cast rocks. Not only do you get wrapped up in the storyline from one episode to the next, once you watch more than one episode (and you’re between the ages of 26 and 66) you can personally relate to at least one of the characters. And that’s where the writers and producers have us: they engage us for 43 minutes out of an hour then leave us in a way that we can’t wait till next week.

They leave us wanting more.

I’m wondering, when it comes to planning our worship service, can we use the concept of ‘leave them wanting more’?

I’ve been in churches where it felt like I ordered off the senior citizen menu. I left wanting a whole lot more. And I’ve been in others where there wasn’t room for more, but they kept shoveling it in. But then I’ve been in a few worship gatherings where I left feeling engaged. Filled up. Satisfied. But still wanting more.

What was it about those church services that left me filled, but wanting more. Is that even biblical?

Jesus seemed to practice “LTWM”. In Mark 1, Jesus was healing people left and right starting with Peter’s mother-in-law (he really did like to mess with Peter…). The next morning he got up early to pray, and it says,

Simon and his companions went to look for him, and when they found him, they exclaimed: “Everyone is looking for you!”
Jesus replied, “Let us go somewhere else—to the nearby villages—so I can preach there also. That is why I have come.” (Mark 1:36-38)

He left the crowds wanting more.

And look at his practice of preaching with parables.No bulleted solutions in PowerPoint. No closing KLOVE song to wrap up the message. So guess what the disciples did afterwards? They hounded him for an explanation (Matt 13:36) – they wanted more.

We’re going to explore the path of leave them wanting more over the next few days. But I’m treading lightly. Over one edge of this path is a shallow ravine of entertainment-driven worship. It’s easy to get in, and enjoyable while we stay. But when we exit, there’s no deep longing to return.

On the other side of the path is a dense, overgrown jungle. The inhabitants tell us their service has substance. That’s SO true. But there’s no rhyme or rhythm to all that substance. No decipherable path through it. And when we finally make our way out, we’re both exhausted and elated to have made it to the other side. It will take seven days to even consider entering again.

We have the greatest story (ever told), not to mention the most compelling Lead Character. People should leave wanting more. So what are we doing to mess that up?

Fire Your Worship Committee

Like, now.

If there's no one that can, or really wants to take leadership in the area of worship, we appoint a committee.

If there is someone in charge, but we don't quite trust him or her to lead, we assist them by appointing a committee.

We might call it an "advisory panel" or a "planning team", but it's just a turd-polished committee.

OK, I'm sounding a little harsh. Committees are usually well-intentioned. Most of the people appointed to those teams care deeply about the focus of the committee (or they just can't say no).

But committees give people power with no responsibility.

Committees give permission to point at problems with out searching for a solution.

Committees generate activity instead of creating action.

And who's holding who accountable?

So what's the alternative to a worship committee when we don't have a worship leader or pastor? 

1. First, look to the CLW of your church.
The CLW - Chief Lead Worshiper is your senior pastor. His vision and goals will include the corporate worship of the church. (If it doesn't, you have bigger problems than lack of a song leader.) He may not be musical, but leadership for corporate worship starts with him.

2. Create a system for co-leadership.
If there is no 'one person' to head up the worship ministry, create a system that allows for multiple leaders without forming a committee.

• Each person is delegated authority and leadership, with a clear job description and accountability structure.
• A person is chosen for position because it fits with their gifting and skills.
• I've detailed a model for co-leadership in a free ebook, Try [Tri] Leadership on my resource page.

3. Set your leaders loose. 
These leaders form a team. But they're a true team, not a committee. There's a quarterback, running back and the left guard. Don't take the football metaphor too far - just know that these people will get knocked down. The coach (the Chief Lead Worshiper) is there to pick them up, pull the sod off their face mask, pat them on the butt and send them back in with the next play.

And, coach, don't take the butt-pat literally - that's grounds for dismissal.

LIDs

Every new adjustment is a crisis in self-esteem. ~Eric Hoffer

I had the privilege this Sunday to introduce a new worship leader to our congregation. We didn't hire him. Nor did he transfer from another church. He's been here for a while--I just dusted him off and gave him a chance. He's a much better singer than I am. And with his confident yet easy-going stage-presence, I have no doubt that for many in our church he will become a their favorite worship leader.


And I'm stoked about that.

A few years ago it's was easy for me to talk about leadership development. But when faced with it, I found reasons (read: excuses) not to move people beyond a supporting role. I had LIDs. Leadership Insecurity Disorder.* And it does exactly what it spells.

I first heard a worship pastors Nathan LaGrange & Erik Cooper from Lakeview Church (Indianapolis) use the term at a Seminar4Worship at in 2008.
 

After a self-diagnosis of LIDs (which the Holy Spirit likely had something to do with), I was determined develop leaders. Before I made much headway, the financial axe fell and my full-time position had to be eliminated for the church to survive. The worship ministry there hasn't digressed to where it was when I first started. But in a lot of ways, it's close.

While I raised the bar there, I didn't raise a sustainable future. It was my job to grow leaders. Instead I grew my stock--I built a solid musician team, taught new songs, led good worship gatherings. No one wanted to cut me. They liked me--I did a decent job and worked downright cheap. Just not cheap enough for the early days of a recession. God taught me a tough lesson about the real work of the worship pastor.

Christ-centered leadership is about pouring out and giving up. It's good and right to pour my life into developing others. But eventually I need to give up something so they can take the next step.

Step away from my mic so she can lead a verse. 

Watch from sound booth as he leads a rehearsal. 

Let them choose the music. 

I have to give up leadership more often than just when I go on vacation.

Here's the ugly side of LIDs: The more infected I am with it, the more I relish in their failure. Not in a "laughing fiendishly while rubbing my hands together" kind of way. More understated: "They need me. Now, they know that they need me." Sick, isn't it? But true.

I came across the Eric Hoffer quote around the time I was told by my senior pastor in my current ministry that the services went much better when I wasn't the upfront worship leader. That's not a good thing to hear when your job is to lead worship. Talk about a "crisis in self-esteem." But my pastor was right. God had me in a place where, for a number of reasons, I couldn't hold together the band with my guitar and lead the congregation at the same time. What worked in my last church wasn't working here. So couple that revelation with being the sole worship pastor in a multi-campus church and I needed to tear off my LID quick.

I still lead a couple times a month at one campus, but now there are people at the other campus who probably wonder if all I do is play guitar and occasionally nod my head to stop the band. But I'm in a place where the pouring out and giving up gets me excited.

Did I tell you I just introduced a new worship leader at my church on Sunday?

And I'm stoked about that.

Dangerously Competent

In my early ministry years (20s) I used to hear these 'old' worship leaders (probably mid 30s, 40 tops) that would talk about how they'd take people with great attitudes over talent. I would think, 'Whatever. Great attitudes don't build a smokin' band.'

I think I got old.

One of the players on my team has just picked up her instrument after 10 years. She can't drive the song, let alone carry the band. She gets off beat at times. I don't know if I could yet call her competent. But she practices. She downloads the tunes each week and listens to them. She bought an mp3 player, in fact. She comes to rehearsals prepared. She calls when she has questions. And she's getting better, little by little.

I've encountered in my ministry another player who could show up, grab the music, and play it. Pretty well, in fact. At one rehearsal, this player arrived 15 minutes late and left 20 minutes later. At the time, this player was needed. This player knew she was needed.

This player was dangerously competent.

The dangerously competent can get the job done, often quite well. The dangerously competent send subtle messages that they are doing the worship ministry a favor by showing up. But it's easy to ignore these subtle messages when we believe this player really is needed.

I'll take the less competent player. Someday soon, she'll be more than competent. And along with her competence will be that same person who listens and practices the songs; that person who comes to rehearsals prepared, not just for her sake, but the sake of the team.

Complacent competency is dangerous. Heart trumps talent.

Try (Tri) Leadership, Part 2

Try (Tri) Leadership

Developing a Workable Model
for Co-Leadership In Worship, Part 2

(read part 1)

So what if you’ve got a good vocalist with a dynamic presence that draws people to worship God, but she can’t lead the band out of a paper bag. That’s OK. This is where the lead musician comes in:

The lead musician works with worship leader to determine form, segues, dynamics and other musical elements of the service. He or she needs to have leadership ability. The lead musicians keeps one eye on the band and the other on the worship leader. In many ministries, the lead musician is called the “music director.” The label doesn’t matter; what does is that the right person is driving the bus.

Don’t confuse the lead musician with the driving instrument. In every song, there is usually a driving instrument. 20 years ago, it was the piano. 10 years ago, the acoustic guitar. Now, you’re more likely to hear the song carried by the electric guitar or the bass and drums (which, if functioning correctly, act as one instrument). In bands with less experienced musicians, the driving instrument will often act as the linchpin. If that instrument drops out, the whole thing comes apart. This is not a good thing – but it’s a subject for another article. If your band is dependent on a linchpin instrumentalist, that person will likely need to serve as the lead musician—but not always.(Btw - don't confuse this negative linchpin metaphor with Seth Godin's Linchpin metaphor. Read it. Twice. Now.)

Currently, I have an instrumentalist that can’t carry the band on his instrument, but he’s a natural leader. Being in a multi-campus church, I can’t rehearse every team. I have found that even in the absence of the campus worship leader, this guy can run the rehearsal. So begin to look at your band members who have leadership ability.

Help your lead musician(s) understand their leadership both on and off stage…

Promptness and preparedness... These two attributes will instill in the team confidence in the lead musician. It also models the kind of behavior expected for the team.

Support for pastor/leaders... Even though I’m the paid worship pastor at my church, I choose to function in a subordinate role of lead musician when one of our vocalists is serving as the worship leader. If he wants to end a song a certain way, add a chorus, insert a scripture, I support him and his vision for the song or that portion of the service.

Development of talents/gifts... The lead musician(s) in a church should be on the lookout for ways to develop the band and other musicians who are emerging. The lead musician should see him/herself as the pastor of the band: shepherd, developer, truth-teller, encourager, etc.

(Concluded in Part 3)

Try (Tri) Leadership, Part 1

Try (Tri) Leadership

Developing a Workable Model
for Co-Leadership In Worship, Part 1

Co-leaders. Co-managers. Co-captains. You might as well just lead with a Co-mmittee. Anytime you have multiple people in cooperative leadership, you risk…

…the buck doesn’t stop here.

…that’s not MY job.

…sides being chosen among team members.

…take-over by the dominant personality

…resentment (at best) and subversion (at worst) by the less dominant personality.

That’s the behavior of regular church-going people. Add the element of “musician-ego” to the co-leader mix and things get ugly. Real ugly.

Here’s one alternative. Hire someone who has the musical ability to carry the band. The spiritual depth and “up front” skills to lead a congregation in worship. Theological and musical training coupled with the creativity to plan and execute biblically sound, yet emotionally-charged worship experiences. The interpersonal skills to develop, encourage, and exhort a team to musical excellence and relational health. The administrative skills to coordinate schedules, services, and special events. Oh, and a gifted songwriter. If you can’t afford to hire him or her, just recruit that person as a volunteer from your congregation. And while you’re at it, find the deca-millionaire philanthropist sitting in the pew who will single-handedly fund your upcoming building project (and who, incidentally, can play a mean shortstop for your church league softball team).

Another alternative is appoint to leadership someone is truly gifted at one area – probably erring on the side of spiritual depth – and let her or him lead the team. The song selection will be doctrinally solid. The worship will be thoroughly God-centered. The leader will set an example in her pursuit of God that others on the team can follow. But the musicality of the team doesn’t seem to improve. The flow of the service doesn’t, well, flow. And Sunday morning phone calls to find last minute substitutions happen about every Sunday morning.

OK, so go with the musically gifted, but spiritually shallow, guitarist with a good voice: things could get better on the outside, but will crumble from within.

Smaller churches look to larger churches for what a worship leader should look like. The problem is, the larger churches have the budgets to not only hire talent and experience, but give them the administrative and musical resources they need. The smaller and mid-sized church worship leader (volunteer, part-time or full-time) is frustrated by trying to live up to those standards.

Co-leadership of the worship ministry can be an effective solution. But a few caveats before we look at some ideas that might work:

1. Without too many exceptions, there needs to be one leader overseeing the ministry. In smaller ministries, that might be the senior pastor or an elder. This leader needs to recognize that they are to give some vision and direction to the ministry, but also learn to keep their hands out of the details for which others are better equipped (e.g. song selection, service flow, musical direction, etc.).

2. Each person needs to understand and accept their role in the ministry. This requires honest conversations and clearly defined job descriptions.

3. Like ANY model, these models WON’T work for ANY ministry. “Ministry models” are simply tools to jump start the process of determining the best structure and strategy for your ministry. It comes down assessing the talents and gifting of your leader(s) and your team, then developing a realistic structure that works for your situation.

Our default definition for a “worship leader” unfortunately resembles the superhero we described a few paragraphs ago. The problem is, “she” doesn’t exist. (And “he” certainly doesn’t, either.) And if he or she did, we couldn’t afford him or her, nor stand to be around either of them.

So let’s narrow our definitions, beginning with “worship leader.”

The worship leader’s primary responsibility is to lead the congregation in corporate worship. This will include music and possibly prayer, scripture, and segues. Her role is connecting with people and shepherding them to a place where they can enter God’s presence.

Who qualifies for that?

The best vocalist? How about the guy who plays acoustic guitar and can sing at the same time? That’s the call for you and your leadership to determine. Consider these qualities when choosing this person:

Maturity of Heart – does he/she love Jesus more than music, ministry, being “the leader,” etc.? Or, if they struggle with this, is it something they are working on under a godly mentor?

Stage Presence and “Up-Front” Leadership - Does this person have a natural rapport with the congregation? Can they engage in worship without leaving behind the congregation?

The two extremes of a worship leader’s stage presence look like this:

No regard for congregation...this worship leader is completely immersed in his own worship—eyes closed, arms raised, improv singing over the melody, adding additional choruses, tags, (even songs), unaware if people are following at all. The “worship with complete abandon” approach isn’t a bad thing for a vocal team member – but the main worship leader needs to have some connection with the other worshipers in the room.

Focused entirely too much on congregation...this person is a “Song Leader.” They are constantly scanning the congregation, saying things like, “sing out!” and “let’s REALLY worship the Lord”, and might even use their arms to make conducting-like motions. Shoot this person on sight.

An Ability to Sing – don’t presume that your worship leader needs to have the vocal chops that would get them on American Idol or one of the revolving spots in the Gaither Vocal Band.

Personally, I’ve wanted so bad to be that vocalist who could soar and captivate, or at least have that distinct rock star voice. But I basically can sing on key (most of the time) and have mediocre range. In all honesty, I’ve got the kind of voice that people find acceptable because I’m playing a guitar. If I were to try out as a vocalist in a very large church, I doubt I’d make the cut.

Often an average singer with a great “lead worshiper” stage presence will make a better worship leader than a phenomenal vocalist who doesn’t have a worshipful presence.

So, what if you’ve got a good vocalist with a dynamic presence that draws people to worship God, but she can’t lead the band out of a paper bag?. That’s OK. This is where the lead musician comes in.

(Continued in Part 2)