Live in the Tension

By Derek Volkmann, 2.17.2024

Praise team leaders, hear me: It is NOT your job to do EVERYTHING. But, it IS your job to make sure everything gets done.?

Huh??

I learned this lesson the hard way over the years. I thought that since it was my responsibility to make sure everything went according to plan in my area of ministry, I had to have a hand in everything—set-up, production, rehearsals, planning, etc. I idealized a flourishing scene where everything was smooth and fun, but in reality, I was burning out and adding frustration to others' experience.?

As a leader, your greatest gift (and responsibility) to your team is allowing them to grow, even excelling to the point where their skills in certain areas outmatch your own. You are there to equip, teach, and guide them, empowering them to take on greater challenges and higher levels of creativity. You can't do that if your hand is in everything they do.?

I've had several team leaders, managers, and supervisors over the years (both in ministry and in the secular world), and for the most part, they've all been great. Others, though, proved to be a hindrance to my growth and contentment in my work. Let's look at three team leadership styles and determine which one works best.

The Micromanager

We all know this type—I'm especially guilty of this. Like I mentioned in the opening above, my hand was in everything, and it left myself and members of teams I worked with... well, more than a little exasperated. It mostly manifested in correcting parts during rehearsals, which led me to get "fussy" when parts weren't going right. Now, some people can handle "fussy," but others need the space to work through a challenge at their own pace, and my "fussiness" rushed them. In some cases, it even scared them off the team!?

In my quest for excellence, I created an uncomfortable space for team members, and they eventually moved on. In hindsight, I wish I could've communicated desired outcomes through preemptive planning, laying out expectations in the charts, rather than overly critiquing in the moment.?

The Hands-Off Leader

As someone who needs details and input to make a confident decision, having supervisors who are completely hands-off can be frustrating. The Hands-Off approach may seem like you're giving people a healthy amount of space, but if you're not careful, you end up ignoring them completely. When emergencies arise, it can be hard to adjust to solve problems, and you lack the communication connection to effectively implement a solution.?

Although this approach is largely unintentional, we sometimes purposefully go "hands-off" to protect our own space, which can also lead to dysfunction if you never "leave your lane" to help a team member in need. Depending on the size of your organization, limiting yourself solely to your job description has to take a back seat to what needs to be done. Saying, "That's not my job," only works when you have a dedicated, flourishing system in place to solve a problem. At the end of the day, the buck stops with you, and when things hit the fan and your team needs help, you must lay down your pride and rise to the occasion.?

The Balanced Guide

Now, the Balanced Guide does exactly what their title says; they balance hands-on involvement with a healthy amount of space. They don't leave their team members hanging, and they don't breath down necks all the time, either.?

A practical way to exercise being a Balanced Guide is to prepare your materials well-ahead of rehearsal time, and schedule periodic "check-ins" with individual team members to assess their needs. Weekly team meetings outside of rehearsal to handle logistical problems is a good idea, too—everybody is aware of what needs to happen and have made clear designations on what each team member's role is in tackling the challenge.?

In moments where correction is needed, like rehearsals, let players/singers perform their part, and then circle back to give direction as to where you'd like the change to be made. This will largely fall under intonation, time-keeping/groove, and dynamics, for the most part. It's totally OK to line out a melody or harmony that needs specific tweaking, but let your team attempt it first before jumping in with corrections.?

TL;DR

It's easy to stray one way or the other when it comes to leading your worship team, either micromanaging them to the point of burnout, or leaving them hanging with no direction or support to empower them in their work. There's a real tension in finding the balance between too much involvement or too little, and you'll teeter back and forth as you move forward. Just remember: Keep stepping out and you'll be leading your team along the path with confidence!