Unreasonable Job Descriptions

I’ve been hearing lately from several people in worship/arts ministry leadership roles who have unbelievable job descriptions.  The expectations for some leaders in this role are beyond what any person could handle well.  I have heard of those who are not only leading the arts ministry, but also are expected to lead an entire other area such as the high school youth ministry or church administration.  Recognizing that all churches – including ours – have limited resources, I still have to believe that somewhere along the line we must use common sense and determine how much a person can handle and still lead a joyful, Spirit-filled, healthy life.  The statistics for burn-out in worship/arts ministry are not good.  We are losing too many great men and women who simply can’t bear the burden any longer.  On top of unreasonable job descriptions, most arts leaders don’t earn enough money from the church to adequately support a family, causing even further stress.

So what are we to do? I’d love to hear your thoughts on this.  It seems like one place we need to focus is leading up more effectively.  Many arts leaders are so swamped, they don’t take the time to communicate to the decision makers at the church who are usually somewhat unaware of the realities of what it takes to do the job day-to-day.  Our board members and elders would have absolutely no idea what the workload is for a worship leader, technical director, or drama director if we didn’t take on the responsibility of helping them understand.  So part of this is having the relational intelligence and courage to speak up and communicate instead of taking on a martyr role and simply whining that no one gets it.

Another piece might be connected to how many fabulous ideas and events we attempt to pull of in short period of times.  Often I think we create our own problems because we keep coming through with creative services, and other leaders assume it was no big deal.  Learning to say, “Not yet…” on a terrific concept, or “We’ll need a larger team or more money to make that work” is a maturing step for any leader.  You have to be willing to speak the truth in love and risk not being perceived as someone who always makes it happen.  I had a colleague who once said you can accomplish almost anything with either more money, more time, or more people, but if you don’t have at least one of the three you’re hosed.  Generally, I think he was right.

Any thoughts out there on how we can lead up better and avoid the burn-out of so many of our brothers and sisters in this kind of ministry?  I’d love to hear from you…

Comments

[anne jackson]

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check out madchurchdisease.com :)

thanks...

[Rich Kirkpatrick]

Leading up is indeed something I have been uncomfortable doing as a worship/arts leader. Obviously, I must learn to do this better!

One big thing is that artists have ups and downs with periods of amazing productivity and then withdrawal for restoration. This does not fit the production line world of 52 weekends! This organic schedule really is what frustrates some leaders, I think. "Why can't you produce this rate all the time?" You success can be your downfall. So, I try to ask for "space" in my weekly schedule and in the year in order to keep refreshed. This is a tough sell, however.

[Eric Bramlett]

My favorite job description goes something like this: "Worship Pastor needed, plays instrument (preferrable guitar), great dynamic worship leader to take a crowd to a place of worship through music... and video editing skills..."

[John Carlson]

Ya - just taking a look through all of the worship arts and tech job ads on the WCA Exchange site and churchstaffing.com over the years has given me many humorous moments as well as many sad ones for the churches trying to fill job descriptions clearly looking for super man or Jesus. Yet, many churches, even in the 1,000 + range can only afford a small number of paid staff - and in many cases, the worship arts pastor is leading EVERY weekend, leading the band, doing the charts, leading the vocals, overseeing tech, drama, video. Treasured volunteers in many cases take up the slack of course.

We've learned at our church that we don't have to continually "wow" people - fortunately that's not our culture to begin with. They want authentic, earthy, more simplistic, and real. So we've taken many steps to say "How can do just that and do it simple and not kill ourselves all the time?" Yet strive for excellence and creativity? Pacing the ministry is one important element. The minute you go out of your way and sacrifice/kill yourself to make something spectacular and out of the box, you have to realize that you now have just set the bar for yourself that much higher from that point on. So we're careful to do that on occasion, for big events etc., but we don't continually try to raise the bar too far above what we can sustain.

We also have a great relationship with our Senior Pastor who has learned to understand over time what it takes to do a good worship arts ministry and for the most part is pretty hands off and trusts our judgment for what's realistic to do, and what's not. Trust and autonomy of the department and its leaders is pretty key.

One thing I've learned - it doesn't matter if you're in a small church or a large church - generally the work load is pretty much the same in terms of putting together a service. Just because you're in a small church doesn't mean that there isn't the same amount of songs in a service, a drama, video, admin, paper work etc. - but usually you're doing it with far less resources and labor all the way around than a large church. And most of your team is probably working every single week on every single service. If you look at the elements of a worship or seeker service in a large church, it's probably pretty much the same as a thriving smaller church. Aside from tech areas in terms of complexity of systems, a smaller church these days usually is no less complex in terms of what has to happen in the general elements on stage. So when upper church leaders make the case of "We're a smaller church so we don't need as many worship arts staff" - that's really not accurate in my book. Usually size has little to do with need - just what's available resources wise of course.

Another way of helping to justify staff needs is to look at the real world of professional theater, music, film, TV etc. Take an inventory in great detail of what is necessary job and position wise for your services each week - from paper work to video creation and editing to chart writing to lighting design, rehearsals, etc. Include all volunteer roles and hours as well. Don't neglect all of the little minute tasks you or your staff do day in day out that you take for granted. Compare this with the typical cast and crew list for a Broadway Production, or TV show, or film. Granted, yes, there is often much MORE to do in those worlds, On the other hand, by and large each and every week, we create a new and different "production" of some sort that we present each and every week for sometimes thousands of people - and in some churches, those people and staff have come to expect professional quality performance and production each and every week. I can only compare this to something like a live TV show - as in Saturday Night Live or the old variety shows. Isn't it AWESOME we get to do it for God? But isn't it also a bit insane when we look at it from the outside looking in with an objective view? I know many people in the professional world that have come in to modern day church and have been blown away but what we attempt to pull off each and every week. They can't believe it. In preparing for our upcoming Anniversary Celebration next fall, we recently found out, after touring the largest and most acclaimed auditorium in our town, where they host Broadway shows and concerts of all types on a regular schedule, that our little gymatorium is more technically equipped and advanced sound, lighting, and video wise for what we do than this modern auditorium and it's staff was. Go figure. (Pretty cool to think that the church has come that far in recent years where we're actually leading the charge in terms of technical prowess and capability in some towns!)

Another way that leaders can ease the burden and work load. Take weekends off! You HAVE too. I know a worship leader that could not remember the last time he was not leading or involved with services. He had NO idea what it was like to walk into church as a regular attender, sit down, and experience a service as an average joe. What a blessing it was for him, an encouragement, and a learning experience when he started taking one weekend off a month. In order to do this, we developed some volunteer worship leaders in apprentice roles. We made simpler services around those weekends so there was less chance for issues coming up.

Other things we've done - the beauty of a weekend with just guitar and piano! Keep it simple! Our crowd LOVES these weekends so much that we program them just about once a month - or a smaller acoustic band that's simpler in nature. (Be careful though - sometimes those acoustic band weekends end up being harder than you expect because of creating new arrangements in different styles with less instruments.) Again, the simple beauty of a pianist and guitarist just working together makes for a very simple weekend. And for the worship or band leader - even just getting a night off from band rehearsal and perhaps vocal team rehearsals gives the leader a nice break. We tend to sometimes do this before or after big event weekends to take some load off. The only issue is I know some churches don't like to scale back after a big event weekend such as Easter or Christmas when many newcomers may be there. You just have to trust that God will work just the same. Many newcomers who saw your "big pull out all the stops production" may be equally impressed and moved by the beauty and simplicity of a piano guitar weekend.

We also have guest worship leaders and guest artists on occasion where we can give most of our team a break at times.

I think the biggest thing we've done however again is raise up volunter worship leaders, and in some cases even part time/by the service paid worship leaders to pick up the slack.

Well anyway - this was sort of one big quick brain dump on a topic that weighs heavy on my heart after seeing countless friends in other ministries struggling, demoralized, at their wits end, and killing themselves to live up to unrealistic expectations in many cases. What's really hard is that the responsibility for any change largely rests with the worship arts leader and staff, and it's an uphill battle most often. Education pastors and leaders is key about reality. High profile leaders and pastors such as you Nancy, and someone like Bill, as well as perhaps pastors of smaller churches that "get it" can certainly provide some great education to pastors and leaders as to why in too many cases their worship and tech ministries are revolving doors of staff, or filled with staff that are sacrificing way too much that's not healthy.

- John Carlson
Parkview church
Iowa City, IA

[Nancy Beach]

John,
Thanks for your input on this - you have a unique perspective because you've lived in the reality of a large arts staff and now a small one...
Nancy Beach

[Nancy Beach]

Eric -
Very funny! And so real...
Nancy Beach

[Steve Mathews]

Hi Nancy,
Your words are very timely for us right now. We just lost our Programming Director. I've been here the longest in the Worship Arts Ministry, so I have naturally been asked to step into the "Interim" Worship Arts Director position until we "figure out" what our need is. Other staff members have been asked to "step it up" a notch as well. A lot of artists I know are prone to become the martyr. It's not right, not even biblical! It's a weird, phoney type of hero we attempt to play. It's not unlike what I've heard called, "Messiah Complex."

You are right on when it comes to leading up well, I know that is solid advice. But, it is very difficult when your tired and frustrated. Grumpiness doesn't go over too well with board members & elders. Non artist types excuse it as- it's just the way we artist types are. We spent some time yesterday talking about choosing the right attitude. As difficult as it can be to stay "up," it seems to be something we must do. Not phoney, but at least optimistic. My hope is that we will be able to lead up better if we choose the right attitude to start with.

Thanks for your timely words. We'll be paying attention and attempting to fix our eyes on Christ and lead up well.
Tanx!
Steve Mathews

[John Carlson]

Thanks Nancy. A hot button topic here and perhaps a great break out for both Arts Leaders AND Pastors at Arts and Leadership Conferences. Not to mention a book someday.

Funny - we're a church of about 1,400 a weekend (considered a HUGE church for some people out here.) We have two full time Worship/Music Staff (Our Worship Pastor & Myself) two full time tech staff, & seven 1/4 time staff of about 10 hours a week that can vary a little bit. (1 Admin, 1 Video Dir, 1 Tech Asst, 3 Asst./Venue Worship Leaders, 1 Choir Accompianist/Children's Choir Dir.) So I guess that adds up to about 5 3/4 positions maybe for 4 main services a week as well as 2 video venue services with live music and a college worship night.) (And of course tech oversees pretty much anything technical in the entire church.) And we're considered a very LARGE staff for a church our size from people I talk to across the country.

[Dave Marks]

I believe it's all about realistic expectations. I came into ministry after 20+ years in the film/TV industry. There, I was expected to do 2 or 3 things REALLY well. Everything else was knowledge that advanced my job skills, but I wasn't expected to perform 20 different jobs.
Consequently when I began my ministry search, I purposefully searched for a church that had a certain level of staffing, and realistic expectations of what my job would entail.
I think this requires a certain level of maturity on both the part of the church and the job seeker.
I can say it's much nicer to be able to perform in my "sweet spot", rather than trying to extend my job into areas that I'm not as gifted in.

[John Carlson]

Here's a beaut that's currently on one of the worship job boards. I know this church, and I also know they've had a bit of a hard time filling this position since someone left several years ago.

Job Description
Worship Director
Bible-based church of approximately 600 members We exist to exalt God, edify believers and extend Christ to the world. Our worship philosophy is: The passionate expression of our diverse gifts to corporately celebrate God for who He is as declared in His Word. We have recently moved in the direction of two distinct worship services: A traditional blended service at 8:30am and a contemporary/progressive service at 11:00am. We currently use worship teams, a worship band and a choir to lead worship on Sunday mornings.
Overview
The Worship Director will play a central role in setting the spiritual tempo of our congregation. Consequently, a clear spiritual maturity and obvious commitment to his relationship with Jesus Christ are of the utmost importance. As the most visible worship leader, his role will be to facilitate worship through music and artistic expression.
Expectations
Detailed below are the expectations of this full-time position. The Worship Director will be accountable for the total music ministry of the church including the following:
· Casting a vision for, and developing, a full-scale worship ministry that includes the recruitment and training of volunteer staff to execute that vision. Facilitate skill development for Children’s, Junior High, Senior High and College worship.
· Lead Worshipper – Demonstrate necessary stage presence and vocal ability to lead both Traditional and Contemporary worship on a regular basis.
· Planning – Lead worship planning team as head architect of weekly Traditional and Contemporary worship services and special/seasonal events.
· Choir Director – Recruitment, music selection, directing rehearsals, conducting choir during Sunday morning services and special/seasonal events.
· Leadership – Recruit, train and oversee worship band and worship teams to develop desired sound and blend for worship services.
· Orchestra – Oversee orchestra ministry including: recruitment, music selection, rehearsals, conducting orchestra during Sunday morning services and special/seasonal events.
· Administrator of Worship Center – Includes concerts/special event planning requirements, decorations, ushers and storage of instruments.
· Drama – Oversee drama ministry and/or the drama director.
Skills
A qualified candidate will need to be skilled and have significant experience in the following:
· Gifted vocalist.
· Leading a congregation in genuine worship using a variety of music styles.
· Visionary – Able to chart long-term course for the overall music ministry.
· Experienced musician.
· Leading rehearsals for choir, worship band and worship teams.
· Charting lead/chord sheets for worship bands and other musicians.
· Arranging/teaching vocal parts for choir and worship teams.
· Creativity – Ability to assess and implement new and innovative methods and programs to enhance the music ministry and worship of the church.
· Verbal and written communications – Effective communicator to all age groups.
· Computer literate – Proficient in the use of technology to enhance worship.
· Administratively Gifted – Able to organize choir schedule, worship band and team schedules and provide needed information regarding weekly services to office staff in a timely manner.
· Technical experience in sound, video and lighting.
Personal Attributes
· Salvation – A deep and growing relationship with Jesus Christ. A man who is Spirit filled and has ordered his life in compliance with the Scriptures.
· Calling – Has a clear calling from the Lord and has been gifted for leading others in worship.
· Humility – Someone who is driven more by congregational participation than performance.
· Authenticity – Demonstrates a genuine spirit of servant leadership.
· Shepherd – Caring for his flock in the music ministry as well as the rest of the congregation through discipling and community building.
· Team Player – Secure enough to allow other gifted people to exercise their gifts.
Job Requirements
· Minimum of a Bachelor’s degree with a major or minor in music.
· Minimum 16 credit hours in Biblical studies – college or graduate level.
· Five or more years of proven leadership experience in creative worship ministry, media and programming (or equivalent leadership experience that is transferable).
· Agreement with Doctrinal Statement, Constitution, By-laws and Worship Philosophy of
Reporting
· This position is under the supervision of, and reports directly to, the Senior Pastor.
Other responsibilities:
· Delegate work to part-time music administrative assistant.
· Prepares annual Music Ministry Budget and Ministry 14-month Plan to the Senior Pastor and then to the Deacon Board, and administers that Plan/Budget on behalf of the church.
· Plan and implement at least two major community presentations each year involving music, drama, publicity and appropriate follow-up.
· Oversee maintenance of all church-owned musical instruments and sound equipment in cooperation with the Area Chairman of the Audio Department.
· Encourage the arts ministry and oversee the annual art festival.
· Assist in other areas of ministry as requested by the Senior Pastor.
Qualified individuals will need to provide the following:
Submit a letter of interest, resume, a VHS or DVD of a recent Worship Service that you have led and any other materials you would like to include i.e. special events. (Please note that these materials will not be returned to you.)

[Nancy Beach]

Dave,
Thanks for your comment about coming in with realistic expectations...I couldn't agree more.
Nancy Beach

[Nancy Beach]

Dave,
Thanks for your comment about coming in with realistic expectations...I couldn't agree more.
Nancy Beach