📝 [FREE] Audition Template Docs – https://sendfox.com/lp/mp2d6y

How do you properly onboard a new worship team member? In this video I give you 11 steps that you SHOULDN’T skip when onboarding a new volunteer. The key to a great onboarding process is clear communication from start to finish. Follow these 11 steps, and you’ll have happy volunteers and less headaches.

Know someone who should see this? Be a friend, and send it to them!

Want to get our full onboarding process? Try the WMT Academy: 15 day trial for just $1 – https://www.worshipministrytraining.com

EPISODE RESOURCES MENTIONED:

▶️ Get More Volunteers Involved – https://youtu.be/pMHXx7NcP14
▶️ Planning Center Hacks – https://youtu.be/gHFCBmX3gC0

=============================

🔥 Free Worship Leader Starter Kit – https://bit.ly/WMTkit

💻 Free Worship Leader Course – https://bit.ly/WMT-course

📖 Free Set Building E-Book – https://bit.ly/WMT-book

🎙️ Podcast for Worship Leaders – https://bit.ly/WMTpod

📄 Free Devos for Worship Teams – https://bit.ly/WMTdevos

🎓 Academy for Worship Leaders (15 days for $1) – https://bit.ly/WMTdevos

🤳 Instagram – https://bit.ly/WMTig

Worship Leader Training Free Trial


LISTEN ON YOUR SMARTPHONE
Listen while you drive, workout, or do chores! Subscribe on:
Apple Podcasts
, Spotify, StitcherTune IniHeartRadio




Enjoy the podcast? Say thanks by leaving us a review on iTunes!

Transcript

Here are 11 steps that you should take when onboarding a new team member.

These are the bare minimum onboarding steps that I encourage you

to take for your worship team.

Recently, I had to fast track two new worship team members

onto my team, and these are the 11 steps that I took to get them

up and running fast within just one week.

Don’t skip any of these steps.

These are the bare minimum steps that you should do.

So just a little context, I came to my new church about six or seven weeks ago, and

we literally do not have a worship team.

We’re paying all outside contractors to come in from the outside each week

to play, and then they leave.

So I knew that one of my big, quick wins would be to get some familiar

faces, some volunteers from the actual church body on stage,

helping lead worship as soon as possible.

That was going to be a big win for me and for the church.

And so I found a few musical people, and I do have a video about

how to do that right below this video.

It’s called Five Ways to Get More People Involved in Your Worship Team.

So check that one out after this one.

But I found a few musical people, and I fast-tracked two girls through

in a one-week process.

By the way, I don’t recommend, usually, that you fast track people through

any onboarding process at your church.

You really, really don’t want to get the wrong people on your team.

I broke my own rule.

You usually want to take a lot of time to get to know someone and then to get

them trained and equipped and prepared to actually succeed at serving.

So I broke my own rule.

I don’t recommend you do it.

But since this is not my first rodeo, I’ve done this many times before,

I felt confident in my abilities as a leader to navigate some hard waters.

Is.

The reason why you don’t want to fast track someone onto your team quickly

is because it’s much harder to take someone off the team than to

hold someone back from joining the team.

If someone’s not ready, it’s very easy to say, I want you to work on this and then

this and then meet with me again.

But if you put someone up there who’s not ready and then they’re just damaging

the team, the musical excellence or the culture, now you have to remove somebody

from something that you gave them, and it’s a very difficult conversation.

I typically don’t recommend that you fast track people

your team just to build your team.

It’s better to have a small team that plays well together

than a big team that’s a hot mess.

Remember that phrase? All right.

So here was my bare minimum 11 step onboarding process

for these two new girls.

Step number one, I checked with the church leaders.

I talked to many, many people, the elders, my executive director, other people

who are musical in the church, people who lead the youth band.

I asked many different people about these two girls.

I found out they’ve been long-time members of the church.

They have a good reputation.

They’re actively serving in various ministries.

They’re not looking for promotion or platform.

They’re just being faithful.

And multiple people said that these are the very best singers

that we currently have in the church. And so you know what I did?

I skipped the audition process. That’s right.

Isn’t that insane? Don’t do that.

Don’t do that.

But I literally put these two girls on stage without ever hearing them sing.

Now, again, don’t do that.

But the reason why I chose to skip the audition process And by the way,

I like to call it a musical assessment, not an audition, because an assessment

is a much safer word, and I’m there to help them grow and develop.

Okay, so I skipped the musical assessment, and the reason why I did that

is because many people told me they are the best singers we have in the church.

So I figured, well, if they’re the best we have, then I’m going to get them

involved regardless, because you have to build with what you actually have.

Okay?

Yes, we all want perfect 10s in our ministries, but your job is to build your

church with the people of your church.

So since they’re the best we have, I’m going to get them involved.

An audition doesn’t even matter.

I’m just going to start and work with what I got.

And that’s what I want to encourage you to, work with what you got.

God entrusted you, people, work with them, develop them, help them grow.

They are the people that he sent to you.

They are the people he wants you to invest in.

They are the people that you are called to shepherd and develop and equip

for ministry. So I skipped the audition process.

Now, I do have an entire audition process that I recommend you follow, and you can

get that course in the Worship Ministry Training Academy for just $1.

You can check it out.

But I’ll also put an older audition template

that you can use underneath this video.

So it’s not the updated one that we use in the academy, but it’s still a solid

audition template packet that you can use if you don’t have an audition process yet,

or you’re not happy with yours, or you just want to see another

form of auditioning people.

So I’ll put that below, or you can get the updated one in the academy.

So I skipped the audition process and jump straight to step two,

which is the spiritual interview.

I hopped on a Zoom call with both of these girls, and I asked them all about their

spiritual background, their history, their testimony, their history of serving

in the church, their musical experience, any relationships they’re

involved in, their family.

I just wanted to get to know them on a relational level.

I wanted to hear about their spirituality.

Then I shared the concept that they are worship leaders.

Even if they’re just going to be background vocalists,

they are worship leaders. They’re stage.

And so as worship leaders, they need to have hearts

of worship and lives of worship.

And that’s where I asked them, Is there anything in your life

that would disqualify you from sin?

Now, since it was a group call and I didn’t want to put them in a weird

situation, I said, I will let that be between you and God,

and you assess your heart and ask the Lord, Is there anything in

my life that’s dishonering you right now?

And I’m knowingly choosing to continue in sin.

And if there is, just send me a text, Alex, you know what?

Thanks for the opportunity.

But the Lord showed me that I probably shouldn’t be on the platform right now.

And that’s okay if you say that, and we’ll just work through that on the side

and get you involved at a later date.

But I want you to really assess if you’re right before the Lord right now so that

you can stand on stage and lead from a place of authority and purity and power.

And so I put that in their court, and they both prayed about it and said they

felt like they were good to move forward. But let me say something.

Please, friend, do not get people involved on your worship team

who have a bad spiritual life.

We are there to lead worship, not make music.

And God cares about the heart more than the external.

So don’t skip over somebody’s spiritual life just

because they’re really good musically.

Number one, it dishonours the Lord.

Number two, it disrupts your team.

Number three, it’s bad for that person and their ego

and their pride and all of that. Okay?

So do the spiritual interview.

So after step two, the spiritual interview, I, number three,

explain the expectations.

Musically, this is what I’m expecting.

I expect that you’re practising at home this many hours a week

on the weeks that you’re scheduled.

Communication Otherwise, I expect that you respond to planning centre request

within 24 to 48 hours.

If I text you, I expect a response within 24 to 48 hours.

Basically, just be clear.

So many worship leaders are afraid to be clear, but it’s so important that

you clearly communicate what’s expected because people can’t succeed if

they don’t know what they’re aiming at.

So help them hit the target by painting a clear picture

of what the target looks like.

So I explained the expectations, and then I explained all the information

that they need to succeed as well.

Rehearsal time is this time, enter through this door, dress code

is like this, and it helps to say, wear this, don’t wear this.

Or it even helps to have a lookbook where you actually

have pictures of, wear something like this, this is not acceptable.

So you want to give them all the information they need to succeed.

Everything they need to succeed, it’s your job as a leader to provide that for them.

And then clearly tell them what’s expected of them.

Don’t be afraid of that.

People will actually thank you.

They’ll actually respect you for the clarity you provide.

So that was the third I did.

I explained the expectations.

The fourth thing I did was I communicated to our sound tech

that we’re getting two new singers involved, which means we’re going to have

for the first time four singers on stage.

I didn’t want him to be thrown off on Saturday night.

When I remember to text him on Saturday night at 9:00 PM.

No, I sent him this information on Tuesday.

Like, Hey, Brian, this is what we’re going to be doing.

We’re going to be getting four people on stage this week.

Do we have enough inputs? Do we have enough mics?

I actually checked with him before I did the spiritual interview because I wanted

to make sure we could even to bring these two girls on for that weekend.

So many worship leaders that I know forget to communicate to their sound tech.

That’s one disrespectful.

Sorry, I’m so passionate today.

But it’s disrespectful to your sound guy. It’s not fair.

It puts them in a bad place.

They might have to take time away from their family

to try to execute your vision because you communicated it too late.

So number four, communicate with your sound guy or sound girl early enough

to help them be ready for that weekend.

The fifth thing I did was I added these two girls to Planning Centre.

I sent them invitations, and then I sent them a tutorial video

on how to use Planning Centre.

This is very easy.

You can use a software like loom.

Com, and you can screen, record, and explain, here’s

how you block out dates, here’s how you accept requests, here’s how you listen to

the songs, here’s how you can skip songs.

There’s so many cool things that Planning Centre can do,

and your job as the leader is to train your volunteers to use it well.

And the cool thing is, if you make a good video one time, you reuse it

for all of your new volunteers.

There’s an entire onboarding process that you should create, a system that

you just push people through the system.

I actually teach how to do that in the academy.

So what I’m teaching you now is just the quick and dirty onboarding secrets.

But if you want the full system, go to the academy, $1 to try.

So create a Loom video of how to use Planning Centre.

I actually have a video called Five Planning Centre tips, tricks, and hacks.

I’ll put that below this video as well for you who are curious.

After step 5, adding them to Planning Centre, we move to step 6,

which is I had them arrive early so that I could train them on the tech.

I had these girls arrive 15 minutes early for the rest of the band.

It was safe because there was two of them.

Plus, our tech team was also there early.

Don’t recommend that you be alone in a building with a woman

who is not your wife. If it’s you and your wife, have at it.

But if it’s someone who’s opposite gender, I would recommend

that there’s someone else there.

So it was fine in this case because there was two of them plus the tech team.

But have them arrive 15 minutes early. Show them the tech.

Here’s how to mix the iPad. Here’s how to pan.

Here’s where the MD mic is.

Here’s where you want to wear your pack on the left side of your body

because the transmitter is on that side of the stage and you don’t

want to put the pack on the other side of your body because you’ll get dropouts.

If you didn’t know that, that’s a little tip right there for you.

So yeah, keep your pack on the same side as the transmitter.

Then I’m teaching them, I like to turn the volume up to this point on the pack.

Again, make sure you’re turning your pack off in between services.

All these little tech things that they wouldn’t know otherwise.

It’s your job to teach them.

So that’s number six.

Number seven, I gave them general instructions on how

I like to build a song vocally.

So I like to teach people in principles or in general rules.

So usually for a song, I like first verse to be just the lead singer.

Second verse, add the top melody.

First course, bring in one harmony.

I like to teach the principle that they generally will follow, and that way I

can just make small tweaks, refinements, and requests much more quickly

because they’re already close enough.

So teach the principle so they can get close enough, and then you can ask for

the exceptions to the rule here or there.

I also told them what I want them to focus on for this first time singing.

I said, Focus on the timing of your words.

I want you to focus on matching the timing of my vocal phrasing.

Because I thought, of all things, if they focus on that one thing, that’ll

be the biggest benefit this time around.

Usually, I’m doing three to four weeks of hands-on training with new team members.

And so this was like, okay, if we can only do one thing, get the timing right.

So I gave them general principles to follow and one thing to focus on.

And then during rehearsal, I gave them specific changes to make in each song.

So that was step seven.

Step eight, I encouraged them.

You’re doing great.

You sound great.

The Lord is going to use you.

You’ve really done a good job preparing.

Now, I just want you to get up there and enjoy the service

and enjoy worshipping with God’s people.

Notice the emphasis there, Enjoy and worship.

I want you to enjoy the service and worship during the service.

Because if you tell them, now remember this and remember that and this and that,

it’s going to stress them out.

And they’re going to get in their own heads.

They’re going to get on stage.

They’re going to be all anxious to try to remember all these little things

that you just told them.

And they’re going to mess up even more than if you just said,

Now get up there and enjoy.

So when you’re getting a new team member involved, just help them prepare well

and then say, now just go relax, have fun, enjoy, and let the Lord use you

and minister to you and through you.

All right, number nine, I encouraged them some more.

New people need a lot of encouragement.

They’re feeling really insecure.

So after the first service, I just said, Great job.

This is how well you did.

And if I needed to after first service, I would have said, Please focus

on this thing or change this thing. But I didn’t need to do that.

So I just encouraged them some more, and we went into second service.

Number 10, I asked them to do a self-review.

So I sent them a text after service thanking them for serving, and I included

a live stream link of our services.

And I said, please watch this and review yourself.

Watch yourself, listen to yourself with ear buds, really hone in on what

you’re singing, see what went well and see what you’d like to improve next time.

So you’re putting some ownership on them to really do some self-reflection

and see where can they keep growing.

Most people are harder on themselves than other people are.

And so you’re going to be like, Oh, my gosh, I sound like that.

Oh, my gosh, I’m pitchy.

Oh my gosh, my face looks like that.

Oh my gosh, I was on camera when the pastor was speaking and I looked bored.

Oh my gosh, I yawned.

When they see themselves, there’s a lot of oh my goshes,

and then they can take that into account and adjust for the next time.

All right, number 11, I assessed the recording

and gave more specific feedback.

So we multitrack all of our services.

I was able to go in and just listen to the Girl Harmonies and my voice and listen to

how everybody’s blending, if people are pitchy, whatever issues I’m hearing.

I would listen to different segments of the set and make mental notes.

And then I communicated to the girls, Hey, here’s where you did really well,

and this is what I want you to focus on for the next time that you’re scheduled.

And please, friend, don’t be afraid to do that.

You are a coach. You are a guide.

You are an equiper.

Your job is to help your people grow.

Your job is to help your people improve.

You are the guide of the ministry.

Your job is to help people level up to succeed in their craft and calling.

And so don’t be afraid to coach and guide and give instruction.

In fact, you should be setting the tone that you’re the coach

right before you even audition people.

And I teach that in the academy as well.

But just flip the switch in your head that you’re a coach and

your job is to help them succeed.

So I gave this specific feedback to this girl, and hopefully next week

she does even better.

And if you give one encouragement and one piece of feedback

every single week to each of your musicians, your team is going

to grow exponentially over the year.

Week by week by week, you help them improve a tiny bit at a time.

And at the end of two years, you have a completely different

musical excellence level.

That’s how musical excellence happens, one week at a time.

So this, again, was a fast track onboarding process,

and I skipped many, many steps that I usually recommend that you do.

So what I need to do is I need to develop my team vision, my team values, and my

team onboarding docs for my new ministry here at my church so I can properly

bring people on the team in the new year.

This is a whole system that you want to build so that you could just

funnel people through the system where they get formed into the right

team member to be added to your team.

And again, I teach all this in the academy, and we actually in the academy

have onboarding document templates that you can use to help you

develop your team vision, your team values, onboarding informational sheets.

We have a template for all that.

Erin, one of our academy members said that all of our templates saved her

literally five months of work when she was getting started in her ministry.

You can check it out.

It’s just $1 to try for 15 days of full access.

Plus, you get all of our 10 in-depth courses, our live monthly trainings,

and our super supportive community and forums.

So check it out. Link is in the description.

Also, I’ll put that older audition template packet for free

in the show notes so you can grab that.

It’s not as good as the updated one that we have in the academy,

but it’ll get you started.

So either way, I am here to help.

Let me know what questions you have in the comments, and be sure

to subscribe because I’m going to be teaching you exactly what I’m doing

at my ministry to build it from scratch.

And I’ll show you what I’m doing so that you can do it at your church as well.

So subscribe, like this video to let me know that you like these types of videos,

and be sure to check out all those free links and resources that I mentioned right

below this video or in the podcast show notes if you’re listening to audio only.

But thanks for letting me encourage you, and I’ll see you

in the academy or in the next video. God bless.