VOCAL MANAGER

Vocal Managers carry a high level of leadership in the campus and are empowered to develop the vocalists and raise the level of vocal musicianship across that campus. The two main goals they have are identifying and training VDs for the campus and ensuring development and discipleship of all vocalists is happening.

Identifying and Training VDs

The goal for every campus is to have a wide team of competent, restorable Vocal Directors for services. One of the main objectives of a Vocal Manager is to identify and develop those Vocal Directors. This is done through intentional training, having an prospective VD shadow the Vocal Manager or a veteran VD and having the prospective VD go through our VD Training Course then discuss what they learned through it. Every VD should be constantly growing so the Vocal Manager should always be speaking into the excellence of all our VDs for the campus!

Development and Discipleship of Vocalists

“Development and Discipleship” is one of our main core values as a church and one of the most important aspects of what we do off-stage as a team. It’s so important that every one of our musicians is being poured into personally and musically. On the development side, a wise Vocal Manager would appoint team leads to work with people directly (so it’s not all on their shoulders). A best practice of this could look like VDs each taking 3-6 vocalists under their wing. On the discipleship side, they’d use that same leadership structure to meet with the vocalists and ensure they’re being discipled, whether by the VDs themselves or if the vocalist is being discipled elsewhere, periodically checking in and making sure that discipleship relationship is still going strong. When it comes to discipleship, we don’t want people slipping through the cracks, but we also want to avoid multiple people from different areas or ministries simultaneously thinking they’re the only discipleship point person in that vocalist’s life. The Vocal Manager then isn’t directly discipling and developing all vocalists, but instead, spending their time pouring into the VDs of the campus.

Oversee Vocal Scheduling

The third main objective of a Vocal Manager is to ensure that vocal scheduling is STRONG at the campus! It’s highly recommended that the Vocal Manager have a season of vocalist rostering under their belt so they can wisely lead the Vocal Scheduler. A crucial part of making sure vocal rostering is strong is the understanding of variables. If we manage variables well, they can lead to the development of our developing team members. If we don’t take any risks with variables, we won’t grow as a team. If we have too many variables for a service, we could be setting ourselves up for an uphill battle and/or a distracting set.

Success Measures

• EVERY vocalist is being discipled, whether by someone on our team or through somewhere else in our church’s discipleship structures (connect group, Pathfinders, etc)

• The number of vocalists who can VD is growing across the campus

• The excellence of our VDs is constantly growing

• The level of vocal excellence across the campus is constantly growing