I had been leading worship all of three months when my youth pastor said, ‘Your goal as a leader is to work yourself out of a job.’ Discipleship, that is the goal. As a worship leader we make disciples of those we lead in corporate sung worship, but we also make disciples of our team, and those who carry culture, responsibility, and leadership as a part of the worship team. Whether your team is made up of two, or two hundred, whether you have been leading worship for three months or thirty years, as followers of Christ we are called to make disciples (Matt 28:19).
So what does it look like to make disciples, to raise up leaders, to pass on authority, and responsibility to those under our care? I believe the first step is identifying who you already have in your team. Who are the people who are unintentionally shaping the culture of your team? Who are the people on your team who are naturally servant-hearted, who are showing up early, staying late, arriving prepared, who are teachable, and passionate about Jesus, His Church, and leading His people in worship of Him? Sometimes those individuals will raise their hand in interest of taking on greater leadership roles within the Church. Sometimes you will have to observe, learn, and invite people to step into greater responsibility. Either way, this requires discernment and wisdom. I have often found that these people are not necessarily the ones that the world would peg as the obvious choice for a leadership role. These are often people who are quiet, consensus builders, who are as happy to serve in the background. When you see consistent characteristics in an individual that you would hope to be true of the entire team, these need to be individuals who you cultivate to take on greater responsibility. Call forth these characteristics, heart, and gifting, and invite those people to do what comes naturally to them, intentionally for the service of the team.
Training is ongoing for all of us. But if you are seeking to develop and train a new worship leader, whether someone has never functioned in that role, or is new to your church and team, we must be clear and intentional about explaining the why behind the what. How do you run rehearsals? How do you build teams and set lists? How do you communicate with the pastor through the week? How do you run rehearsals, set up sound, and lyrics? All of those things are important to communicate to a new leader, but just explaining what you do makes them competent to lead worship in your specific environment and culture, but does not train, develop, and equip them to know what motivates the reasons behind your specific context. What is worship? Why do you pick these specific songs, in this particular order for the Sunday gathering? Why do you not use certain songs? Why is it important to plan your liturgies in line with a sermon/series? Why do you work to build relationships with the worship team? Communicate the what, and you will train people for a specific context, communicate the why and equip them to be a leader in any context.
Once you have identified your leader/s, and have found a rhythm of investment, communicating the why, what does it look like to equip them to lead worship as a part of your team, and church? The rhythm I have seen, experienced, and led before that I have found to be the most helpful: new leader watches me (preparation, rehearsal, leading), new leader serves on the platform with me (I am still leading all of the songs), new leader serve on the platform with me, but now they lead a song or two in the service, new leader leads worship (I am on the platform but not vocally leading any songs), new leader leads on their own, I watch. This is not a quick process, but it gives time for a new leader to feel comfortable in the role, as well as the team and the congregation to feel familiar with their presence on the platform.
Be on the lookout for leaders. They are everywhere, but often the best ones need to be called forth to be trained and equipped.