I’ve found measurable goal setting, and progressive review to be increasingly beneficial. By allowing the musicians to set their own performance/professional goals based on how they evaluate their own performance, I’m able to engage and invest them in the process of self development. This is fantastic as it also serves my own goal to develop the skill and abilities of the ensemble. The musicians progress at achieving their goals is checked at regular intervals and my role turns more into “coach” and less into “director”. I’m still able to deliver notes, but I’ve found the amount of notes I deliver is less because the musician is already aware of their areas for development.

I’ve also found that simple semantics can be important in playing a role in motivation. Instead of outlining areas for improvement, I outline “opportunities for growth” and then when musicians seize opportunities they are demonstrating a “proactive” nature and taking an interest. Allowing me to give positive feedback that’s both relevant and meaningful. Improvement, can often times suggest that an individual is not performing well, or doing something wrong. When the term “growth” is used, the message – from you, the manager – is not negative. You’re indicating, you’re doing a fantastic job, here are areas that if you focus on them, you’ll develop yourself even more than you are now. I’ve found musicians to appreciate this form of feedback and their development expedited.

When musicians’ development stagnates, or they become non-responsive I’ve found a more aggressive approach works. By aggressive I don’t mean tone, or appearance, I’m suggesting a conversation such as: “Person A, we’ve agreed that your performance accuracy should be greater, for the past three weeks we’ve talked about your performance accuracy, and at this point, I’m not seeing the development we’ve targeted – why?” Have the musician then explain why, and follow-up with: “What can we do to achieve our target?” Musician is now forced to explain how they’ll make it better then make suggestions if it’s necessary and summarize: “Thank you for taking this seriously, I’m going to make a letter outlining what we’ve talked about and what you’ll do and let’s aim for seeing progress starting tomorrow and I’ll follow up in 7 days”. Now you’ve started the paper trail, you’ve indicated when you’ll follow up – and if there’s still no growth, you can begin looking at replacement of the musician or further disciplinary procedure.

Sorry for the long post – long story short – create investment from your team. Get them involved in their own development, to more you involve them to more you can expect they’ll be willing to give you 100% of their efforts. I’ve found a couple good books – Dale Carnegie’s “How to Win Friends and Influence People” and the other “Growing Great Employees” by Erika Andersen. I’d recommend the suggestions above if you’re working with a team steadily – for a quick pick-up job this process may not be as effective. Good luck.

I too have run into problems just like these. Interesting to see how you’ve handled them!

-Alex

I think that’s a tough one with your band. I think generally people will always have a cost/benefit list tallying in the back of their minds about every long-term gig they get into. People will work and work and work until the costs start to out weight the benefits – then they just stop. It’s difficult to motivate them until the benefits start to balance out again.

So you have to ask – what are the benefits that your band is looking for? Do they want to make money? Recognition? Popularity? Travel? Do they want to be in the local paper? New drum heads every now and then? New strings? Find out what would add value to the gig for them, then get it for them.

It may seem like you shouldn’t have to do that kind of this if a band is really committed, but you have to think about being in a band as a relationship. You have to spend time strengthening the relationship, even if that’s not wholly related to making music.

What are other creative ways to harness the energy & time of band members beyond the mundane tasks like putting up posters and handing out fliers?

Thanks.