DEMOCRACY VS.

DICTATORSHIP
Keep the peace while getting it done!




Youve downloaded this guide because you, at your fundamental level, want your group to grow
and succeed. Who doesnt, really? Im going to share with you some powerful tools for doing just
that, but I think its important to establish reasonable expectations of the results youre likely to
see. If implemented effectively and efficiently, the below practices could easily take your group to
the next level (whatever that might be), but statistically, youre unlikely to follow through with the
necessary discipline and determination, so the onus is on YOU. Im here to help, and I want to
see you and your group succeed, but you have to do the work!


Were going to look at three primary
components to effective management:
1. Measuring success
-how to know if youre doing it
right

2. Leadership positions
-and the types of personalities
each requires

3. Democracy vs. dictatorship
-which one is right for you, and
why?

There will not be a quiz at the end of this guide, so kick back, relax, and lets dive into some of the
most overlooked material in contemporary a cappella!

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MEASURING SUCCESS

Before it can be determined that one is successful, goals (or milestones) must be defined and
quantified in a way that can be measured. This is one of the most important steps in any groups
development, which is why youll see me focusing so heavily on it in most all of our informational
materials.

No amount of management proficiency can overcome the uncertainty that accompanies
a lack of direction and clear-cut goals!

So, how do you effectively set goals? While there are a number of ways to set goals, all of which
have their pros and cons, the following 4-step process is quite simple, and its POWERFUL! If it
had its own page on Facebook, I would totally Like it!


1. Make a Wish List
Determine what you want (as a group), and start writing it all down. Writing down your
goals is essential, and youll start to see where certain goals overlap, and where you
might be halfway there on others, etc. Be reasonable, but dont hold back if the group
decides they want to go to Australia for 3 weeks over the summer, write it down. While
this is likely an unreasonable goal for now, whos to say its not something you can
achieve in 2-3 years? Come up with your wish list first, and parse later.

2. Separate the Musts from the Wants
Youll find that your list is comprised of items that you want, and items that, if you miss
them as a group, everyone is sad and lonely for months on end. The latter are your
Musts, and the former are your Wants. A few examples of Musts include (keep in
mind these are goals): 10 new songs for Spring concert, gigs with 5 new audiences this
academic year, new website, etc. Some examples of Wants include: 3-week tour of
Australia, shiny new 12-track album that wins 4 CARAs and goes multi-platinum, winning
the SoJam competition, you see where Im going with this

3. Rank Each Goal in Both Categories
Decide what goals are going to take priority, and arrange them in that order. Like the
other steps in this process, decide on these rankings as a group, and make sure
everyone is on the same page.

4. Quantify!
Dont leave these things open-ended. If your goal is to make everyone happy, how will
you know youve achieved that? Assign some sort of measurable aspect to each of your
goals, and define milestones to measure progress.


Now that youve got your wish list separated into Wants and Musts, and youve ranked them
each accordingly and have measurable milestones in place, and everyone in the group is on the
same page, put them in a nicely-formatted PDF and have everyone in the group turn in a signed
copy that states that he/she is going to work toward those goals. Everyone should keep a copy of
them as well, and refer to them before every rehearsal, gig, get together, whatever. This is simple
to do, and will change your lives I promise.

Incidentally, the above goal-setting practice works well on a personal level, too!

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LEADERSHIP POSITIONS

First things first every group is different. Different groups thrive on different things. Different
people function in different ways. Different management styles work in different situations. The list
goes on and on

In this section, Im going to lay out the group structure that, in my experience, is most effective. I
must preface this setup, however, by stating that it is crucial that each position is filled with the
proper personality, and those individuals need to have vision and patience, and be able to see
the forest through the trees. Make sense?


- - - - - - - A Cappella Group A La Mark
(not really trademarked)
- - - - - - -

President (Business-inclined, organized, clean-cut, professional, calm, rational)
This position is what you would expect the one that oversees all of the operations. The
President doesnt necessarily do all of the work, but manages the other positions.

o Music Director (Musically-inclined, confident, passionate, borderline badass)
Pretty self-explanatory. The difference between my MusicD and many other MusicDs
is that my MusicD doesnt have business authority in the group, or, more importantly,
business responsibility. My MusicD focuses on the music, like a Music Director
should

o Marketing Director (Business-inclined, strategic, confident, passionate)
Sometimes referred to as the Business Manager, my MarkD is responsible for
marketing the group. This includes implementing/maintaining the website, soliciting
gigs (or putting plans in place for others to do so, and managing the effort), promoting
concerts, etc. My MarkD also handles ALL negotioations for gigs.

o Treasurer (Calculated, slightly OCD, less-alpha, quiet)
I mean, the treasurer manages the money. This is the only individual that should
have access to the groups funds, forcing him/her to know, at all times, the financial
state of the group.


Thats it. Its literally that simple. Sure, there are a number of other things you may need to
accomplish that dont necessarily fall under one of those three positions, but assign committees
for that stuff dont force yourselves into a setup that isnt a regularly recurring need. Some of
these committees may include:

Recording Manager
Tour Manager
Party Manager (you know what Im talking about)

Can you see your group being setup like that, with those four people being in complete control of
what goes on? If not, why? Does it sound like Im angling for a Dictatorship here?

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DEMOCRACY VS DICTATORSHIP

Youre probably not going to want to hear this, but I believe a hybrid of the two is the most
effective way to structure any a cappella group. Let me explain.

According to Wikipedia:

Democracy is a form of government in which all eligible citizens have an equal say in
the decisions that affect their lives. Democracy allows people to participate equally
either directly or through elected representativesin the proposal, development, and
creation of laws.

-and-

A Dictatorship is a government controlled by one person, or a small group of people.
In this form of government the power rests entirely on the person or group of people,
and can be obtained by force or by inheritance. The dictator(s) may also take away
much of its peoples' freedom.

How do you have a hybrid of these two polar opposites? How in the world can we make it so that
the power is with everyone, while the power is with a small group of individuals at the same time?

Heres how - Elect the small group of individuals, and give them the power.

Sounds simple enough, right? Youre might be thinking - we have elections, and our officers
have the power. Do they? If so, youre doing it right.

but Id bet that they pass many decisions by the group, and that you take votes on almost
everything that comes up, whether its really going to change the course of your group or not. Id
also bet that some of those decisions dont end the way everyone wants them to, because in
reality, you cant make everyone happy all the time. If you take nothing else from this entire guide,
that little piece of information should be a priority. If you really soak it in, will take you places.

So, what happens if you elect this small group of people, and they FAIL? Like, All Aboard the
Failboat fail

This is where I bring the democracy back in get rid of them, at least from a position of power.
They may still be wonderful singers, and you may still be best friends and whatever, but if they
take a turn and start making decisions and governing your group in a way they didnt present at
election time, get rid of them. Have in your by-laws somewhere that the group can modify their
leadership as necessary by 2/3 vote of non-officers or something. Ill leave the legal jargon to you.

Youre likely picking up on the fact now that its going to be important to bring the right people into
the group in the first place, and that these positions shouldnt necessarily be held by the rookies.
Make the group members want to hold these positions, and maybe add an element of exclusivity
(like we do with the US Presidency) by setting requirements for numbers of years in the group
and such. Best practices in auditions and the membership screening process are entirely
separate cans of worms, but the individual qualities mentioned in the Leadership Positions
section will give you a good starting point.

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CONCLUSION

Ive shared with you some of the methods of group structure and management that I not only
employed during my time in the NCSU Grains of Time, but have seen many clients adopt with
great success! A quick recap:

Set your goals, and write them down!
Put the right people in the right positions
Have faith in their abilities, and let them do their jobs!

I wish you and your group all the success in the world!
















Mark Hines Owner / Producer
mark@thevocalcompany.com
919-656-7103

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