Texas Bandmasters Association
Bandmasters Review • June 2015
7
What a silly title for an article.
This should be about BAND, and
what’s a salt shaker got to do with
any kind of music program?
We step into our profession with a
sense of purpose and an enthusiasm
about sharing the JOY OF MUSIC
MAKING with the young artists
who choose to be a part of the
school band program. However,
unlike many of the other academic
subjects, we are responsible for
“filling the chairs” in our rehearsal
rooms. We don’t simply walk in
and find an ensemble with perfect
instrumentation sitting in front of
us. Oh no; we are responsible for
finding the students to participate
in the band, and then we also are
responsible for keeping them once
they join. Until that challenge is
met, we cannot avail the young
musicians (or ourselves) to the
endless treasury of great music.
To interpret the metaphor
suggested by this article’s title, filling
a salt shaker is accomplished most
efficiently and effectively when there
is nothing that keeps the salt from
entering the shaker; in other words,
NO LID! To remove THE LID from
our band programs, we must create
and execute successful recruitment
and retention blueprints that work,
and then we need to “work them.”
When this happens, it opens a
pathway for the personnel needed
to develop first class music-learning
and music-making.
It is apparent the successful
programs have tried-and-true
recruitment and retention templates
that attract new members and
convince the present members to
continue their participation. It is
the lifeblood of any healthy band,
orchestra, or choir program.
Hopefully some of these shared
proven R-and-R techniques will
help “remove the lid” and allow
you to FILL YOUR STUDENTS’
HEARTS AND MINDS with the gift
of MUSIC.
Recruitment and Retention
Success
“Success breeds success.”
There
is no substitute for EXCELLENCE.
The human creature, by design,
wants to be a part of a quality group.
While there are many tricks-to-
the-trade, nothing will replace the
intrinsic motivation of the young
musician who eagerly awaits his/her
chance to be a part of THE BEST
BAND IN THE LAND. The “word is
out” when an ensemble represents
the highest quality of musical
artistry and appropriate behavior.
We all want to be associated with
high standards of success.
“Personalization.”
People join
organizations when they are
recognized for
their potential
and their value
to the group.
It takes far
more than the
“poster of invi-
tation,” that
is merely the
announcement
of the chance-
to-participate.
Recruiting re-
quires special visits with the
new candidates, chats with
parents, hand-written cards of
appreciation, phone calls supporting
the inclusion of the student, and
an ongoing agenda of outreach
communication. Equally, retention
of students suggests a similar
process. We often take for granted
those who tirelessly give their time
and effort for the betterment of the
group. There is much to be said
for the value of THE SPOTLIGHT
OF RECOGNITION. Nurturing our
students is a never-ending process,
nor should it be.
“The best recruiters are the
performing students.”
There is
a reason marketers are quick to
embrace the latest youth hero to
be associated with their particular
product. It suggests to the potential
buyer, “If you use this product,
Dr. Tim Lautzenheiser
It’s Difficult to Fill a
Salt Shaker With the Lid On !
To remove the lid
from our band
programs, we must
create and execute
successful
recruitment and
retention blueprints
that work, and
then we need
to “work them.”
