Skilled musicians and singers are a blessing for any worship ministry! But pride is an infection that brings the best of things to ruin. Don’t overlook that lack of humility in a team member just because they are technically gifted. In worship, heart matters just as much as ability. Here’s how to approach this situation with both gospel-shaped grace and kingdom wisdom.
Clarify What Humility Looks Like in Worship Ministry
Before addressing someone else’s attitude, it helps for your entire team to understand what humility feels like in a worship context.
Humility in ministry isn’t false modesty or shrinking back, but rather a posture of service that prioritizes God and others above self. Humble worship teammates:
- Listen actively to feedback and are teachable.
- Ask for help when they don’t have all the answers.
- Celebrate others’ contributions as much as their own.
- Use their gifts to serve rather than to impress.
Don’t assume your team understands this. You’re their leader; teach them these principles subtly through team devotionals or in a more straightforward fashion with a topical meeting. Share Scripture like Philippians 2:3–4 and Colossians 3:12 (put on “compassionate hearts, humility, meekness, patience…”). Establishing a common language around humility sets a standard: we are not going to let pride infect our team—we will confront it if it rears its ugly head in any of us.
Create Safe Spaces for Honest Conversations
One of the worst things for team culture is letting frustration simmer without resolution. A worship leader must cultivate psychological safety so team members feel respected when concerns are raised.
When someone’s pride shows up (cutting others off in rehearsal, dismissing suggestions, dominating conversations) invite them into a calm, private conversation:
- Start with appreciation for their gifts.
- Clearly name the behaviors you’ve noticed.
- Describe how these behaviors affect the team.
- Ask questions that invite self-reflection.
For example:
“I’ve noticed at rehearsal you tend to want things done your way. Can you help me understand what you’re thinking when that happens?”
This communicates that you value the person and the team’s health.
Model Humility Yourself
If you can’t follow this point, stop reading and immediately quit your job.
Still here? Good.
Humility isn’t just a team value. It’s a leadership responsibility. Leaders who demonstrate humility by admitting mistakes, asking for input, and highlighting others set the tone for the whole team.
Small practices that matter:
- Make it a habit to share things you’ve struggled with or learned recently.
- Ask quieter team members for their honest opinions.
- Praise someone’s contribution publicly, not just privately.
- Use “we” and “our team” language instead of “I.”
As you model humility, you create a culture where everyone feels safe to grow, including the person you’re trying to help.
Give Specific Feedback and Expectations
When a team member’s skill isn’t matched with humility, sometimes they simply don’t know what healthy behavior looks like.
Be clear and specific about:
- Communication norms (how feedback is given and received).
- Rehearsal expectations (arrive on time, prepared, open to direction).
- Team roles and responsibilities (what decisions are collaborative, what is leadership’s call).
If the person is coachable and wants to grow, walk with them. Help them set goals (both musically and relationally). “Work on listening without interrupting” is far more actionable than “be more humble.”
Align on Team Culture and Consequences
Sometimes a team member simply won’t grow. If repeated conversations, prayer, and coaching don’t cultivate humility, you do need to evaluate their role. You may lose a skilled member, but you’ll save the health of the entire ministry. Humility is a core virtue of effective teammates. Without it, even the most talented person will harm collective unity and progress.
Make sure your team has a shared understanding that character matters alongside competence. When that standard is clear, decisions about roles become less personal and more about ministry flourishing.
Pray, Pray, Pray
If you can’t follow this point, stop reading and immediately quit your job.
Still here? Ah—of course you are! Prayer is such a simple thing, but we tend to forget it when it matters most. True transformation is a work of the Holy Spirit. You can do everything right and the team member may not change; you could do everything wrong and they do change! That’s the power of God. He doesn’t rely on us, but He does care about us. Don’t forget to pour your heart out to Him.
And don’t you dare just pray alone! Lead your team in prayer for one another. Every single rehearsal and meeting. No exceptions. Pray that God would cultivate servant hearts, unity, and mutual respect. Invite the team to pray for one another’s growth, especially in areas of patience, teachability, and self-awareness.
Humility Amplifies
Don’t let pride overshadow praise. A worship team built on humility amplifies every gift and points the congregation to Jesus more clearly. With clear expectations, hard conversations, and gospel-shaped leadership, you can help even the most prideful worship team members become more like Christ. If they won’t change and won’t listen, you’ve got a hard conversation ahead. But have that conversation; it’ll save your ministry.
God bless you and your team in everything that lies ahead!
