Holy Week Music 2018 - St. Andrew's Episcopal Church, Kansas City

PALM SUNDAY 10:15 AM
Service Music (sung by all): Sanctus - Alexander Kastalsky/Vozzella
Agnus Dei - Alexander Arkhangelsky/Vozzella
Anthem: O vos omnes - Tomás Luis de Victoria

MAUNDY THURSDAY 7:00 PM
Service Music (sung by all): David Hurd
Prelude: Pange lingua – Bablo Bruna
Anthems: Wondrous Love - Robert Shaw/Alice Parker
Ubi caritus – Ola Gjeilo

GOOD FRIDAY NOON
Pianist: Joy Bower
Piano solo: What Wondrous Love is This - Michael Sharp/Carol Tornquist

GOOD FRIDAY 7:00 PM
Anthem: Adorámus te, Chríste – Théodore Dubois

GREAT VIGIL OF EASTER 8:00 PM
Trumpet: Iskander Akhmadullin
Service Music (sung by all): Sanctus - Franz Peter Schubert
Fraction - Arlen Clarke
Anthems: Ave Verum - Francis Poulenc
My song is love unknown – Donald Busarow
The Strife is O’re – Robert J. Parker

EASTER DAY 8:00 and 10:15 AM
Brass Quintet and Percussion
Organists: John Schaefer
Service Music (sung by all): Song of Praise – G. F. Handel (Hallelujah!)
Sanctus - Franz Peter Schubert
Fraction - Arlen Clarke
Prelude: Finale from Symphony 2 “Resurrection” – Gustav Mahler
Anthem: Most glorious Lord of life – John Rutter
Hymn Settings: Old 100^th - Vaughan Williams
Jesus Christ is risen today - John Rutter
Hail the day that sees him rise - Jeremy J. Bankson
Welcome, happy morning! - Craig Phillips
Alleluia! Give thanks to the risen Lord - Hal Hopson
Postlude:Trumpet Tune in G – Jeremey J. Bankson

John Williams – A Genuine Soul

John Williams is one of the most gracious greeting musicians in front of his house composers of our time, has entrusted his scores to the Julliard School. His music reaches far beyond comprehension. This is an outstanding way to keep one’s legacy alive, through the finest institution of music in the World. Although, some look at John Williams as a populist composer, he is a historian on compositional style, and embraces the great techniques of composer such as Mahler, Berlioz, Brahms, Mozart, Beethoven, and has the ability to instantly recall these ideas while creating masterworks of originality in the 21^st century. Very few composers, other than Leonard Bernstein had this ability. I celebrate Mr. Williams gift to Julliard. Below is a sampling of his musical career.

John Williams, born in Floral Park, NY (1932) is the biggest name in the history of movie music and, probably, the most widely-heard composer of the last one hundred years. Williams began composing for television in the late 1950s, eventually moving on to feature films later in the 1960s. In 1972 he won an Oscar for his orchestration of the music for Fiddler on the Roof, the first of many big-time awards in his career. In 1974 he began a long and fruitful collaboration with Steven Spielberg that would lead to some of his best-known work, including the Oscar-winning scores from Jaws (1975), E.T.: The Extra-Terrestrial (1982) and Schindler's List (1993). His other memorable scores come from the six Star Wars films of George Lucas, and from Spielberg's Raiders of the Lost Ark (1981) and its Indiana Jones sequels, to the Harry Potter (2001) series. In addition to his prolific output of movie compositions, Williams has been a guest conductor of orchestras all over the world, including a stint as the conductor of the Boston Pops Orchestra (1980-93), and the recipient of more than a dozen Grammy awards. His film work includes music for Superman (1978); Oliver Stone's Born on the Fourth of July (1989, starring Tom Cruise); Angela's Ashes (1999, with Emily Watson); and Hymn to the Fallen from “Saving Private Ryan” (1998, starring Tom Hanks and Matt Damon).

His early TV career including composing music for Lost in Space, The Time Tunnel and Gilligan's Island.

Hymn to the fallen

Harry Potter theme

Gilligan’s Island

Lost in Space

Jaws

Star Wars

Star Wars Cantina Song

Close Encounters

Indiana Jones

Superman

Shindler’s List

Fiddler on the Roof

Born on the Fourth of July

Angela’s Ashes

March from Midway 
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Wi-Fi Blocking Paint

* Here is another useless product to make you say, hmmm.  Developed at the University of Tokyo, the first paint that can block radio frequencies from being broadcast outside of your happy abode, according to university sources: “the paint is said to be the first that can block radio frequency in higher spectra where Wi-Fi and other higher-bandwidth communications occur rather than just low-frequency wireless like FM radio. Most Wi-Fi technologies operate at 2.4GHz; the Tokyo paint can reportedly block frequencies all the way up to 100GHz, with a 200GHz-blocking paint now in the works.” 

Other applications include churches, movie theaters, concert halls, conference rooms, class rooms and offices to keep cell phone signal at bay.  No more ringing, glowing phone screens at movies and concerts, cheating on exams will no longer be possible, and  the wife can’t call in the middle of a meeting to let you know that your kid is not really sick (it’s just an excuse to get out of the meeting).  Look at all the great applications for this neat new product.  However, according to most engineers - if security is the issue, most, if not all Wi-Fi systems have:  "Surely the thought of having to redecorate a building in order to provide Wi-Fi security is more costly and complex than the security functionality available in even the cheapest of Wi-Fi access points..."

What makes the paint work?  Simply, the paint contains aluminum-iron oxide particles.  If you are looking for greater security, don’t waste your time.  Yet, other applications, such as theatres and class rooms, may make it well worth the expense, when and if you need to repaint, or in new construction.

Other than the report from the University, no testing, etc. has been done on this product, making it a developed, un-proven idea.  Let’s wait and see where this will go. Until the paint is available, just get a copy of “Paint your Wagon,” featuring Lee Marvin and Clint Eastwood, and enjoy at night at home with no cell phones or Wi-Fi.

* DISCLAIMER: This author found the paint, and it's uses interesting. However, in no instance is the author recommending this product, or the usage of frequency blockers of any kind.

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Top 10 (Humorous) Ways to Redirect Non-Singers

Top 10 Ways

A Church Choir Director Tells You (indirectly)

That You Need a New Passion

10.   The St. Peter’s Choir voted to move weekly practice to 4:30 a.m. Wednesday. It's ok if you don't like to get up that early.

9.       When we ordered the sheet music for our upcoming cantata, they left out the section with your part.

8.       We’ve run out of chairs in the choir. We’ll let you know when we get another one. 

7.       We’re short an usher today; could you help? 

6.       We need strong singers like you in the pews.

5.       Did you know singing can aggravate sinus problems? 

4.       We still need good people for the handbell choir. 

3.       It is a shame composers do not write more songs in your style. 

2.       You have a unique range — you hit both notes very well. 

1.       Did you know there is a new study starting the same night the choir rehearses? You might really get a lot out of it.

A+++ (the all-time classic) – “Just move your lips!”

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Help me, my pastor is a Micro Manager!

Many times pastors are not the best managers of staff and have difficulty distinguishing between delegation and empowerment. How many times have you heard this when listening to your pastor share their philosophy on management: “I don’t micro-manage, I empower my team members to succeed.” However, upon further examination, we discover that there is no difference between delegation and empowerment in the mind of your pastor. It is not difficult to distinguish the difference. Simply stated - delegation is having someone else do what you could do just as well yourself.

In contrast, empowerment encourages you to function on a higher level of expectation, using your abilities and talents to do mundane and complicated tasks without close supervision or direction. Thus, allowing your pastor to focus their energy on much more important things such as preaching and teaching.  In the “Parable of the Talents” we read:                                            

Again, it will be like a man going on a journey, who called his servants and entrusted his property to them.  To one he gave five talents of money, to another two talents, and to another one talent, each according to his ability. Then he went on his journey. The man who had received the five talents went at once and put his money to work and gained five more. So also, the one with the two talents gained two more. But the man who had received the one talent went off, dug a hole in the ground and hid his master's money. After a long time the master of those servants returned and settled accounts with them. The man who had received the five talents brought the other five. 'Master,' he said, 'you entrusted me with five talents. See, I have gained five more.' His master replied, 'Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things. Come and share your master's happiness!'  The man with the two talents also came. 'Master,' he said, 'you entrusted me with two talents; see, I have gained two more.'  His master replied, 'Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things. Come and share your master's happiness!'  Then the man who had received the one talent came. 'Master,' he said, 'I knew that you are a hard man, harvesting where you have not sown and gathering where you have not scattered seed.   So I was afraid and went out and hid your talent in the ground. (Matthew 25:14-25a, NIV)

Thusly, your pastor is telling you what and how to do a task, virtually eliminating any sense of independence or accomplishment. Micro managing does not allow you to use your own creativity and talents for the advantage of the body. In retrospect, so-called delegation can often be seen as micro managing as it simply offends the employees acumen, and creates a sense of fear and lack of independence. With this in mind, if you think that you are being micro managed, talk with your pastor and ask him/her to consider talking through the following questions with you:

What is your leadership style? If you are unsure, would you be willing to discuss it?

Do you keep vital information from me?

Do you have difficulty sharing this vital information with me?

If you did share this with me, would you feel powerless?

If your pastor answer yes to any or all of these questions? It is a telltale sign that you are serving with a classic micro-manager.  A leader is only as good as the people around them, and how they do or do not empower people is a reflection of their trust or lack thereof.

This can be corrected by working together to create a way to assess you and your pastors’ leadership style. Many online assessment tools can help with this.  A few of these tools are listed at the end of this article. If you approach this as a way to discover how you relate to each other, greater success for the kingdom will result. This assessment should be an exercise so that you can evaluate each other and the environment in which you serve. This assessment will allow you to determine how your personalities relate or do not to each other.  This then, will allow each of you to be more effective in your respective roles and with each other.

The easiest way to begin to assist your pastor to break away from the micro-manager style, if in fact your pastor is a micro-manager, is for you and your pastor to start asking questions of each other opposed you just answering your pastors’ questions. This will empower both of you, and allow you to openly communicate rather than follow through with your pastors directives.

Start by finding projects or tasks that you could do without directions from your pastor and form ways in which you can help your pastor empower you, which will allow your pastor to focus on the big picture. Empower, empower, empower, will allow you to solve and create ways to do area related jobs and tasks yourself. Unless the roof is caving in, your pastor can give you some space to do what you were hired to do.  Your pastor will be pleasantly surprised by the results.

It is also very important for them to let you fail, “pick yourself up and start all over again.” Unless life and limb, or thousands of dollars is at risk, this should not be a problem for your pastor. You will succeed because your pastor will WANT you to do your best for God and the church. Results will vary; but if you get the job done, all concerned have succeeded and may have discovered a new way of doing things. If the job is being done, the results your pastor desire are being achieved, your pastor will most likely let you know that you have done a great job. Possibly you pastor will concede that their way of doing things may not have been the only way to do something. However, don’t count on it. The freedom alone should be reward enough.   

Micro managing in reality does NOT put anyone in control, but rather creates disharmony through undue stress, it ties your hands, and may affect your overall effectiveness as a leader within the body.  There will be no winner or loser, but rather an unhealthy working relationship.  Whereas, being allowed to fly on your own creates and produces successes that you both can celebrate.

They will build houses and dwell in them; they will plant vineyards and eat their fruit.  No longer will they build houses and others live in them, or plant and others eat. For as the days of a tree, so will be the days of my people; my chosen ones will long enjoy the works of their hands.  They will not toil in vain or bear children doomed to misfortune; for they will be a people blessed by the Lord...  (Isaiah 65:21-23a, NIV)

Assessment resources: These resources are only offered for reference (some serious, some fun), but does not constitute an endorsement of these sites.

http://www.humanmetrics.com/cgi-win/JTypes2.asp
http://cupped-expressions.net/cheese/quiz
http://www.personalitypathways.com
http://www.od-online.com

Team Player Play Book

The term "Team Player" has been bantered around for years. Some even think they have cornered the market on developing a team of players who will work well together. Amazon alone has over three thousand references to books, listening and video guides on the subject ready for purchase. What is the fascination with this philosophy? It seems as though those that use this phrase have a misconception of its true meaning. This article will explore this most perplexing phrase; the humorous, its usage and a definition, of sorts.

Who has never heard this term? Who has never had this term applied to them? How many have had it used as a reason for termination? If none of the above applies, then you have been emptied in the proverbial trash can. Employment ads frequently contain this phrase:“The successful candidate will be a team player.” Employers are interested in employees who are at ease working as part of a team so that the apple cart of the establishment doesn’t get turned inside out. Fitting in and being likable is a key to the success of the group, so we have been told. However, some are not likeable and the new employee may not appreciate everyone already on the team. Some see this as a problem and seek to remove the sour grape. A truer definition of a team player would be one who can be trusted to do his or her portion of the work load, be relied on to do their part and work cooperatively with the other members of the team, putting aside personal preferences.

Let’s remember that a social group and a business team are not similar. This is what can be perplexing at times as it is a thin line between friendships with co-workers and the employee/employer relationship. Because of the exorbitant amount of time spent with others at work, it is natural to confide in a colleague. Even to trust them with problems you may be having with another member of the team, and discuss this outside of the team, hoping for assistance from this disclosure. This is known as “triangulation,” another no-no in the business world. That topic is best left for another article. Be assured that strong relationships will develop on the team as they do in marriages and families; the team is wed to each other. Because of this, it will be necessary to guard these relationships as at some point they may affect how you deal with an employee/employer difficulty.

Another hurdle for colleagues is being yourself, the taming of shrew, the natural you and what is expected of you in the work environment. This can be very daunting and overwhelming at times. This can be another area to guard, as some are natural born leaders, pied pipers, and others are followers. The natural born leader will always struggle with the act of being a follower when he or she is in a manager/employee relationship. When this line is crossed, even in a non-threatening way, both parties will feel as though they have been tread upon, put out by the other. The difficulty here lies in the fact that one is the boss and one is the employee. In addition, when a follower is put in a role of leadership, being assertive enough to get the job done may be difficult for a follower.

When everyone clearly knows their role, defined either by a job description, employment agreement, contract and/or policy all will run smoothly. If you do not have any of the above, you are in a world of hurt. If you do not have a formal, written understanding of your position, ask for one immediately or ask if you can create one. If you create your own, make sure you and your supervisor agree on all therein, and email it to him/her and ask for confirmation of its acceptance. Whether it is signed or not, it is written down and you do not have to go scrambling to create/find one when things go awry. Also, never leave it open ended, as found in many agreements, “and whatever else is asked of me by my immediate supervisor.” Aside from the confines of the position, get the job done, you will be standing on a firm footing with clear understanding of how the team "plays well with each other." 

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