Leadership Camp Example
Expectations for the Day
Be vulnerable – Ask questions, admit mistakes, and be open to feedback.
No phones – Be present and engaged in leadership activities. If we see a phone out it is GONE.
No making fun of others – Respect everyone; jokes or comments at someone else’s expense are not acceptable. If you are caught doing this, you are GONE.
Lead through positivity – Encourage, support, and model the attitude we want in the ensemble.
Everyone’s role matters – Every position is valuable; no one is more important than anyone else. DO NOT SPEAK OVER OTHERS.
Core Leadership Values
- From Brene Brown, Dare To Lead
Clarity – Clear is kind. Unclear is unkind.
Courage – Choosing what is right over what is easy.
Accountability – Owning your role, your impact, and your mistakes.
Empathy – Listening to understand, not to respond.
Integrity – Acting in alignment with our values, even when no one is watching.\
Schedule
8:00 AM – 12:00 PM Full Day
8:00–8:15 Welcome & Expectations
• What leadership means
• Leadership norms and values
8:15–9:00 Goal Setting
• Full group overview
• Breakouts by role (drum majors, section leaders, officers?)
9:00–9:10 Break
9:10–10:00 Communication
• How leaders communicate with respect
• Role-based discussion and scenarios
10:00–10:10 Break
10:10–11:00 Values & Culture
• What ourare Values
• What leadership looks like in action
11:00–11:30 Leadership Commitments
• Individual goals
• Group expectations
11:30–12:00 Closing & Q&A
• Staff expectations
• Final reflections
Session 1
8:00–8:15 — Welcome & Leadership Mindset
All Leaders
Purpose: Establish tone, expectations, and shared language.
What leadership is (service, consistency, influence)
What leadership is not (authority, popularity, perfection)
Introduce core values
Clarity – Clear is kind. Unclear is unkind.
Courage – Choosing what is right over what is easy.
Accountability – Owning your role, your impact, and your mistakes.
Empathy – Listening to understand, not to respond.
Integrity – Acting in alignment with our values, even when no one is watching.
Define the idea of “living the values, not just saying them.”
Quick Activity:
Each leader writes one value they want to grow in this season.
8:15–9:00 — Session 1: Goal Setting
Theme: Clarity creates confidence.
Full Group (8:20–8:30)
Why goals fail:
vague
Bad: “Get better at conducting.”
GOOD Fix: Define exactly what “better” means (technique, tone, attendance, etc.)
Unrealistic
Bad“Practice 4 hours every day” (when your schedule only allows 30 minutes)
Fix: Match the goal to your actual time, resources, and starting point. “Practice 30 minutes a day”
Unsuported
Bad: “I’ll work out more” (no schedule, no plan, no accountability)
Fix: Add systems: calendar time, check-ins, materials, and accountability partners.
Difference between outcome goals and process goals
Outcome Goals (results)
Earn a Division I at the contest
Score higher than last year
Perform a clean halftime show
Make finals at a competition
Process Goals (what students control)
March fundamentals for 10 minutes every rehearsal
Memorize one movement per week
Watch the show recording twice per week
Sectionals every Tuesday for music cleaning
Mark drill at home using a coordinate sheet
Key message for students:
You don’t control the score on competition day. You control the reps in every rehearsal.
SMART Goals
Specific
“Improve step size consistency and upper body posture in Movement 1.”
Measurable
“All members memorize music for Movement 2.”
Achievable
“Clean one transition per rehearsal instead of the entire movement.”
Relevant
“Prioritize problem sets identified from the last run.”
Time-Bound
“Movement 1 memorized by August 25.”
Role-by-Role Breakouts (8:30–9:00)
Drum Majors
Focus: Program-wide leadership
Set 3 goals:
Musical standard
Rehearsal culture
Personal leadership growth
Emphasis on clarity + courage
Practice articulating expectations clearly
Section Leaders
Focus: Section ownership
Goals for:
Attendance & preparedness
Tone, technique, ensemble skills
Section morale
Identify one habit that will move the section forward
Emphasis on accountability
Band Council / Officers
Focus: Systems & culture
Goals for:
Communication flow
Peer accountability
Supporting staff vision
Emphasis on integrity and follow-through
9:00–9:10 — Break
9:10–10:00 — Session 2: How Do We Want to Communicate?
Theme: Clear is kind.
Full Group Discussion (9:10–9:25)
Key questions:
What does respectful communication sound like?
Key points:
Uses “I” statements instead of blame (“I noticed…” rather than “You messed up…”)
Focuses on improvement, not criticism
Keeps tone calm and professional
How do leaders speak when frustrated?
Key points:
Leaders manage emotions—they don’t lash out
Frustration is communicated clearly, not personally
Keeps the group focused on solutions
What happens when someone makes a mistake?
Key points:
Mistakes are treated as learning opportunities
Focus is on fixing the problem, not blaming the person
Encourages a growth mindset and teamwork
Introduce the Brené Brown principle:
“Clear is kind. Unclear is unkind.”
Role-by-Role Scenarios (9:25–10:00)
Practice scenarios for talking to other members of the band, and how we can communicate clearly, kindly, and in ways that encourage and build one another up.
Drum Majors
Giving feedback to peers
Correcting without embarrassing
Communicating with staff
Practice scripts:
“Here’s what I’m seeing…”
“Help me understand…”
Value focus: Courage + clarity
Section Leaders
Talking to an unprepared member
Encouraging without nagging
Handling resistance
Practice empathetic confrontation
Value focus: Empathy + accountability
Band Council / Officers
Mediating conflict
Addressing rumors or negativity
Communicating decisions transparently
Value focus: Integrity + vulnerability
10:00–10:10 — Break
10:10–11:00 — Session 3: What Do Our Values Stand For?
Theme: Values only matter when they guide behavior.
Full Group (10:10–10:25)
Define the difference between:
Stated values vs. Lived values
Provide examples from our environment and program?
What do we want that to be?
How will we live our values and not just say them?
Prompt: “If someone watched one rehearsal, what would they say we value?”
Role-by-Role Values Alignment (10:25–11:00)
Each group should review our values and, on BIG post-it notes, consider and answer the questions below.
Each group answers:
What do our values we have included in this look like in action?
What does it look like when it’s missing?
How do we hold each other accountable?
Answer the questions below as well in groups
Drum Majors
Model calm under pressure
Consistent expectations
Emotional regulation
Section Leaders
Preparation before rehearsal
Inclusive leadership
Calling people up, not out
Band Council / Officers
Decision-making transparency
Supporting staff even when unpopular
Owning mistakes publicly
11:00–11:10 — Break
11:10 - 11:30 Leadership Commitments
All Leaders
Each leader writes:
One behavior they commit to
One value they will intentionally practice
Group agreement:
How leaders will hold each other accountable
What to do when values are violated
Optional: Sign a Leadership Agreement
Decide if you all want to make an agreement with each other or the band before this season ends, and how you will follow through.
11:30–12:00 — Staff Alignment & Closing
Staff shares:
What they need from leaders
What support leaders can expect
Final reflection:
“The leader I want to be this season is…”