-Jordan B. (‘18) Trumpet, leadership candidate
On the day of audition, we have two spaces available to us: an audition room for the panelists and those auditioning and a waiting room where the candidates can speak with each other and as a place for candidates to go during panelist discussions.
Before we begin the audition, candidates are told that when the entire process is nearly complete, they will have the chance to come in and re-demonstrate skills, explain answers further, or address the panel in any way to inform them of something they think we should know about. We think this is really important. If somebody makes a mistake, we don’t want them fixating on it for the rest of the audition. Let them work past it and come back later. They may have lots of things they want to share with us and they should have that chance, unimpeded.
At the start of the audition, the panel members are given blank sheets of paper and told to come up with a way either individually or as a group to justify their final decision to themselves. Panelists are given about ten minutes to work out their rating sheets while I give encouragement and final instructions to the candidates.
The panel is given very few instructions other than:
• Their final vote must reasonably reflect whatever they wrote down, based upon the criteria they outlined either as a group or individually. I do not think the students’ criteria must be identical. Each student will value cer- tain things differently, a strength of the panel process.
• They are only to speak about the candidates as advocates (“I like how Bill clapped—very crisp!” “Emma’s march- ing was super clean”)
• They are never, ever allowed to discuss any mistakes the drum majors make, even in sympathy (“Oh, I felt so bad for Ana when she missed that turn!”)
• They are never, ever to rank or compare candidates, even if couched as a compliment (“Both Andy and Madison were great conductors, although Madison was a little easier to read”)
• Whatever compliment they give, they had better be able to substantiate their advocacy (not “I liked Peg’s answer to the question,” but rather “Lindsay gave several really good strategies for handling a chronically late student. The one I liked best was...”)
Again, they can only speak positively as advocates for things that they saw done well. This is so important.
If word
gets out that a student on the panel said something even mildly critical of another, it could make future relationships awkward. Panelists should understand that mistakes might merely be accidents, not weaknesses in preparation. Keep- ing the discussion focused only on the positive aspects of
the auditions limits the effect a small mistake might have on panelists regardless of their awareness of a problem. To ensure panelists uphold these expectations any panel mem- ber who compares or criticizes a candidate will be given one warning then dismissed from the panel.
In my opinion, the most special part about Northern’s drum major audition process is how positive everyone is. There is one rule on the panel: keep the conversa- tion constructive. On the panel, we discuss great things about each candidate during breaks between the afore- mentioned rounds. As a panel member, the discussion was enjoyable to partake in. I enjoyed seeing all of the auditionees grow as marchers, conductors, and people. Discussion with fellow leaders of the band about their growth and success made me feel excited about the future of our band program. As a candidate, this rule was helpful and uplifting.
-Sara J. (‘17) panelist for ‘16, selected as a drum major ‘15-‘17
MSU Leadership camp Big Ten Award Winner
Once the panel is ready to begin, candidates are invited in one at a time. The audition consists of the following compo- nents: 1) clapping, vocal commands (as a large group, and then “down the line”), 2) conducting (with 3-4 students at a time in the audition room), 3) marching technique, posture, etc. (also 3-4 at a time), 4) interview question (students get this time with the panel by themselves), and 5) final state- ments/re-demonstrations (also by themselves, and optional). The interview question is given to the candidates at the beginning of the audition process en masse so they have time to formulate an answer.
Occasionally, we will spring an easier, “surprise” question on them to see how they react to spontaneous interactions. Dur- ing the audition, there is a panel conference in-between each portion. Other than ushering people in and out and referee- ing the panels’ conversations for positive comments only, I stay mostly silent. Before the candidates are dismissed, one of the drum majors goes into the “holding room” thanks all of the candidates and invites them, one-by-one, back to the audition room for final comments or the opportunity to redo a part of the audition if they so choose.
Candidates are invited back in front of the panel to redo a skill or hear feedback. When I stepped back into the room and heard generous praise it was overwhelm- ingly great and instantly melted all of my previous nerves away. Fast forward a year, and I hear of candi- dates crying out of joy because of the positive feedback my panel gave them after their auditions. -Sara J. (‘17) panelist for ‘16, selected as a drum major ‘15-‘17
MSU Leadership camp Big Ten Award Winner 22
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