Artistic Strategy 2017
Our vision for the next 3 years...

Artistic Strategy – a summary
These are outlines of plans for our vision for the future of SC Choirs over the coming 1, 2 and 3 years.
Each stage outlines ideas, events and changes we will  implement in order to develop the quality and range of experiences we offer, as well as utilising the skills of staff to maximum potential. Recruitment and retention is central to this thinking, as is the importance of delivery from the front. As we move forward, it’s essential that all conductors have opportunities to regularly evaluate their skills and delivery so that all choristers – both young and older– get the best possible musical experience.
Year 1
Retention and recruitment
  • Good, quality service increases word of mouth!
  • Develop a music team who are fully trained, up to speed and totally enthused about choral work. Opportunities to observe each other and train in specific skills is crucial, as well as annual appraisals, so that we can evolve and constantly improve.
  • Moving Youth Voices to Wednesday – all choirs on one day, easier when moving up, creates areal ‘buzz’ at venue, good for any joint rehearsals, tasters for CC members in summer.
  • Exciting opportunities such as BGT, Flashmob, residentials – always something coming up to look forward to, something new.
  • Organise workshops in schools – this provides CPD and observations for teachers and gets kids interested in singing.
  • Social media – more updates, videos and pictures.
  • Much more social approach: regular, inclusive family-based events – encourages belonging and commitment.
 
Rewards and incentives for our choirs
  • Scholarship scheme for year 7+ to apply for -  encourages leadership & opportunities for older ones to lead sessions in younger choirs or leading/helping in other ways. Contributes to their own ROA/UCAS/CV.
  • Regular rewards and achievements – merits, section attendance cup, certificates for attendance, merit points in rehearsals, record of achievement award at the end of the year, section leaders, buddies/mentors.
  • Have a planned break with wine, nibbles & refreshments for Accidentals – encourages a less cliquey atmosphere and a much more friendly and inclusive group.
  • Name badges for all – using peoples names (both leaders and other choir members) encourages inclusivity.
Music
  • Buy more original copies of music – easier to follow, we own more sets of music as an organisation.
  • Recording rehearsal tracks for members to practice parts at home – learning more quickly and efficiently.
  • Keep repertoire varied and broad.
  • Real focus on good technique via well-planned and effective warm ups – that translates into much better performances and more uniform sound.
  • Stat to introduce solfege system in younger choirs – develops good ear training, understanding of intervals and eventually sight-reading. Encourages excellent musicianship!
Year 2
It is expected that all of the above will continue, along with the addition of the following…
Utilising our Patrons and other professionals
  • Workshops planned with our Patrons Suzi Digby and Only men Aloud
  • These could be separate events
  • Potentially invite to an end-of-year performance
  • Invite other guest conductors to take rehearsals/input ideas from time to time
 
Summer Camps/Residentials
  • Plan a series of residentials or trips – brings together members on a different level
  • Provides opportunities to develop musicianship to a much higher level
  • More specifically develop an ethos that encourages participation in weekends/weeks away
  • Plan a trip for The Accidentals (adult only) trip tbd
  • Aim for a performance at the end of the period
 
Singing weekends
  • Organize ‘come and sing’ weekends/days – open to members and non-members.
  • Focus on a specific work or repertoire not tackled before (or maybe about to tackle)
  • Good for recruitment and introduces possible new music!
  • Could have versions for young people and adults
  • End with a performance!
 
New Choirs, Satellite Choirs & Partnering
  • Develop a ‘tiny’ choir for children in reception and Year 1 – will fill a current gap in market for children aged 4 and 5 which we currently don't include.
  • Start to develop new choirs in another part of the city – beginning with a children’s choir, modeled on a similar age bracket to our Cluster Choir.
  • Encourages links with other parts of the city and a different demographic too, enabling us as an organisation to work with new communities.
  • Partner with music hubs and other musical groups such as ex-cathedra & conservatoire.
  • Could help us recruit new staff and also enable music student placements with us!


Year 3
It is expected that all of the above will continue, along with the addition of the following…
Schools support
  • Following trial sessions, have in place a comprehensive schools support package
  • Offer this as CPD for teachers, workshops for children &  performance opportunities
  • Ultimately support schools in delivery of a singing-based music curriculum
  • Develops more confident teachers and, as a result, a singing culture within schools
 
Satellite Choirs phase 2
  • Develop further choirs in original outreach area from Year 2
  • Start to explore the possibility of starting a new choir in another new area of the city

The plan is not set in stone in terms of timescale. Other ideas can also evolve from this too.

By YEAR 5 we would like to see SC Choirs not only providing the best choral programme in Sutton Coldfield for all ages, but also acting as a beacon of musical leadership  and excellence within Birmingham.

Click below for the organisations's upsdated accounts:

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