Setting the Stage … THRIVE, Leadership, and the Chorus We’re Becoming

Virginia Coast Chorus is entering a new chapter: the director search.

Though Sweet Adelines International had introduced the THRIVE program a few months earlier, it officially launched in Region 14 via a zoom meeting just two days after our directors announced their retirement to the management team.

At first, the THRIVE initiative and the impending director search felt like two more things stacked on top of the music. They seemed like separate paths, each with their own challenges. But almost immediately, it became clear that THRIVE wasn’t just another project. It was exactly the process we needed to reflect on our culture, reconnect with our values, and lay the foundation for whatever came next, including preparing the way for a new director.

Rather than reacting to change, we’ve chosen to lead through it, together. This program can support any kind of transition a chorus may be facing, or strengthen programs already in place by helping bring new members and new leaders into a shared vision.

Here’s how we’ve put THRIVE to work at Virginia Coast Chorus: what we’ve done, what we’re doing, and how it’s already making a difference.

LEARN.

Starting was the hardest part. When THRIVE launched, it felt like a lot to take on. But once we got into the work, especially the culture mapping, it became clear that we were tapping into something deeper.

The small group conversations allowed members to speak honestly and hear each other in new ways. Many people said it was the first time they had talked about these topics with chorus members outside their immediate section or friend circle. That openness set the tone for everything that followed.

We built on that momentum with a full chorus survey. Because people had already reflected in real time with each other, the responses we received were more thoughtful and personal. The survey helped us gather broad input and confirm themes that had already started to emerge. It gave space for quieter voices and allowed members to share honestly without pressure.

As we move through each step, our management team is challenged in all the right ways. Each activity asks us not only to guide the process, but to reflect and respond as participants ourselves. That leads to a stronger connection between what we were doing on paper and what we were feeling in the room. It also creates new opportunities to align activities we are already doing with what members say they need.

We realize that this isn’t about starting something new. It’s about naming what matters and being more intentional with what we already have.

SHIFT. 

One of the first shifts we noticed was how much work had already been happening behind the scenes. THRIVE helped bring that work into the open. Conversations that may have once stayed within the leadership team began to involve the full chorus. Members started feeling more connected to the decisions being made and more invited into the process. Even if someone was not directly involved, they had the opportunity to participate or offer feedback. 

We also saw a new level of honesty. During the THRIVE process, people brought forward perspectives from all sides of the conversation. That included difficult truths, such as how discouraging it can feel when music is not learned or when people arrive late to rehearsal. At the same time, members shared how demanding life outside of chorus can be and how hard it is to meet every expectation. Both views were valid, and both were heard.

Through those conversations, we discovered something important. Values like excellence, fun, education, and inclusion can feel like they are in tension with each other. Instead of choosing one over the other, we are beginning to ask how to honor them all. THRIVE helped us start naming those tensions and working toward balance in a way that reflects who we are and what we care about.

What is shifting now is not just systems. It is the tone of our conversations. It is a renewed sense of trust. And it is a clearer understanding that this chorus belongs to all of us.

SUPPORT.

We are still in the process of change, but one of the most important things we have done is define what matters to us. Through THRIVE, we created a culture map that outlines the kind of experience we want to create for both new and longtime members. It reflects our values, our expectations, and our hopes for how we show up for one another.

While we are still working on what that looks like in practice, the conversation is now open. The question of how we support our members is no longer just an idea, it is an active part of our leadership discussions and planning.

We know change takes time. We may not see the full impact yet, but we are planting seeds that we believe will take root. The culture map will be shared at the end of this article, and we hope it encourages others to begin the same kind of conversation in their own chorus.

WHY? 

Every chorus has a culture. The question is whether it is intentional or unspoken. For us, THRIVE created space to step back and define what we want that culture to be.

This work matters because it reaches beyond leadership changes or short-term goals. It is about the health and sustainability of the chorus as a whole. THRIVE gave us language to talk about things that were already happening under the surface; things like feedback, fairness, burnout, inclusion, and expectations. Naming them gave us a chance to shift how we respond to them.

It also matters because we are in a moment of transition. Searching for a new director is not just about finding someone with musical skill. It is about inviting someone into a community that knows who it is and what it stands for. Doing this work now has made us more ready to receive that next chapter with clarity and unity.

What we are building is not perfect, and it is not finished. But it is honest, thoughtful, and built by all of us. That is the kind of foundation that helps a chorus not only survive, but truly thrive.

BECOME.

We are still in process, but we are more connected, more honest, and more clear on what matters. THRIVE has helped us prepare for what’s next by making space for real conversation and shared purpose.

If your chorus is ready for change, or even just curious about how to grow stronger, we challenge you to do the work. Start the conversation. It matters.

If you need a hand getting started, here is a link to our discussion guides and the culture map built out of those conversations. The process took about 2 hours as we gave it more room to take flight as chorus members were engaged. The best setting that worked for us was after/over lunch at a retreat, but it could  be done at a rehearsal.