No one but the most cold-hearted competitors among us like to see the collapse of a pipe band. When it’s a band with such a storied, long history as the Edinburgh City Police, which by all accounts decided on November 29, 2012, that 130 years is enough, it’s a punch to the guts.
Disbanding happens fairly often, and every year it seems to happen more frequently.
The reasons for a band calling it quits are many, and to generalize such a complex matter is risky. But the most frequent and significant factor I think is this: the lack of a succession plan – that is, when the pipe-major decides to retire or resign, or even when he or she is forcibly removed from office, there is not a well-prepared and identified successor for the job.
And often it is the most successful bands that are hit the hardest when the pipe-major leaves. More often than not there is not a clearly defined, recognized and, most importantly, groomed person to take over. Time and time again we see very well established bands in a lurch when their leader of 10, 15, even 25 years departs. They scramble for a solution. They usually put out the call for “interested parties” to apply, then they go through a laborious review of candidates, ultimately settling on an untested outsider, who needs years to settle in. Though it’s logical to assume it would be the case, the pipe-sergeant is often not the slam-dunk heir.
In fact, the leadership handover should be exactly that: a handover. The new leader should be a familiar and obvious choice who has been with the band for years, who has worked side-by-side with the pipe-major, who brings continuity and consistency to the inner-traditions and culture that has made the group successful.
The last 40 years are littered with top-tier Grade 1 pipe bands that lost their pipe-major and quickly fell to and stayed in the lower-tier. Many of them eventually collapsed altogether. Here are a few: David Urquhart Travel, Vale of Atholl, Muirhead & Sons, Red Hackle, Dysart & Dundonald, Clan MacFarlane, Black Bottle, Clan Gregor, Woolmet & Danderhall, Bilston Glen, Polkemmet and now, of course, Lothian & Borders Police.
Exceptions are few: a near-dead Shotts & Dykehead was rescued in the late-1980s by Robert Mathieson and Jim Kilpatrick to rise to five World’s wins. ScottishPower made a smooth transition from Roddy MacLeod to Chris Armstrong. Strathclyde Police have clawed back to the top-tier under Duncan Nicholson and Eric Ward. And, certainly, the Vale and Dysart might reach the top-tier again.
But in general bands founder after their established and successful leader leaves. They languish in the lower-half of the grade, often go from leader to leader and, sadly, too frequently decide to dissolve the band rather than muddle through the process of continually rebuilding in a pipe band environment where pipers and drummers are impatient for success, and the talented will go elsewhere if the results don’t come fast.
No matter how successful or committed the pipe-major or leading-drummer, that person’s first order of business should be to prepare his or her successor, make clear to all who that successor is, and work with that heir-apparent to impart the leadership skills required for the job. Yes, that designated successor might get fed up waiting for the chance to lead and move on but, when that happens, a new successor should be selected and groomed – and everyone in the band should know about the choice.
Pipe bands are not much different from businesses. An organization’s style and culture are defined by the leader who gets to pick who’s on the team, who fits the style and culture, who brings the strengths to the group. That leader also needs to have the confidence and integrity to know that change is inevitable, and looking after the group as a whole, even when he or she is no longer part of it, is central to the job.
Regardless of how prize-winning or secure your band is today, ask yourself who the next pipe-major or leading-drummer is. If you’re not sure, perhaps it’s time to resolve that problem before it creates a catastrophe.
It starts with a succession plan.