LCMS Church Worker Wellness Insights LCMS Research Services

LCMS Church Worker Wellness Insights LCMS Research Services and LCMS Office of National Mission

Background • In response to the 2016 LCMS Convention Resolution 18 -02 A, the Office of National Mission has formed a committee to study and address problems in the wellbeing of LCMS Church Workers. • After reviewing other recent attempts to study church wellbeing, as well as studying efforts made by the 35 Districts, as well as surveying the services provided by organizations caring for church workers, the committee determined they needed to seek input directly from church workers themselves. • The Office National Mission partnered with the Council of Presidents, Concordia Plan Services, the Lutheran Church Extension Fund, the Lutheran Federal Credit Union, LCMS Pastoral Education, the Concordia University System, and LCMS Research Services to conduct a survey of church workers. 2

Survey and Focus Groups • In the fall of 2017 LCMS Research conducted a survey of nearly 1000 church workers and their spouses to measure the current wellbeing of our workers and their families, as well as to identify potential gaps in coverage. • Following the survey, there was a need to conduct further exploratory research regarding worker’s opinions on types of care and the best ways to deliver such care. • This led to a series of worker wellness focus groups, which included commissioned workers, ordained ministers, international missionaries, and spouses of all these types of workers. • International missionary focus groups are not included in this analysis yet 3

Methodology • In winter of 2019, invitations were sent to all Rostered workers, and an additional call went out to all recipients of Reporter to sign-up for online focus groups. • There were a total of twenty-five online focus groups, conducted via the Zoom online meeting software. • Groups raised in size from one to twelve discussants, but most groups had around seven or eight. • In order to safeguard the privacy of discussants’ identities and the confidentiality of the information they shared, most of these sessions were not recorded, but instead had a scribe sit in to take notes. • For a few sessions there was not a scribe available. The participants in those sessions agreed to have the session recorded, and the recording was only available to the lead researcher and administrative assistant. 4

Acknowledgements Thank you to all who participated in these discussions, giving of your time and energy to share deeply personal insights. National Participants 344 International Participants 36 Commissioned 139 Staff Missionaries 25 Ordained 144 Missionary Spouses 11 Spouses 61 TOTAL (ONM & OIM) 380 Focus Group Facilitators: Focus Group Scribes • Ryan Curnutt – LCMS Research Services • Michael Duffy – Concordia Seminary • Mark Frith – LCEF • Clara Hellwig – Concordia Seminary • Heidi Goehmann – ONM • Kurt Hellwig – Concordia Seminary • Steve Gruenwald – CPS • Tiffany Manor – New England District • Joel Hempel – ONM • Tiffany Manor – New England District Thank you to Chris and the other IT Professionals who ensured that these focus groups went forward without technical difficulties. Special thanks to Barbara Temples for many hours of support behind the scenes. 5

Nine Key Themes from the Focus Groups 6

Theme 1 – Changing the Culture of Synod ü Change the competitive culture among church workers into a culture of mutual support and encouragement ü Synodical culture should “re-frame” the ideal church worker as one with a proper balance of self-care – through what is modeled, praised, and encouraged v Normalize these issues and the practice of getting help v Have Synodical leaders model best practices Ø “Culture is communicated from the top down. People imitate the habits of their leaders. ” v Synodical officials at the highest levels should open up about how they need to seek care Ø “Celebrate pastors who rest – rather than those who boast in their busyness” 7

Theme 2 – Care Provided at the Local Level ü Workers say they most desire relational support from people around them v Friends | Mentors | Coaches | Networks | Clusters Chaplains | Partners | Brothers | Father Confessors ü They want someone who “walks alongside” them and understands, not someone who just occasionally checks-in ü They want their church/ministry to take the primary responsibility for caring for them ü Workers need help locating vetted local professional service providers they can seek out on their own 8

Theme 3 – Relationships More Than Programs • There was negative attitude toward “programs” • Programs go out of date quickly. Relationships last over time. • Programs tend to apply a generic one-size-fits-all approach Ø “Programs come and go…[they] lack stability. ” Ø “We don’t need people sitting in offices trying to justify their jobs with new programs. • Workers pointed out that not all programs are bad, but the one they praised most (e. g. , PALS) is highly relational • Vitality and Omada were two other programs that received high praise, these programs offer accountability and incentives • Workers value relationships: • Relational care from fellow workers and trusted professionals • Any programs should be highly relational in nature 9

Theme 4 – Non-Reporting Care-Givers ü Workers recognize that the Circuit and District are governance structures, and do not find it appropriate to turn to them for care ü Many support the idea of a District (or more local) chaplain/deaconess who cares directly for workers – so long as this person does not report to the DP ü In most Districts, this would require a team, so that every worker can receive a high-level of personal care ü Various titles used, but the same role described: v Chaplain | Deaconess | Father Confessor | Counselor 10

Theme 5 – Recognition and Connection ü Many workers and their spouses are lonely ü Many feel isolated, left out, or forgotten v Commissioned Workers feel they are “second-class” to pastors v Spouses of commissioned workers feel “second-class” compared to pastor’s wives v Husbands of commissioned workers feel “second-class” compared to wives v Church musicians feels “second-class” compared to teachers, DCEs or deaconesses ü They desire more intentional recognition and direct communication from District and Synod ü Many workers expressed they feel they are only cared about for the sake of their call – they want to know they are cared about because they are human 11

Theme 6 – Building Healthy Churches, Schools, and Ministries ü Congregational (or ministry) wellbeing directly affects a worker’s vocational wellbeing, and by extension affects several other areas of wellbeing v Many pastors in the focus groups had a difficult time disassociating their own wellbeing from the wellbeing of their congregation ü Most workers believe the people in their ministries have good intentions, but lack the necessary awareness or knowledge ü Still there are many church workers who do not feel secure or cared for in their current call v Unrealistic expectations (time, duties, results) v Demanding or burdensome individuals (so-called “alligators”) v Treating the pastor as a scape-goat Ø “Looking for any reason to justify stiffing the pastor” 12

Theme 7 – Communication: Awareness and Advocacy ü Synod is doing well raising awareness among workers, but now that must be done among ministries/congregations. ü Remind ministries that worker care is a stewardship issue v Just as a minister’s wellbeing depends upon the ministry’s health, the health of the ministry depends on the minister’s wellbeing ü Synod and Districts should provide training for ministry leaders and direct them to helpful resources for their church workers ü Synod and District need to advocate for workers (especially when it comes to pay, time off, and access to resources) v If workers speak up for themselves, it comes off as self-serving 13

Theme 8 – Financial Assistance ü Financial wellbeing is unique among worker needs in that the major problems are beyond the worker’s ability to change – most often the problem is that the workers are in a mathematically impossible situation v Workers are under-paid for their skill level and workload v Costs for health care being pushed to the workers v Young workers are burdened with significant student debt ü Many calling bodies are unable to pay their workers what is necessary Ø “The toughest work is being done in the places that can pay the least” (i. e. dying congregations, inner-city churches, immigrant ministries, etc. ) 14

Theme 9 – Reminders of Their Identity in Christ ü Many church workers and spouses need someone to provide them with personal pastoral care including confession and absolution ü At times workers struggle with fear and shame, and need to be reminded that Church workers are human – dealing with human brokenness, sin, and emotions v In Christ, God forgives us and calls us His own children v Church workers are not only acceptable to God, but they have personally been called by God to do His work ü At other times, workers need to be reminded that their identity is in Christ, not in their vocation as a church worker, nor in their accomplishments Ø “Too many of us find our worth in our ability to perform without taking a break. ” Ø “We need time away from our ministry to lose our identity in our call and find it 15 in Christ again. ”

Nine Themes of Providing Care to Church Workers 1 - Changing the Culture of Synod 2 – Care Provided at the Local Level 3 – Relationships More Than Programs 4 – Non-Reporting Care-Givers 5 – Recognition and Connection 6 – Building Healthy Churches, Schools, Ministries 7 – Communication: Awareness and Advocacy 8 – Financial Assistance 9 – Reminders of Their Identity in Christ 16

Workers Preferences Regarding Care 17

Local Care is Primary ü Relational support from people around them v Friend | Mentor| Coach Network | Cluster | Chaplain Father Confessor ü To see their church/ministry take responsibility for caring for them ü To have recommendations for vetted local professionals that they can seek on their own 18

Synod and District Support is Secondary ü Recognition and connection v Visitation | Public recognition ü Raising Awareness and Advocating v Among church workers v Among ministries/churches ü Influence culture of Synod v Model behaviors from the highest-levels v Encourage and celebrate healthy practices v Treat wellbeing as a goal not a problem v Reassurance of each workers’ identity in Christ and that their Call is Divine ü Fostering local and relational care instead of program-driven care ü Non-Reporting Care Givers 19

Financial Support Workers suggested as the most effective ways to use money ü Financial assistance for time proven programs to make them available for all church workers v DOXOLOGY, Grace Place, Concordia Plans, Personal and/or Marital Counseling ü Alleviating church workers’ student debt v Debt forgiveness programs v “Crowd-sharing” options v Special offerings (particularly at graduations / installation services) for church worker debt ü Special Opportunities v Salary assistance for ministries that can’t afford to pay their church workers what they need v Helping church workers with high health care deductibles and premiums v Down-payment assistance for workers without equity who take a new call and need to buy a home Starting young church workers off with a home and without crippling debt, gives them roots in their community that makes them more likely to stay, and helps them focus on their work. 20

21