Exploring the impact of Bowen Group Systems Coaching on the Work-Related Psychological Health of Church of England Clergy. Preliminary Findings

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1 May 2017 Exploring the impact of Bowen Group Systems Coaching on the Work-Related Psychological Health of Church of England Clergy Preliminary Findings Kathryn Kissell Karin S. Moser & Janek Dubowski

2 Aims 1. Introduction to Murray Bowen s Systems Theory 2. Share initial findings from research exploring: a) Bowen Systems Theory as a model for understanding Clergy Psychological Health and Well-Being b) The impact of Bowen Coaching on the Well- Being of Church of England Clergy

3 Bowen: Key Ideas Kerr & Bowen (1988) Family Evaluation Systems Thinking: The basic unit of analysis is the family not the individual Balancing act between poles of Self- Definition & Relatedness Anxiety is a natural product in the process of living Replication of patterns of behaviour

4 Bowen: Differentiation How one functions in response to one s level of anxiety Individual Dimension Thoughtful Response Aware of Emotions Able to engage in either logical thinking or emotional experiencing depending on the situation Relational Dimension The ability to think as an individual (Individuality) While staying meaningfully connected to others (Relatedness)

5 Bowen Systems Coaching Theory Personal Practical

6 Bowen: Relevance to Clergy Edwin Friedman Generation to Generation Church as an emotional system that acts in predictable patterns in the face of pressure or anxiety Clergy stress stems from position within the system. Lower Differentiation -> exhaustion -> withdrawal

7 Clergy WRPH: Stress & Burnout Burnout experience reflective of the impact of anxiety on a poorly differentiated individual Stress & Burnout risk factors reflective of difficulties managing one s boundaries in relation to others (Differentiation s Relational dimension) Stress symptoms stem from an interaction between pressures experienced and the appraisal of their meaning (Differentiation s Individual dimension)

8 Positive Psychological Health Clergy exhaustion offset by high levels of satisfaction and accomplishment WRPH is not just about avoidance of negative ill health, but incorporates the presence of positive psychological health Factors that encourage satisfaction in ministry are inherently relational (Differentiation s Relational dimension)

9 Bowen & Clergy Bowen Coaching as a resource for supporting Clergy Well-Being? Relevance to research on clergy positive and negative psychological health Approached well-being from a Systemic stance Individual focused Intervention Acceptable for clergy

10 Research Focus 1. Does Bowen Theory offer a model for understanding Clergy Psychological Health and Well- Being? 2. What impact does Bowen Coaching have on the Well-Being of Church of England Clergy?

11 Assessing WRPH Work Engagement Burnout Spiritual Dryness Individual WRPH Pressure Health & Safety Standards Ministry Specific Demands Differentiation Work-Family Spillover (Conflictual & supportive) Relational Support from Congregational & Non-Congregational Relationships

12 Group Coaching 3 Dioceses hosted, financed & recruited participants: Southwark, Ely & Newcastle Groups of 6-8 self-selected participants (Inclusion criteria of fulltime, stipendiary parochial clergy) 3 Coaches: Experienced utilising Bowen coaching with Clergy Six Monthly half-day Coaching Sessions Course Material: Bridge Builders Leading with Emotional Maturity Control Group R&S Survey 1 R&S Survey 2

13 Participants Numbers of Participants Significant Demographic No. Start End Completed both Bowen Control Long. XS Age Years Ordained Years in Role 5 8

S) Differentiation Bowen group showed an increase in Differentiation (Small to Medium E.

14 Initial Findings (a) Bowen Group compared to Control Group Pressure Bowen group started under more stress than controls Bowen group ended reporting less stress than controls (Small E.S) Differentiation Bowen group showed an increase in Differentiation (Small to Medium E.S) WRPH Bowen Group started significantly less engaged (Medium E.S) & more S.Dry Bowen Group ended equally engaged as controls and less S.Dry (Medium E.S)

15 Initial Findings (b) Bowen Group from Start to Finish Pressure No change in overall H&S Pressure Decrease in both Frequency and Intensity of Ministry Specific Demands (Small E.S) Differentiation Significant increase in Differentiation (p = 0.058, Small E.S) WRPH Improvement in WRPH Decrease in Exhaustion (Small E.S) Increase in Absorption in Work (Small E.S) Decrease in Sp.Dry (Small to Medium E.S)

16 Initial Findings (c) Reduced the negative impact of Work & Home Life (Small & Medium E.S respectively) Increased the positive impact work had on home life (Small E.S) Relational Significant increase in support from members of the congregation (p= Small E.S)

17 Key Areas of Impact (a) Individual Dimension Understanding of congregational dynamics Greater awareness of how and why people might act the way they do Leadership & Setting Vision To be rooted in who I am and my vision encourages others and allows them to do the same Reduction in personal impact of conflict Accepting that conflict is inevitable and taking it less personally Separation from Work Boundarying my time better

18 Key Areas of Impact (b) Pastoral care & PCC Relational Dimension Strengthened capacity to respond to difficult situations and be present during situations of conflict Maintaining a clear sense of self in the middle of conflict Separating people s issues from the people themselves Getting better at responding to bullying Improved colleague relationships Feel a more confident resource, able to be more constructive Improved balance between Work & Family life

19 Going Forward For many clergy who have come into ministry without any understanding of family functioning or emotional systems then a series of sessions like these would be valuable enough to be made compulsory. It is a resource at many different levels. I would have benefitted from it earlier in ministry. This was a wonderful experience enabling deep learning about myself and my context, but I am aware that it has only just begun and I am determined not to lose what I have learned in the face of the craziness of ministerial life!

20 Interested in Bowen? Friedman, E. H. (1985). Generation to generation: Family process in church and synagogue. New York: Guilford. Friedman, E.H. (1999). A Failure of Nerve: Leadership in the age of the quick fix. New York: Church Publishing. Herrington, J., Creech, R. R., & Taylor, T. (2003). The leader's journey: Accepting the call to personal and congregational transformation. San Francisco: Jossey-Bass. Steinke, P. L. (2006). How your church family works: Understanding congregations as emotional systems. Herndon, Va: Alban Institute. Olsen, D. C. (2015). Saying no to say yes: Everyday boundaries and pastoral excellence. Lanham: Rowman and Littlefield Scazzero, P., & Bird, W. (2015). The emotionally healthy church. Grand Rapids: Zondervan Galindo, I. (2009). Perspectives on Congregational Leadership: Applying systems thinking for effective leadership. Richmond, Va.: Educational Consultants.

21 Further Information If you would like further information or to receive a copy of the research summary once all analysis is completed, please Kathryn Kissell at KathrynKissell@gmail.com R&S Survey 1 R&S Survey 2

22 Part 1. XS Survey 1. Does Bowen Theory offer a model for understanding Clergy Psychological Health and Well-Being? Inclusion Criteria: UK based full-time stipendiary parochial CoE ministers whose role is of incumbent or holds incumbent status (e.g. team vicar, priest-in-charge). 56% Randomised, unbiased, M:F 50:50, Multi-Parish:Single 2:1 Survey Submitted surveys. 291 Analysed. Sept % Survey 1 Jan % 13% Facebook Twitter Feb % Survey 2

23 1. Demographics Bowen Research Ministry Stats 2015 Gender (Weighted) Male : Female 46 % : 54 % 73 % : 27 % Age Mean = = 62% = 62% Ethnicity White British 95% 93.6% Marital Status Married 72% No. Churches Overseen (W) Single Church 39% 33% Number of Roles More than one role 33% 29% Years ordained priest Mean = 19 Range: 1-40 Years in current role Mean = 8 Range: 0-36

24 1. Initial Findings Participant Well-being - Highly engaged, Low burnout scores Burnout - Higher levels of exhaustion offset by high experience of personal achievement (PA) Burnout - Work Engagement (W.Eng) - Spiritual Dryness (S.Dry) all strongly correlated in the expected directions Predicted relation to measures of work pressure Greater differentiation related to reduced Burnout, greater W.Eng, reduced S.Dry

Wave 1 Panel Survey. May Dr Liz Graveling, Ministry Division, Church of England Dr Olga Cara, UCL Institute of Education

Wave 1 Panel Survey. May Dr Liz Graveling, Ministry Division, Church of England Dr Olga Cara, UCL Institute of Education Wave 1 Panel Survey May 2017 Dr Liz Graveling, Ministry Division, Church of England Dr Olga Cara, UCL Institute of Education Questions What enables ordained ministers to flourish in ministry? What are