# LCMS Convention Workbook_St. Louis Missouri_2004_S97 # Machine transcription, uncorrected — CHI Digital Archive (demonstration) SYNODICAL REPORTS 97 health and wellness, readiness to change, and spiritual health data on seven groups of our workers: early childhood educators, high school educators, elementary school educators, pastors, directors of Christian education, deaconesses, and Concordia University Sys- tem educators. A comprehensive report is currently in preparation. Here are some specific findings: —_ . The overwhelming majority of all workers of the church in all cate- gories of vocation report significant satisfaction with their present vocational situation. While not without concerns and stresses (sug- gesting that the report of the workers was not just a “pie in the sky” response), only 7.5 percent of all of our responders reported signif- icant levels of dissatisfaction with their present vocational situation. 2. Where there were areas of life dissatisfaction, almost 22 percent of our sample reflect concern about their personal devotional life. This points to a reported reality that has been confirmed over the 10-year research conducted by the CMGS that has tracked con- tinuing education opportunities and challenges—a hazard to being in church work is ongoing personal attention to one’s own spiritual and devotional life. Opportunities for our workers to en- gage the Gospel in relationship to their own heart and mind be- come very important and critical opportunities. 3. We constructed a health index from several items in our research instrument. Then we asked the statistical question “What factors in our research are the best predictors of a high health index?” Seven factors emerged: (1) Disagreeing with the question “stress has affected my health in the last year”; (2) Having a lower Body Mass Index (i.e., being neither obese nor overweight); (3) Listing a low number of stress events experienced in the last year; (4) Reporting a lower blood pressure range; (5) Eating a larger num- ber of fruits and vegetables per day on a regular basis; (6) Par- ticipating in at least three sets of aerobic exercises per week; and (7) Eating fewer servings of high fat foods in a day. Of the fac- tors described, almost all are items that can be influenced and/or even controlled by the worker. For instance, learning stress man- agement can influence the effect of stressors on a worker, par- ticipating in vigorous exercise can be planned for regular activ- ity, and choosing more healthy eating habits (likely helpful to deal with blood pressure and weight) are all activities that can be targeted by the worker and implemented. 4. The stress index correlates negatively with job, life, devotional life, and vocational situation satisfaction. 5. The health index correlates positively with life, job, devotional life, and vocational situation satisfaction. 6. In general, workers who are already doing “well” things behav- iorally are more willing to change to do even more than workers who are caught up in more disease-oriented behaviors. 7. Stress management is the least important area about which to learn and do something in the attitudes of our workers. Thus, one of the top health issues is not yet connected in the minds and hearts of our workers to actual health and wellness experiences. This research suggests that there is much that the CMGS, as well as our own Worker Benefit Plans, can do to be proactive around health and wellness opportunities for our workers. The re- search gives clear evidence that worker health is related to a wholistic number of factors, and attention to them would be in the best interest of everyone. Paths to Growth Crucial to the development of the values of continuous learn- ing is the opportunity for workers and congregational members to speak together concerning continuing education needs, aspirations, and goals. In order to assist this conversational process, Paths to Growth, a video and workbook now in its second edition, continues to be available for use. This process format gives congregational leadership and church workers an opportunity to discuss continuing education plans and strategies. The development of an Annual Growth Plan aids in the process. Annual Growth Plan Preamble We believe that growth is essential to Christian life. Having been given life which lasts eternally through God's grace In Christ, and having been empowered by the Holy Spirit to serve and obey Him, Christians daily drown their old nature and seck to grow up to mature Christian personhood. Such personal spiritual growth is a model for the church worker's professional life as well. Striving to be workers who serve the Lord faithfully, competently, and joyfully, they study to meet the varying needs of those whom they serve. Through on-going personal study, workers in the church will leam those truths and skills which nurture Agreement Having discussed our needs together, we agree that appropriate study areas for the coming year for (Name of Worker) will be (Name of study areas) We believe that through this study. (Name of Worker) will be equipped (o—_______ $$$ (Describe goals 10 be met through growth plan) To evaluate the effectiveness of this Annual Growth Plan, we have agreed on the following: (Time Frame) {Estimated Cost) Congregation Agency: ©&—______ Individuat—_$__ Other__&__ (Officer) {worker ; . (Date) Into the Future The CMGS expects to develop comprehensive strategies di- rected toward the retention of the church’s workers by focusing on vocational development and personal well-being of the workers and the workers’ families. It expects to do this in partnership with other synodical groups that have as part of their mission the support and development of our workers. Like much of the LCMS, however, the CMGS is under severe budgetary constraints. Our hope continues to be that support of our some 31,000 workers remains a critical and central value for the LCMS. Roger Gallup, Chairman Bruce M. Hartung, Executive Director R6-01 Board for Human Care Ministries: LCMS World Relief/Human Care News in the church is not all bad news! Not by a Jong shot! It is the devil’s own trick to make us think that the “bad news” in the church outweighs the good news! The greatest good news is, of course, the Gospel of Christ. This Gospel continues as never be- fore to produce amazing things in and through the LCMS, despite our many and evident weaknesses. Luther preached on a Christmas Day about what the Gospel produces in the life of every Christian: The smart aleck who hears that word and finds no joy in it may in truth regard himself to be a lost individual. What after all will cause a heart to be joyful, if it cannot rejoice over the angel’s message, “Unto you a Savior is born”? Who ever is not changed for the better by this word and made more godly... to become kinder and gentler to his neighbor, him will the judge and hangman make more pious, for he’s beyond reprieve. The fact that he’s not set ablaze by this fire nor drawn 2004 Convention Workbook