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

May 2017

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

Aims

• 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

Bowen: Key Ideas

Individual

Dimension

Bowen: Differentiation

Relational

Dimension

Thoughtful Response

Aware of Emotions

Able to engage in either logical thinking

or emotional experiencing

depending on the situation

The ability to think as an individual (Individuality)

While staying meaningfully

connected to others (Relatedness)

How one functions in response to one’s level of anxiety

Bowen Systems Coaching

Theory Personal

Practical

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

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)

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)

Bowen & Clergy

• Relevance to research on clergy positive and

negative psychological health

• Approached well-being from a Systemic stance

• Individual focused Intervention

• Acceptable for clergy

Bowen Coaching as a resource for supporting Clergy Well-Being?

Research Focus

2. What

impact does

Bowen Coaching

have on the Well-Being

of Church of England

Clergy?

1. Does Bowen Theory offer

a model for understanding

Clergy Psychological

Health and

Well-

Being?

Assessing WRPH

Pressure Differentiation

Individual WRPH

BurnoutWork

Engagement Spiritual Dryness

Health & Safety Standards

Ministry Specific Demands

Relational

Work-Family Spillover

(Conflictual &

supportive)

Support from Congregational &

Non-Congregational Relationships

Group Coaching

• 3 Dioceses hosted, financed & recruited participants: Southwark,

Ely & Newcastle

• Groups of 6-8 self-selected participants (Inclusion criteria of full-

time, 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

Participants

Long. XS

Age 52 56

Years Ordained 13 19

Years in Role 5 8

No. Start EndCompleted

both

Bowen 22 18 18

Control 20 19 14

Numbers of Participants Significant Demographic

Initial Findings (a)

Differentiation

Bowen group showed

an increase in

Differentiation (Small to Medium E.S)

Bowen group started

under more stress than

controls

Bowen Group compared to Control Group

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)

Bowen group ended

reporting less stress

than controls (Small E.S)

Pressure WRPH

Initial Findings (b)

Pressure

Differentiation

WRPH

Significant increase in

Differentiation (p = 0.058, Small E.S)

No change in overall

H&S Pressure

Bowen Group from Start to Finish

Decrease in

Exhaustion (Small E.S)

Increase in

Absorption in Work

(Small E.S)

Decrease in both

Frequency and

Intensity of Ministry

Specific Demands (Small E.S)

Decrease in Sp.Dry (Small to Medium E.S)

Improvement in WRPH

Initial Findings (c)

RelationalReduced the

negative impact of Work & Home Life

(Small & Medium E.S

respectively)

Increased the positive impact

work had on home life

(Small E.S)

Significant increase in support from members of the congregation

(p=0.0099 Small E.S)

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’

Key Areas of Impact (a)

Relational Dimension

Pastoral care & PCC

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’

Key Areas of Impact (b)

Improved colleague relationships‘Feel a more confident resource, able to

be more constructive’

Improved balance between Work & Family life

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!’

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.

Further Information

If you would like further information or to receive a copy

of the research summary once all analysis is completed,

please email Kathryn Kissell at

KathrynKissell@gmail.com

R&S Survey 1 R&S Survey 2

Part 1. XS Survey

• 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).

• Randomised, unbiased, M:F 50:50, Multi-Parish:Single 2:1

• 306 Submitted surveys. 291 Analysed.

13%Sept 2016

31%

Survey 1

1. Does Bowen Theory offer a model for understanding

Clergy Psychological Health and Well-Being?

56%

Survey 2

Jan 2017

Facebook Twitter

13%

Feb 2017

56%

Survey 2

1. Demographics

Bowen Research Ministry Stats

2015

Gender (Weighted) Male : Female 46 % : 54 % 73 % : 27 %

Age Mean = 56 40-59 = 62% 40-59 = 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

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