Charis Ministries NCCL Workshop Notes
Who Will Fill These Shoes? Young Adults in Catechetical Ministry

There was 10 – 40 years of Catechetical Ministry experience in the room. The ages of participants in the room were from the mid 20’s to the mid 50’s.

The summary at the end of each question is written by Deirdre Long and edited by Sarah Jarzembowski.

Question 1: What are the top challenges in bringing young adults into professional ministry?

Follow up question: How do you envision overcoming these challenges?

  • Upward mobility, increasing knowledge
  • This seems like an overall impossibility for young adults because there is a lack of opportunity for upward mobility and finances are not available to assist in covering additional schooling (B.S. or Masters)
  • Educated young adults seem to be overlooked by hiring systems in favor of volunteers who have less education but can claim seniority via years of experience or age.
  • Some young adults are losing a passion for ministry because the sense of community and family is dwindling in the work place.
  • Self-referential/self-celebratory actions and culture for those with 20+ years of ministry experience.
  • There seems to be a struggle for those 65+ years of age to let go and welcome young adults in their own rite as professional ministers.
  • There seems to be a fear that the program will fall apart without the veterans in charge.
  • There is a call for the veteran staff members to recognize that young adults can support the program, help it thrive, and strengthen areas of weakness.
  • The changing number of jobs within ministry represents a lack of job security and thus young adults are looking elsewhere for secure job positions so that they can pay off their student loans.
  • Some of these difficulties can be offset with systems to support young adult families, foster self-care, and prevent burn out. (i.e. telecommuting, day care, Spiritual Direction, discounts at health club, etc.)
  • Young adult ideas of “work appropriate”attire are different from the older generations.
  • For young adults clothing is not as important as getting the job done. It is also important to note that clothing budget is not large due to the necessity of paying off student loans and other bills. When comments are made by other staff about attire it is difficult for young adults to comprehend that this is as important as getting the job done and that clothing can be an obstacle to working together on staff toward one goal.
  • For the veterans on staff clothing can equal respect, professionalism, and care for the ministry.
  • The way young adults get the creative juices flowing is different than many of the veteran staff members and it is often looked down upon.
  • Young adults are trying to learn and be innovative
  • Young adults want to be challenged in their positions, as well as held accountable.
  • Tracking hours is an important system to preventing over working and burning out
  • The notion of “clocking in” does not necessarily work in ministry. However, it is still important in ministry, even if staff are salaried, as a way to prevent burn out.
  • Less is more – quality over quantity.
  • Gender and relationship disparity in salaries
  • There seems to be a disparity in the way young singles and those who are married without children are treated compared to those who are married and have children.
  • It is not recognized that single people and those without children have other opportunities and time constraints. Family time is more than just taking care of children.
  • Perks – Non monetary
  • Spirituality direction paid for by ministry employer
  • Time and money to go on retreat and to conferences for professional development
  • Gym memberships and such to promote physical health, as well as spiritual and emotional heath.

Summary

This conversation gained much excitement around areas of additional, non-monetary incentives to keep young adults in and attract them to the work of ministry. It seems that when young adults are looking for jobs in ministry, they want the position to not only support their needs financially, but also to support their vocation as a Lay Ecclesial Minister, and their vocation as a single or married person.

Young adults need to feel that they are welcomed into the job by the veterans on staff. Additionally, effective recruiting includes job stability and the chance for promotion and skill development. To keep young adults in ministry healthy and happy when employed, supports need to be put in place to prevent burn out and cultivate the young adult’s life outside of work. For example, the Church promotes young married couples starting families, but many ministry positions don’t offer supports such as time off, health care, and child care necessary for young adult to feel prepared to embark upon that call of the marriage vocation. On a similar note, not only recognizing that married couples and parents have responsibilities that require for flexibility in one’s schedule, but young single people also have responsibilities outside of the work place that make them unavailable from time to time. Young adults want equal treatment, appropriate pay, and necessary supports for a happy, fulfilling career in ministry.

Question 2: What is a grace or challenge that you have experienced when communicating with someone in a generation other than yours?

  • The importance of mentorship
  • Young adults recognize that older generations have more experience
  • “How can you relate to me?” “What is your experience of God?”
  • Young adults want these conversations with their older colleagues.
  • The power of narrative; tribal wisdom.
  • Share the parish story.
  • Teaching our own teachers when we are younger
  • A call for respect of the young adults on staff.
  • Recognizing the education and intellect of the young adults on staff.
  • Equal treatment regardless of whether you “like” someone.
  • Social justice.
  • Young adultssee a church of ideals – it is okay for young adults to be idealist.
  • It’s important to recognize this charism in the younger generation and cultivate it – it is encouraged to not patronize these ideals or turn it down because of the past or politics.
  • We are a team with one mission. How do we foster that?
  • Break down the silos. Partnerships within different “departments” of ministry.
  • Vast generation differences.
  • Young adult generations were raised with the team mentality while baby boomers were individualistic in gaining success and achievement.
  • Young adults want to work with other offices, ministries, and organizations. This tends to be looked upon with suspicion from veteran staff.
  • Young adults have knowledge and a respect for commitment.
  • Young adults want to prove themselves. Don’t stereotype young adults or their spirituality.

Summary

A major obstacle in ministry work for young adults is being heard and being spoken to in a manner that works cross-generationally. Young adults want the veterans in ministry to know that, despite age, they are competent, responsible, and committed. They want aspects of their personality and specific charisms necessary for ministry supported and cultivated, not criticized and diminished. Young adults want their workplace to be one that reflects community and appropriate relationships, which includes respect and equal treatment whether or not you agree with their style of spirituality or political standings. Finally, young adults want to share their knowledge and have knowledge shared with them. Young adults recognize that all experiences are different, but sharing these different experiences and narratives are the key to mentorship and impactful ministry.

Question 3: How has someone influenced you in the way you do ministry?

Follow up: How can others be positively influential to young adults in ministry?

  • Affirmations and specific compliments relating to skills and tasks as an informal mentorships
  • Eat lunch together – build community, casual work relations, develop work guidance.
  • Break down the silos
  • Foster prayer atmosphere or support young adults in creating their own prayer space.
  • Some young adults feel guilty going to Mass during the day because others make them feel like they are ditching work. Finding a way to make prayer and Mass a priority and not something to count against the work day is important.
  • Recognize young adults are stepping into the ministry shoes now. Young adults are not the future. They are work and ministry colleagues now and should be treated as such.
  • Promote laughter and fun in the workplace.
  • Start with the children to include young adults as parents.
  • Young adults must ask the older for assistance and the older generation must offer help without judgment.
  • Ministries must work together.
  • Constructive criticism:
  • Young adults want to get better; tell us when it comes up and take them along on the journey. Don’t just tell young adults what to do but explain and teach. Stories and tribal knowledge are very helpful on this learning curve. However just because that’s the way it’s always been done doesn’t mean that’s the way it should always be.
  • Veterans can point out the systemic injustice within ministry to further mentor young adults and assist them through some of the struggles.
  • Young adults
  • Veterans wants us to build a culture of listeners, which is more the young adult generation.
  • Teach veterans the importance of truly listening.

Summary

Young adults continued to reiterate that they want community and mentoring relationships in their place of ministry work. Young adults want to laugh when at work and have lunch with new friends and colleagues. Young adults also want to be directed and accompanied by those with more knowledge and experience – not judged and told what to do. Veterans of ministry who attended this session also remarked that they recognize passion and innovation in young adults. They want young adults to teach veterans different styles of work and communication that were not emphasized in their generation, such as the importance of listening and focus on teamwork.

Question 4: What are some ideas for how the Church could better provide practical (non-monetary) support to young adults working in ministry?

  • Spiritual directors and support for young adult parents
  • Teach young adults to budget and manage finances and best practices for working in ministry on a practical level.
  • Tax education and support.
  • Separate credit card specifically for ministry purchases
  • Planning for retirement and emergencies
  • Foster and support professional development
  • This includes knowledge of church doctrine and offices. How can we help each other and edify each other?
  • Diocesan wide professional development and education that counts as paid work.
  • Financial support for continued education.
  • Reimburse cell phone and internet bills if used for ministry at home.
  • Hire young adults for their innovation and take action to incorporate this energy into all aspects of parish, diocesan, organizational structure.
  • Road blocks are an easy way to burn out staff members and create a culture of just getting by.
  • Parish/diocese down time
  • Take time off in the slow months in order to recover and re-energize for the busier ministry years.
  • Be specific about vacation time. Make sure that young adults and all staff take their vacation time.

Summary

Young adults recognize that ministry is not the career world to enter if they want large amounts of money. However, they also recognize an opportunity for non-monetary compensation for the work they do. Young adults are constantly thirsting for knowledge and life-skills; organizations and institutions can support young adults in this way by financially supporting further education in their field of ministry as well as in life skills such as taxes and finance management. Also, young adults in ministry are very on fire for their faith. This fire can be cultivated and maintained by attending regular daily Mass, annual retreat days, and Spiritual Direction without penalty of using time off or the precious money they have saved up. Encourage all employees, not just young adults, to utilize the down time within the organization’s ministry season to recuperate and recharge for the next season. Finally, if a young adult is hired to do a specific job that calls them to be innovative – then allow and support them in thatinnovation.