Open-Ended Survey Questions

The final four survey questions were open-ended, resulting in a range of responses. For the primary sample of 1506 completed questionnaires, three of the four questions were coded by frequency, and analyzed by demographic and geographic groups. The sub-sample of 427 questionnaires returned after the processing deadline was hand-tabulated for verbatim responses (found in the Appendix of the final survey report.) For Question 34, all 1933 surveys were hand-coded.
 

Survey respondents were encouraged to state what single quality they most desired in their future spiritual leader. Each answer was coded to create categories, and despite a large percentage of unique responses, preferences were identified.

The six qualities cited most often are:

Leadership (12%)

Deep faith, deeply religious (11%)

Spiritual leader (7%)

Compassionate (7%)

Sincere, honest (7%)

Communication skills (5%)

These categories correspond almost exactly to the highest-ranking qualities probed by the closed-ended questions. Moreover, they are consistent with priorities identified by the fifteen focus groups that met throughout the diocese. When asked for desired attributes, respondents recognized a need for:

“Strong, inspirational leadership to rally and encourage the church.”

“Love of the church, ability to find the balance between extremes.”

“One who does not lose sight of his job under God. It is not as important to get administrative things done when there are people who need him.”

“Strong visionary with capacity for promoting consensus/conciliation/reflection among all of us."

“Commitment to Christ and the propagation of the Gospel.”

“A strong spiritual leader who can break stagnation of ‘no growth.’”

“To visit, meet, listen to and get to know our congregations.”

“Strong pastoral presence that might be comfort to priests, his primary job.”

“To effectively communicate a Christian theology as expressed in the Episcopal church.”

“An inspiring teacher who is not hesitant to investigate non-traditional solutions to diocesan challenges.”

“A prophet in terms of social ills, needs, concerns.”

“Compassionate understanding!”

“The ability to support and encourage youth membership in the church.”

“Tolerance for varying views on liturgy and other issues, so we may all work together.”

“Not too liberal.”

“Be approachable and have a sense of humor.”

“Someone the whole church, regardless of age, is able to respect. A strong leader in quality life.”

“Love, energy, and courage.”

“Ability and desire to encourage and develop areas of weakness and/or needing assistance as well as offer direction in all parts of diocese affairs.”

“Our next bishop needs to be a people person…aware of the needs of the people of the diocese, open to the ideas of the people, too.”

“Not have a political/social agenda to espouse through his/her ministry.”

This question generated a broad range of responses, many of which will prove useful and interesting to the entire Search and Nomination Committee, as well as its Screening and Visitation Subcommittees. (The list of 410 questions is found in the Appendix of the full report).

The most frequently asked question was "Why do you want to be our bishop?" Other high-frequency questions centered on such topics as theology, scripture, leadership and administrative abilities, personality strengths and weaknesses, call to ministry, conflict resolution, happiest and saddest moment, family life, health history, views on homosexuality, skill in speaking and giving sermons, and much more.

Because the pedophile crisis and cover-up in the Roman Catholic Church was receiving extensive attention from the Boston area media during the survey period, many respondents were interested in the candidate's reaction to priestly sexual misconduct.

Additionally, there were entertaining questions about the candidate's understanding of New Hampshire's uniqueness and quirks, including a query about whether or not the Boston Red Sox have a shot at the World Series in 2002.

The most frequently cited strengths:

Diversity of thought, tolerance, openness (19%)

Small size, small churches (10%)

Feels like a family, gets along well (10%)

Outreach programs, social ministry (10%)

Laity in general (9%)

Clergy, priests (5%)

Respondents place a high value upon the concept of diversity and openness. The small size of the diocese and its component parishes ranks high in importance, enhancing the familial atmosphere. However, underlying this appreciation of compactness is a desire for the next bishop to strengthen and support dwindling congregations, and plant new ones where needed.

“There are no outsiders.”

“Its diversity in clergy and laity—all opinions on virtually any subject can be found—and we are all serious on being heard!”

“The sense of ‘family’—far better than in the large diocese I came from.”

“A feeling of collegiality among the various parishes and missions.”

“Unity and diversity.”

“It’s small enough to allow people to feel a real part of the diocese and to be known by the Bishop and others in various parts of the diocese.”

“The lay people have a voice that is listened to.”

“The sense of unity and fellowship amongst the clergy.”

“Rural values reflecting our quality of spiritual life.”

The areas cited most often as requiring attention and action:

Better communications (9%)

Encourage youth attendance/participation (9%)

Better connection with other churches (7%)

More visibility (5%)

More openness, inclusiveness (5%)

A significant number of respondents feel that intra-diocesan communication needs improving, and some expressed frustration over the perceived remoteness or ineffectiveness of diocesan staff. Increasing youth involvement is regarded as a much-needed change. Both of these findings are consistent with opinions expressed in focus groups.

There is a strong wish within in the diocese for expanded ecumenical and interfaith activities. Greater visibility, specifically of the bishop, is cited as a priority—and the respondents expressed a hope that the bishop could become more visible within the diocese rather than outside of it.

Areas of desired change or improvement include:

“We need to vastly improve our communications—specifically between the diocese and clergy, building a sense of family.”

“Communication in all areas. In each congregation as well as on diocesan level.”

“Much more vibrant youth programs.”

“Encourage active participation of younger people.”

“Be even more generous with our time, talents and money!”

“Perhaps more emphasis on healing ministries.”

“Follow through on a strategic vision.”

“Help congregations attract new members.”

“Be more available for our questions.”

"More frequent visits by the bishop or canons, for support.”

“To realize the North Country is as important as South of the Notch.”

“Greater outreach for those who are two hours’ drive from Concord.”

“Southwest NH seems like a unique part of the state. And one sometimes gets the feeling we are not a part of said state/diocese. (Except when we are in trouble.)”

“Its willingness to allow the sinner to keep his sins.”

“The liberalism of the clergy.”

“I would like to see the diocese as a more spiritual body and less political.”

 “Less emphasis on lesbian/gay issues.  ‘Welcome’ but don’t over-emphasize it.”

“Move back, slightly, to traditional values.”

“It’s a bit too comfortable in its present state. We tend to use liturgy as a substitute for thought.”

“There is little or any commitment to the poor in our communities”.

“I wish there were more of us, especially the younger families.”

“To make our faith and liturgy more exciting to young adults. (We have enough gray hair.)”

“Churches should have seminary-trained clergy, supported by proper salary, young with energy for ministry.”

“More women in higher positions.”

“To have a camp and conference center.”