Analysis of Results

Desired attributes of the next Bishop of New Hampshire are listed below in order of highest to lowest level of agreement:

• Maintain a healthy and vibrant spiritual life

• Have a sense of humor

• Nourish spiritual, emotional, and intellectual wellness of clergy and their families

• Be a visible presence in NH to enhance understanding of the Episcopal Church

• Possess and communicate a clear and transparent theology

• Help define strategy and implement vision for ministry

• Speak and act against racism and injustice in the Church and society

• Demonstrate commitment to interfaith and ecumenical cooperation

• Make ministry with youth and young adults a priority

• Continue to recruit and deploy women clergy

• Emphasize the ministry of the laity

• Maintain financial integrity through stewardship education

• Make annual Sunday visit to each congregation

• Provide resources to strengthen congregations dwindling in numbers

• Demonstrate strong administrative skills

• Train, ordain, and raise up the ministry of vocational deacons

• Be a prophetic voice on social and political issues

• Be a visible leader in the national Church

• Lead in planting new congregations

• Encourage the use of inclusive language liturgies

• Continue to support the blessing of committed same-sex relationships

• Continue to ordain and support open gay and lesbian clergy

Which one attribute, quality or characteristic do you believe
we need most in our next bishop?

• Leadership

• Deep faith, deeply religious

• Spiritual leader

• Compassionate

• Sincere, honest

• Communication skills

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.”

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

• “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.”

If you were interviewing a candidate for bishop,
which one question would you ask?

This question generated a broad range of responses, many of which will prove useful and interesting to the entire Search and Nomination Committee and its subcommittees. 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.

What is the one greatest strength of the Diocese of New Hampshire?

The most frequently cited strengths:

• Diversity of thought, tolerance, openness

• Small size, small churches

• Feels like a family, gets along well

• Outreach programs, social ministry

• Laity in general

• Clergy, priests

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.”

• “Rural values reflecting our quality of spiritual life.”

Which one characteristic of the diocese would you most wish to
change or improve?

The areas cited most often as requiring attention and action:

• Better communications

• Encourage youth attendance/participation

• Better connection with other churches

• More visibility

• More openness, inclusiveness

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.”

• “Much more vibrant youth programs.”

• “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.”

• “The liberalism of the clergy.”

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

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

• “More women in higher positions.”

• “To have a camp and conference center.”
   

| Introduction | Methodology | Demographic Profile | Analysis of Results |
| Focus Groups | Conclusion |