bishop election: potential nominee bio lisa arledge · 2020. 8. 17. · examples of new missional...

B I S H O P E L E C T I O N : P O T E N T I A L N O M I N E E B I O

L I S A A R L E D G E

B I S H O P E L E C T I O N : AU T H E N T I C D I V E R S I T Y Q & A


Name: Lisa Arledge

How Strategic and Authentic Is Our Diversity: A Call for Confession, Reflection and Healing Action Questions:

1. In your call as pastor, how have you advocated for authentic diversity, confession, reflection and healing? What

obstacles have you faced in so doing?

The Authentic Diversity at Oasis

The work of becoming authentically diverse is deeply embedded in the theology of the cross as God extends forgiveness through the death of old patterns and behaviors and the resurrection of a new life of unified ministry in the Church.

2005 – Oasis began as an urban outreach out of a primarily white congregation of St. John/St. Paul

Lutheran Church in downtown Akron,

2014 -- 100 Oasis participants moved to its new facility with exactly a 50/50 mix of people of color and

white.

2016 –To better understand outreach in the new neighborhood, 5 out of 6 young adult interns hired were

people of color.

2017 -- Oasis Healing House on the northside of Akron was created for occupants who were diverse in

race, age, economic security, gender, sexual orientation, and education. For two years I lived with them sharing leadership.

2018 -- Oasis increased partnerships with multi-cultural people in the community by sharing leadership and

space in its buildings with young adults who wanted to minister to their neighborhood.

2019 – 75% of Oasis’ collaborative partners and its 750+ participants are now people of color.

2005-2020 -- The total 17 Oasis staff over the past 15 years has been made up of 53% people of color.

Obstacles and What We Learned

1. The majority group can’t go in from a position of power and try to affect change. Instead, sharing

leadership among diverse people is key to changing our minds and going in a new direction, which is the definition of repentance. Sharing conversations, worship, prayer, and mission opportunities breaks down

barriers and increases understanding and love. Partnering together is a powerful way toward racial reconciliation.

2. Movement forward isn’t possible without opportunities for healing. Marginalized people, who have experienced disparities in economics, education, and employment need opportunities to heal. The Living Word of God through prayer, creativity, study, and worship provides much-needed space for grace to heal the trauma inflicted on people based on the color of their skin. The rawness of confession, the vulnerability of reflection, and the possibility for healing is literally emblazoned into every encounter as we communicate and work together. Opportunities for healing must be offered again and again.

3. People who don’t trust each other don’t want others to tell them what to do. The way through these struggles is to begin a process of spiritual discernment together to uncover what God is calling us to do. When we all can agree that God is in charge, we are able to move forward as a unified group with our trust in God first. Trust in each other grows from our trust in the promises of God, which clearly indicate a

call for unity.

2. As Bishop, how will you assist our synod’s institutions, congregations and leaders in living out this document’s call to authentic diversity, confession, reflection and healing and what resistance do you anticipate?

How to Assist Synod’s Institutions, Congregations and Leaders in the Call to Authentic Diversity

1. Recognize that the life, death, and resurrection of Christ is pulling for us to be one! Jesus said, “And I,

https://download.elca.org/ELCA%20Resource%20Repository/Strategic_Authentic_Diversity.pdf?_ga=2.163496828.1980893146.1595979623-614847442.1565717531

when I am lifted up from the earth, will draw all people to myself” (John 12:32). Because God has already included everyone through Jesus Christ, so can we.

2. Acknowledge the pain in the experiences of minority groups. Majority groups have been historically and still today complicit in racial inequality and discrimination based on race, gender, sexual orientation, economics, and more. The Declaration to People of African Descent adopted at the 2019 ELCA Churchwide Assembly is a bold document revealing the history of the Church’s role in racism. The apology must be distributed and read among people of every congregation to launch the process toward diversity.

3. Establish spaces for grace as we bring diverse people together to listen. It is my experience that the best way to build authentic diversity is for diverse people to actively participate in conversations, spiritual activities, and shared ministry together.

4. Expand, fund and require Cross-Cultural Conversations. Small groups of diverse people gather to listen to the stories of people of color from our NEOS congregations, who have in the past and still today continue to experience racism. Listening to our own members’ pain and predicaments offers space for transformation through confession, reflection and healing each time we meet. When we can ground ourselves in God’s promises together, we are re-aligned and more committed to uncover more layers of the impact of racism so that we can learn how to be a Church more united.

5. Fund and Support Missional Development: The NEOS can invite our existing churches to add small group outreach ministries to marginalized people in their contexts by encouraging congregations to build relationships among people who are diverse. Financial support and expertise can be extended to congregations willing to share their buildings with people impacted by discrimination and poverty. To mobilize multi-cultural collaborations, the NEOS can send out our own diverse leadership teams to meet with congregations to participate in a clearly defined spiritual discernment process for the addition of at least one small group ministry to extend grace to people who are different from the congregational membership. Examples of new missional outreach groups potentially include people of color, those whose primary language is other than English, LGBTQI+, youth, young adults, refugees, elderly, and those who face hunger, housing and economic challenges.

6. Launch a Confirmation curriculum that is centered on authentic diversity through creative, inclusive, and relational activities so that Confirmation becomes a launching point of ongoing participation in a more diverse church.

Resistance Anticipated

To create an inviting and welcoming church that reflects and embraces diversity, we have to learn how to clean

out, clear out, and cut out blocks, baggage and behaviors that actually resist unity. Sharing our leadership, our ministries, and our buildings with others are extremely challenging prospects until we connect with the Trinitarian God the Father, Son, and Holy Spirit to lead us one relational, next, natural step at a time. Our leaders (rostered, lay, synod staff, conference deans, synod and congregational councils, and synod executive council members) must agree to look to God’s promises through Jesus Christ to begin the way to usher in systematic change. Familiar with a path toward authentic diversity, I have watched how God leads the way. When we pause, pray, and then proceed, we can be sure that God’s promises and grace are always breaking in, with, and under us calling us to be one in Christ.

3. Of the recommendations offered in the document, which ones will you prioritize as Bishop?

Prioritized Recommendations from the ELCA Resource: “How Strategic and Authentic is our Diversity? A Call for Confession, Reflection and Healing Action”

1. Embody the Gospel of Jesus Christ 2. Provide financial support, education, and the encouragement of partnerships among diverse people.

3. Encourage all congregations to learn about their communities and neighborhoods and develop and implement outreach plans geared toward increasing authentic diversity representative of race,

ethnicity, gender, age, socioeconomic class, and ability. 4. Allocate resources to congregations willing to reach out to demographically match the ethnic and

racial composition of their contexts. 5. Don’t close congregations in diverse areas. Invest resources whenever any congregation is

considering closing based upon their willingness to reach out to the marginalized in the community.



6. Encourage and prepare predominantly white congregations to call rostered ministers of color. 7. Assess and develop new measures of evaluation and benchmarks for ministries that do not follow

traditional congregational models. 8. Increase representation of people of color and/or people whose primary language is other than

English at synodical table to adapt strategies for creating and cultivating authentically diverse leadership.

9. Promote Healing through Awareness, Reflections and Training. Multi-cultural educational events and

anti-racist leadership development, although important, can sometimes be intellectual pursuits infrequently linked to transformative action. It is my experience that more significant change occurs from the bottom up within the relationships of God in us among people who are different from each other. Promoting awareness, reflections and training may be more impactful on a small group basis in conjunction with Cross-Cultural Conversations and Missional Development in individual congregations.

10. Don’t fear change




L AU R A B A R B I N S

Name: Laura Barbins




The congregation I serve has become a place where differing points of view are valued. Throughout the

past two decades we have embraced all sorts of diversity beginning long ago with differing biblical perspectives,

theological stances, and worship practices in an effort to gain a deeper understanding of God's Kingdom and grow into that understanding. While these practices may seem trivial in comparison to the diversity called for in

the ELCA document “How Strategic and Authentic is Our Diversity,” through these practices the Spirit began

shaping us into a community that embraced the wide arms of God imagined in the Kingdom. Thus, when the

2009 Churchwide decisions on the full inclusion of LGBTQIA into congregational and rostered life became a

long hoped for reality, our congregation saw these decisions as a positive step toward valuing all God's people.

When some in our congregation opposed the 2009 decisions, the vast majority of the congregation advocated

for the inclusivity that we believe the Kingdom advocates. Recently our congregational staff became more

racially diverse which has also opened my eyes to racial inequality within our society. This year, for the first

time, we planned and then held a Juneteenth celebration which included a commemoration for the Emmanuel 9.

This became especially poignant as it fell so soon after the death of George Floyd and then the rush of other

senseless deaths that came to light.

2. As Bishop, how will you assist our synod’s institutions, congregations and leaders in living out this document’s call to

authentic diversity, confession, reflection and healing and what resistance do you anticipate?

A white woman myself, I am part of the overwhelming majority within our denomination. As bishop,

listening to the voices of others would be my first step. I believe that it would be helpful to have a "Bishop's

Cabinet" populated with diverse people who could help to advise and offer creative ideas regarding authentic

diversity within our synod. This group would help me as Bishop to envision a broader picture of God's creation

and to reach those people in meaningful ways while avoiding tokenism. I also think that devoting a portion of the

Synod Assembly to addressing the recommendations in the ELCA document would be a way to engage the

entire synod in the work of confession, reflection and healing. Being able to have meaningful dialog and open

eyes to the subtle ways we, as a denomination, exclude would be invaluable as we open our arms in authentic diversity. I am convinced that all things "done" by a bishop or synodical affiliation meet with resistance.

However, resistance is not the same as refusal or conflict; nor is resistance a reason for a just and spirit-

discerned cause to be abandoned.


The ELCA document offers three concrete areas of praxis ; I would begin with two: Awareness: The

ELCA has developed meaningful orders of worship, including repentance, confession, and healing, which would

be a great addition to the synod-wide worship we already offer. Thus, in addition to the MLKJr worship

opportunity, Juneteenth and/or Emmanuel 9 Commemorative worships will be offered. Training: Providing

helpful and thoughtful continuing education events would be key for getting documents like this one off the shelf

and into our lives. By bringing in the writers of the document, professors from our seminaries, and/or other

experts in the fields of intersectionality, race relationships, and authentic diversity we could begin to have

meaningful dialog.


L AU R A B A R B I N S



K A R L B I E R M A N N

Name: Pastor Karl K. Biermann




I have facilitated accompaniment servant experiences offering personal conversation and mutual understanding,

including with a Baptist Latinx group, an African-American neighborhood group, and during a Texas-Mexico

border trip and an ELCA Youth Gathering. I helped two almost all-white congregations open youth ministry to

ethnically/economically diverse people. I hired a female person of color and a differently-abled male as church

secretaries. I strive to find rostered ministers reflecting and/or advancing authentic diversity. I seek forgiveness

when I fail, repent, and lift up in worship/discussions "things done and left undone." Reflection has meant

debriefing accompaniment experiences, including uncomfortable ones, and encouraging active listening and

healing conversations. I work to overcome fears of misspeaking and being seen as insincere by some while

alienating others. I continue trusting God's help.



I will utilize the bishop's unique convening role to tap into existing grassroots efforts and initiate conversations

and collective actions through, but not limited to, the Cross Cultural Conversations Team, the African Descent

Lutheran Association, Lutheran campus ministries, representatives of Appalachia, conference deans,

congregations, synod council, LMM, LYO, WELCA, and bishop's staff. I will align NEOS efforts and ELCA resources through our director for evangelical mission and learn alongside our synod's people during inclusion

workshops fostering authentic outreach to our congregations' closest neighbors--the under-served and

marginalized. Our goal is God's "Kindom," where all people are treated as beloved kin. I anticipate perceptions

of political correctness, institutional inertia/agendas, denial, hostility, self-preservation, daily busyness, and

some closed hearts. Let's keep our eyes on God's Kindom prize!


Page 12, #6 ["congregations learn about their communities/neighborhoods and develop/implement outreach

plans to increase authentic diversity"] will be primary, complemented by Page 14, #9 ["invest in culturally

responsive lay leadership schools/lay formation"]; and Page 13, #10 [incentivize white/predominately white

congregations to call people from marginalized communities"]. I will work with synod council, conference deans,

and congregational leaders to prioritize the remaining recommendations to help fulfill the primary and

complementary recommendations. Connecting with the under-served outside our congregations' doors, while

developing lay/rostered leadership from these communities, will spread the Gospel and make this church more

resemble God's Kindom. Full Communion partners and historically minority denominations will also be engaged

to further these positive Kindom efforts.


K A R L B I E R M A N N


Northeastern Ohio Synod, ELCA - Bishop Election Process 2020 Information/Questions Form

Name: Sherman Bishop

Name and Location of Current Ministry: Trinity Lutheran Church, Vermilion

Ministry Title: Intentional Interim Pastor

I. Information

A. Education

1. List each school, location, degree and year degree was earned (beyond high school):

Concordia College, Moorhead, MN B.A. 1976 Evangelical Lutheran Theological Seminary, Columbus, OH 1976-77 Luther Theological Seminary, St. Paul, MN 1977-80 M. Div.

B. Employment and Calls

1. List employment and Calls, including dates: Trinity Lutheran Church, Vermilion, OH Intentional Interim Pastor, 2018 - Present Prince of Peace Lutheran Church, Westlake, OH, Sr. Pastor 1996-2018 St. John Lutheran Church, Champion Twsp. & Camp Frederick, Rodgers, OH Interim Ministry (Simultaneous) 1996 Northeastern Ohio Synod, ELCA, Assistant to the Bishop, 1988-1995 Ohio District, American Lutheran Church, Assistant to the Bishop 1986-1987 Redeemer Lutheran Church, Dayton, OH 1983-1986 Holy Savior Lutheran Church, Detroit, MI 1981-1983

2. Describe your current Call and your ministry there. I serve under call from our Synod Council as an Intentional Interim Pastor, currently at Trinity Lutheran Church in Vermilion. Responsibilities include all those duties normally associated with the office of pastor, with specific attention given to goals for the interim time affirmed by Trinity's Church Council. Additionally I serve the congregation in it's transitional time as the they prepare to call and receive a new pastor. My role is to address transitional issues specific to this process (although by intention not the call process), with the goal being to leave the congregation in a healthy place, ready to receive a new pastor with energy and a future focus for ministry.

C. Service to the Church-at-Large and Community Involvement

1. List positions served on the synodical and churchwide level (limit to four examples):

Lutheran Transitional Ministry Association (LuTMA), Coordinating Council Member LuTMA Education Committee (chair). Interim Ministry Association of the ELCA, Board Member Conference Dean, Cleveland West Conference, Northeastern Ohio Synod

2. List recent involvement in community activities (limit to three examples):

Vermilion Ministerial Association (VMA), member.


S H E R M A N B I S H O P

VMA "Fifth Quarter Ministry" (an outreach to middle and high school youth following selected home football games), Planning Team and Event Participant. Cleveland College Now Program, Mentor

II.Questions

A. Why are you willing to accept a Call to serve as Bishop? I love Northeast Ohio, this synod and it's people. I believe we as a synod will face the most critical test of our history during the next term of the bishop we call. I believe I have the experience and perspective to be a partner in the synod office with rostered and lay leaders of our congregations. I was raised in a rural community, but traded the country for the city early in my pastoral career. My internship and first two calls were in urban congregations, the last one being a congregation of African Descent members. I have served in the synod office both in the Ohio District, ALC and as a member of our first synod staff. For more than two decades I was pastor in a suburban setting, and now serve as an intentional interim pastor. I have continued to serve the synod as dean of the Cleveland West Conference both when deans were elected by conference rostered leaders, and more recently when appointed to that role by our bishop. Every step in that journey has been one of learning and has given me a unique perspective on the role and effectiveness of the bishop's office. If that experience and my gifts qualify me for this call in the eyes of the assembly I am willing to put them to work on behalf of our leaders and congregations.

B. What ministry gifts and skills would you bring to the office of bishop? What authority does a bishop or any pastor have? We try to define some of the answer to that through constitutions, but in reality, it is the authority of the word. We who are called to the office of pastor are called to proclaim a peculiar word, that of a new creation created by the resurrection of Jesus. What “gifts” would I bring to this office? It is those gifts honed through my years of studying the word, preaching and teaching that word. To do that I have gifts as a teacher, assisting others in exploring the implications of the word for them. To do that I have the gift of a non-anxious presence when the truth of the word proves to be disquieting. To do that I have the gift of knowing that others around me bring gifts necessary to accomplish anything important, and I am willing to allow those gifts to be employed, to be recognized and hopefully flourish. And I have learned that nothing matters, or can prove lasting if we do not make love (the Greek agape and the Hebrew hesed) central to our words, our work and our interactions with one another and the communities in which we live.

C. What is your vision for the Synod? The words of Paul penned two millennia ago to the church in Rome ring true for our time. I invite you to take a moment and read chapter 12 of that Epistle. Note especially in verse 5, "we, who are many, are one body in Christ, and individually we are members of one another." The Church that will emerge from the prolonged shutdown of a global pandemic, into a society bitterly divided by ideology, politics, and (as I write this in early June) appalled by the clear evidence of the callous disregard of black lives by our systems of power and authority, can only effectively respond to such challenges if we do so together. "Collaboration" is the word to which I keep returning. No longer can congregations cling to the idea that "success" means being self-contained, having it's own staff and being unaccountable to others for mission in it's community. We are at a critical juncture in which our congregations must work together with other ELCA churches and/or Ecumenical partners. Part of this is driven by the reality that far to many of our congregations cannot afford the cost of leadership on their own, but I believe driven even more by the reality that we have not been able to focus on mission beyond their walls. We must be the Body of Christ together. The same can be said for our synods. It is time to explore of collaborating with the other synods in Ohio about working together, including the possibility of merging.



D. How would you, as bishop, be involved in the implementation of this vision?

I said this the last two times we have gathered to call a bishop, and I still believe it is true. No one has the answer to the challenges that we face. Thus no one we call to the office of bishop can be expected to come with the right answers. However, I believe there are "answers" that can prove productive if we consider the right questions. As bishop I will work with those willing to probe critical questions, and trust that collectively the experience, insights and knowledge of church leaders, rostered and lay, can discover answers that point us to real solutions. Second, congregations are the most important focus for the ELCA at this time. As bishop my energy would be directed to assist and encourage those seeking to revitalize congregations around mission. This is not an effort to prop up our institutional expressions of the past, but to allow a new say of being congregations to emerge. Third, even as we need to discover new ways of being congregations, the same is true for being synod. We cannot afford the inherited model of an ELCA synod, and at minimum must find ways to partner with neighbors, but more likely must have the courage to merge synods. But such mergers should not be driven by a desire for efficiencies to save dollars, but by a desire to discover models that enable us to have and support a focus on mission. As bishop I will be an advocate for such an effort, and would promise to be part of the solution for, and not an impediment to, such an effort.



Name: Sherman Bishop




In my first two parish calls I served in communities of color (Detroit and Dayton). Early on I learned that the

most important attribute I could bring to this context was a willingness to listen. I was fortunate to have

members from the congregation and community who were willing to trust that I would honor their stories, and

they did much to educate me about the realities with which they lived.

When serving in congregations of European descent, when issues of racism have been addressed in

sermons, teaching or conversational settings responses have been both positive with expressions of thanks for

stating what is perceived as truth, as well as negative with expressions ranging from denial to anger. When

facing those I have sought an opportunity to discuss a person's objections one on one, pastor to parishioner.

Change on the personal level comes through conversation, thought and reflection. It is not a quick or seamless

process, but I have observed that progress can be made.

Most expressions against racial justice seem to be rooted in fear. I believe that love is the remedy for that

fear, and that living into the reality of Christ's love and redemption is the foundation of hope for both change and

transformation within our church and our society.



I have long believed that the only significant authority of the pastoral office, which includes the office of bishop,

is the authority of the Word. If called to the office of bishop I would use that authority to imaginatively invite

those in this synod, and its institutions to catch a vision of how Christ is making us new in relationship to being

authentically inclusive.

The office of bishop presents a unique arena for doing that which has practical implications for reflecting that

new creation. A bishop I would advocate for pastors and deacons of color for calls in those settings for which

their gifts, education and experience have prepared them. I would advocate for the fulfilment of this call to

authentic diversity on those committees, councils and boards of the synod and agencies with which we partner.

As bishop I would commit to stand supportively with our leaders, both rostered and congregational, who

themselves advocate for justice, diversity and an inclusive church and society. I would attempt to do this

through supportive counsel, encouragement and partnership in those discussions to achieve these goals.

I would advocate to use the Commemoration of the Emmanuel Nine as an annual opportunity to address our

need for confession, reflection and healing. I would ask our conference deans to plan for such an opportunity in

each of our conferences so as to make such moments for learning and encouragement available widely to all of

our members.


Some of those recommendations are reflected in responses I have made to the questions above. By

mentioning them already I have signaled that they resonate with me as high priorities.

Reviewing the document being considered here makes it clear that all the recommendations cannot be

achieved by one person in one six year term. So let me say that I consider this to be a task for the whole




church. I will work with our synod leaders to review and prioritize those recommendations and develop a

strategy for making progress. This would include the synod council, as well as congregational and rostered

leaders, utilizing the richness of our resources in NE Ohio (ecumenical partners and other community assets) to

move ourselves forward in achieving a authentic and diverse community.

Having said that, let me lift up one recommendation for Structural Accountability, item #6. This is a call for

congregations to do the work of evangelism and build communities reflective of the neighborhoods in which they

find themselves. If we can be successful at that it will change the face of our synod and our church.

Our bishops have had a tradition of holding one annual visit to each conference to engage with our rostered

leaders and some years to engage with congregational leaders. I would supplement that with a second visit to

focus on the goals of authentic diversity. I would invite the leaders of our conferences, rostered and

congregational, to review the document being considered here, and work together and with the conference dean to identify priorities for their territory and develop goals that reflect this call to be the church together. The

second visit by the bishop would function as an annual review of those goals, celebrate where success has

been made, form the content of reporting our success to the synod and churchwide leaders, and reset to take

the next needed steps. This work is a marathon and not a sprint, and so the process we develop needs to be a

process that can capture our attention for the long term.




RO B E R T C H E Y N E Y

Name: Robert Cheyney




I have advocated for authentic diversity, confession, reflection and healing through sermons, teaching, one on one conversations with members and mission ministry. Through programs such as Habitat for Humanity, the Hartville Migrant Center, Lake Township FISH and Mission trips, we come to greater awareness of racism, ethnicity and the marginalization of others. Also, through the sharing of my personal life with the congregation at having a daughter that is a lesbian. When my daughter came out to my wife and I, she remarked “I hope you will still love me”! As a father I was crushed; I couldn’t imagine not loving my daughter. Through personal experience my eyes have been more fully opened to the discrimination in our church and world. Obstacles: Failure to hear God’s word that all are created in the image of God. Being buffered from the challenge of diversity; In the community in which I live and serve only 2% of the population is nonwhite. It’s easy to stay within our comfort zone. Remarks of disgust and anger from some parishioners when the topics of race and marginalization are spoken of in messages.



To more faithfully live out the documents call to authentic diversity, I envision the following the following plan: 1. Provide opportunities for education, discussion and conversation with synod institutions, conferences and

leaders. 2. Change is more apt to occur through relationships. Encourage churches, congregational leaders and

rostered staff to develop relationships with people of other ethnic or racial background for conversation and ministry together.

3. Create training opportunities for greater emphasis on spiritual discernment in our churches, leaders and rostered staff.

Obstacles: By nature, most of us don’t like change and aren’t very patient when it happens. Unfortunately, love is often not very common.


In an effort to initiate the systemic change needed in all three expressions of the church, I would give priority to all of the recommendations. That being said, the priority may vary depending on which expression of the church I would be working with at any given time.


RO B E R T C H E Y N E Y



Name: Rev. Angela J. Freeman-Riley

Name and Location of Current Ministry: Bethesda on the Bay Lutheran Church

Ministry Title: Senior Pastor I. Information

A. Education

1. List each school, location, degree and year degree was earned (beyond high school): - Mount Mary University, Milwaukee, WI, BA Theology/German 2000 - University of Leipzig, Leipzig, Germany, Certificate of Completion - Theology 2002-2003 - Pacific Lutheran Theological Seminary, Berkeley, CA, M/Div 2004 - Intern Pastor, International Church of Copenhagen, Copenhagen, Denmark 2004-2005 - Lutheran School of Theology, Chicago, IL, continued M/Div studies prior to ordination 2004-2005 - Lutheran Transitional Ministry Association, NEOS Intentional Interim Ministry Training Certificate 2015-20016


1. List employment and Calls, including dates: - Pastor, First Lutheran Church, Malden, MA, 2005 - 2012 - Co-Pastor & Campus Minister, Lutheran Church of Honolulu, Honolulu, HI, 2012 - 2015 - Interim Pastor, Trinity Lutheran Church, Lakewood, OH, 2017 - Senior Pastor, Bethesda on the Bay Lutheran Church and Childcare Center, Bay Village, OH 2017-present

2. Describe your current Call and your ministry there.

Bethesda on the Bay is a suburban congregation on the west side of Cleveland. I understand this call to be both to the traditional congregation, but also one where I get to serve the families and staff of Bethesda's school, and the community. I've understood my time with Bethesda thus far as a season of building relationships between the members of the congregation and the congregation to the wider community. The congregation is in a season of rebuilding and discernment of vision, identity and empowerment to lift up disciples for Jesus.


1. List positions served on the synodical and churchwide level (limit to four examples): - Synod Council - Cleveland-West Clergy position - ELCA Churchwide Assembly 2019 - Cleveland-West Clergy Voting Member - Planning team member for Cleveland-West quarterly conference meetings - Regular participant in synodical and ecumenical colleague groups


- Elected board member, Concord Reserve of the Western Reserve & Lutheran Home - Facilitator of congregational partnership and personal volunteer, Lorain Cooperative Ministry - Participant, Bay Village School Superintendent and School System Strategic Planning Team

II.Questions A. Why are you willing to accept a Call to serve as Bishop?

So much of my ministry and service as a discipline of Christ has meant being willing to be amazed and surprised at the opportunities the Holy Spirit has brought into my life. Accepting a call to serve as Bishop is not something I would have envisioned for me at this stage in my vocation as a Minister of Word and Sacrament. However, if God and the Church are calling me to serve in this way for sake of the Gospel of Christ, than I feel a deep responsibility to respond. If the call should it be extended, I would humbly accept and do so with high regard for the office and accountability to all those who would entrust me with this call.


A N G E L A F R E E M A N - R I L E Y

B. What ministry gifts and skills would you bring to the office of bishop? First and foremost, I bring with me my love of Jesus and my passion for service and mission for the sake of the world in need. I also bring my diverse background of ministry experiences of this Church throughout the world, which have helped to form me not only as a pastor, but also as a disciple of our amazing Creative God. All of the places I have served and lived have helped to broaden my understanding of who we are as a Church and how we are being called to be God's hands and hearts in the world. Very practically, I also bring with me strong gifts for and a love of preaching and teaching, strengths of administration, staff management, and a passion for empowering others to use their gifts as apostles of our Lord.

C. What is your vision for the Synod?

I've lived within the NE Ohio region for just over five years now. Within this time, I've had the opportunity to gain an overview of the demographics of our synod and to experience the different variety of our congregations. I was blessed to offer pulpit supply in many congregations for over a year and since then have served as pastor within two different congregations in our synod. With still somewhat fresh eyes, one of the first things I experience as a need for our synod is to deepen relationships between congregations as well as strengthen the relationship between congregations and the synod and church-wide staff. There are many struggling congregations in our synod and too often they end up feeling as though their struggles are their own and that they have to solve all their own problems. The Church is on the precipice of having to adapt to meet the needs of the changing world and to exhibit its relevance to a world in need of Christ's healing and mercy. In order to do this, we each (individuals and congregations) need renewed passion for being a disciples of Jesus - and we need one another!

D. How would you, as bishop, be involved in the implementation of this vision

A leader is only as good as the people she surrounds herself with, and this holds true for a Bishop as well. One of the most important parts of the implementation of any goal or wider vision is to have the right people in place for the work. I would be sure the synod staff, synod council and others involved in leading the synod were empowered and on fire for service for our Lord in this place. It would be crucial to creatively find ways to build bridges between the synod staff and congregations, as well as the congregations themselves. We need to celebrate and embrace the good work currently happening around the synod and with our many ministry partners and build upon the work already being done! To be faithful and effective disciples of Christ, we must learn from one another, grow together, inspire each other, and lift one another up. The word 'synod' comes from the Greek word meaning, "walking together". We are stronger in our impact to our communities, our members, and the world when we walk faithfully together.



Name: Rev. Angela J. Freeman-Riley




My work in advocating for diversity has been nuanced depending on the uniqueness of context, call, and location. One example of fostering diversity and racial equity was during my first call. The congregation is formally Swedish Lutheran, now surrounded by predominantly Haitian, Chinese and Latino families in a tightly packed neighborhood north of Boston. The congregation and I spent much time engaging in difficult conversations and prayer about how to be Christ’s presence in that diverse community. We spent time discerning how to build relationships with, care for, welcome, and represent the diversity in our neighborhood. We lamented the congregation’s lack of genuine intentional outreach throughout its history. We strategically worked to form a deeper relationship with our neighborhood, sought forgiveness for the ways we failed to represent the community that had grown up around the church building, and worked together to take steps and ensure anyone felt invited and welcome in the congregation.



It is my observation that the healing work throughout our NEOsynod regarding racial justice, racism, and diversity has barely just begun. I expect the resistance to this work could possibly be strong from some, but I also expect there will be many who will feel it is past due. It may feel awkward and difficult for many to begin to engage in this work, but the Gospel demands that we continue to love one another and become neighbors to one another. In order to move our synod forward in this effort, we need a synod wide plan with effective tools such as antiracism programs, training for lay and rostered leaders, education of historical and current realities of racism within our society and Church, opportunities for confession and communal growth of faith and trust in Christ Jesus. This work will be about creating sacred conversations, mobilizing congregations, including biblical teaching and preaching.


It would seem prudent that one of the first steps in the process of healing and growth in our synod would be to establish a restorative justice team to partner with the office of Bishop. Together the team and the synod staff and council would work to create a comprehensive plan to dismantle racism. This team must include those of African descendant, women, Latinx, and LGBTQIA+ leaders. I would hope and expect the team would create a strategy for education, growth of faith, and accountability to the goal of racial justice, full inclusion and authentic diversity within all of the systems and organizations throughout the synod. It would also be wise for this team and the synod staff to collaborate with our local ecumenical partners as they are willing. In particular, I would be curious about what we could learn from and with our UCC siblings in Christ whose national office is headquartered right in our backyard. The UCC has good work in this area and employ a Minister for Racial Justice as well.





J E F F G O G G I N S

Name: Jeff Goggins




As a white male pastor I have a certain degree of power and privilege. A great burden? Maybe. A great challenge? Likely. A great opportunity? Certainly! I cannot and will not claim to know what it is like to be a person of color who is marginalized and oppressed, criminalized and de-humanized. I know my heart hurts. I feel deeply wounded, deeply troubled. So what do I/we do? In preaching, teaching, writing, and conversation I consciously work to ‘de-otherize’ the ‘other’ and ‘humanize’ the ‘de-humanized.’ Every living being is fully seen, fully heard, fully loved. Everything is out in the open and transparent. Everything and everyone belongs. The experiences and perspectives of people of color are lifted up and honored. This challenges the status quo and long held beliefs of the white communities I’ve served. Some respond with anger, defensiveness, guilt, shame, denial. Learning of our complicity as white people to systemic racism is a heavy blow to our hearts, and takes great courage and love to face.



1. Create an environment where all are fully seen, fully heard, and fully loved. This cannot be overstated. Time and time again I am in awe of what arises within and among people when they are encouraged, affirmed, loved, and supported to simply be the beautiful beings of Love they truly are. 2. How can I/we serve you? The people and congregations of the Northeastern Ohio Synod don’t exist to serve the synod so much as the synod exists to serve the people and congregations of the synod. In the role of bishop, I would strongly encourage and support all in the synod to boldly and creatively speak out and rise up in the face of racism with Spirit-led compassionate action, as One community of Love. 3. Clean the toilets. No work is below me. Whatever it takes, whatever is needed to create space and opportunity for authentic diversity to grow and develop organically. There will most certainly be resistance. With any change, even change we desire, there is resistance. Some people don’t like to have their toilets cleaned. Some prefer to do it themselves, and some may not like how another does it. We all become vulnerable. There is space for resistance. We can see, accept, and love this too, then practice letting go and focusing on the compassionate action our Loving God is calling us to together.


1. Relationships, relationships, relationships. Authentic diversity grows organically from authentic relationships. I would prioritize deepening existing and establishing new relationships with those who are marginalized in our communities at the synod, congregation, and individual levels. Seeking to fully see, fully hear, and fully love, I/we can continually ask, ‘How can we best love and support and serve you?’ 2. Learning together. Sharing, listening to, and honoring our varied experiences, we can learn from one another in a multitude of creative ways across the synod. 3. Opportunities. This is crucial, where we put what we’ve learned in loving relationship with one another into concrete, compassionate action. Following the lead of those marginalized amongst us, utilizing the document as a guide, we can create context specific, concrete opportunities for people of color to lead, to learn, and to live in ways that have been previously unavailable to them. At the same time, we can reform the structures of our systems to see and value and honor the dignity and worth of every living being.


J E F F G O G G I N S



K R I S T I N A H E I S E

Name: Kristina N. Heise



K R I S T I N A H E I S E



Name: Kevin S. Maxey

Name and Location of Current Ministry: Hope Lutheran Church Toledo, OH

Ministry Title: Senior Pastor I. Information

A. Education

1.List each school, location, degree and year degree was earned (beyond high school): Master of Divinity Luther Northwestern Theological Seminary, St. Paul, MN 1994 Bachelor of Arts Capital University, Columbus, OH 1990


1.List employment and Calls, including dates: Senior Pastor Hope Lutheran Church Toledo, OH June 2011 - Present Senior Pastor Christ the King Lutheran Ch Twinsburg, OH June 2000-June 2011 Pastor St. Luke Lutheran Church Newburgh, IN January 1996-June 2000 Associate Pastor St. Paul Lutheran Church Michigan City, IN July 1994-January 1996 Staff Chaplain Healtheast Hospitals St. Paul, MN June 1993 -June 1994

2.Describe your current Call and your ministry there. I feel blessed to serve in a staff setting with a gifted team that engages both inside and outside the congregation. My role has been to build a staff team and help the congregation serve in the midst of the community and live out our core values of hospitality, servant love, generosity and worship. The congregation is active with ministry partners and the community to live out our mission and generous in sharing resources with others.

C. Service to the Church-at-Large and Community Involvement 1.List positions served on the synodical and churchwide level (limit to four examples):

Stewardship Network Leader for the Northwestern Ohio Synod. Churchwide Voting Member for Northwestern Ohio Synod. Communications Team Northeastern Ohio Synod Board Member and Chair of Lutheran Children's Aid and Family Services - Cleveland.

2.List recent involvement in community activities (limit to three examples): Law Enforcement Chaplain for Sylvania Police Department Safety Forces Chaplain for Twinsburg Police and Fire Departments Member and Chair of the Streetsboro Board of Zoning and Building Appeals

II. Questions

A. Why are you willing to accept a Call to serve as Bishop? St. Gregory is attributed with writing "While it is unseemly for a person to seek the office of bishop, worse sinners may be those who flee the episcopacy for the sake of their own peace." While I would be most comfortable and happy not participating in this process, I am reminded of advice I received very early in ministry that to opt out of a call process before it began was to deny the opportunity for the Holy Spirit to work. Fundamentally the bishop's election is a call process and I believe I must be open to where the Spirit may be calling or ready to hear the Spirit affirm my current call.

B. What ministry gifts and skills would you bring to the office of bishop? I am a strong extrovert and prefer to work in a team context that assembles diverse gifts and in particular gifts that I lack. Those who work with me say that I don't micromanage but am ready to support them as needed. I prefer working toward consensus when possible, though always working toward articulated mission and goals. I have


K E V I N M A X E Y

served in congregations of family, pastoral, program and corporate sizes and recognize the different leadership needs and expectations in each. Administration is one of my gifts and a significant part of my current call. Stewardship is a passion and addressing mission support will be critical for whoever is called to be bishop.

C. What is your vision for the Synod? We are to be mission driven and vision lead, yet in my experience, whenever the vision comes from a single person in an organization it doesn't energize and bears little fruit. I have been serving outside of the NEOS for 9 years which provides a different perspective, but also means much has changed in the synod. I believe that I would need to engage the synod in discerning the vision for the preferred future so that together we could work to achieve it. While much of the responsibilities of the bishop are prescribed by the constitution, fundamentally equipping leaders and strengthening congregations to faithfully serve and proclaim is at the heart of journeying together as synod.

D. How would you, as bishop, be involved in the implementation of this vision? I believe that implementation of vision synod wide is quite similar as in the congregation. I serve as a primary communicator of the vision through both preaching and written communication. To implement a vision you have to continually and frequently keep that preferred future before the hearts and minds of those you leading. I make sure that the staff team is aligned with the vision and actively working to support and articulate it. As I noted in the previous question, I believe that vision must be a shared vision and if it is then stakeholders in the synod will engage in implementation.


K E V I N M A X E Y

Name: Rev. Kevin S. Maxey




When Hope began long range planning I raised the concern of the lack of diversity and Hope embraced hospitality expressed in welcome became a congregation value. We repeat it in our worship weekly and regularly lift it up. The challenge for the congregation is that we sit at the edge of a community that was founded to segregate and exclude. In my tenure we have increased the diversity but we are not yet where we want to be in terms of reflecting the diversity in the larger community. In June I addressed the issues of diversity, confession, reflection and healing at the intersection of the murder of George Floyd and the 5th anniversary of the Emmanuel Nine in my weekly email and invited the congregation to join me in reading "Dear Church", "White Fragility", and "Black Professor, White University" written by a Hope member. We also participated in the Commemoration of the Emmanuel Nine.



The first step is having leadership that reflects the diversity you are seeking and so I would commit to a staffing model that is reflective of the diversity we seek together as a church. I would seek to have candidates for elected synodical leadership reflect the diversity that we as a church need and desire. In synod worship I commit to having worship leadership reflect the diversity we seek and that worship would represent the breadth and diversity of the church. I would gather leaders of color and whose primary language is not English for listening, feedback and brainstorming about ways we could have congregations in the call process experience them in a pastoral role to help congregational leadership shed bias through leading a part of the call process or perhaps leading a Bible study as examples.


I would seek to have more diverse leadership for synod educational events for both rostered leaders and congregational members. I would seek to increase the representation of people of color and/or people whose primary language is other than English at synod tables. I would push to develop parallel anti-racism training on a three year cycle as we now provide for boundary violations and similarly track participation. I would seek to further utilize the TEEM track to make rostered ministry more accessible and make the ELCA a more diverse church.


K E V I N M A X E Y



Name: The Rev. Dr. Bruce R. Roth

Name and Location of Current Ministry: St. Stephen Martyr Lutheran Church, Canton, OH

Ministry Title: Lead Pastor I. Information

A. Education

1.List each school, location, degree and year degree was earned (beyond high school): The Ohio State University, B.S. Ed., 1991 Trinity Lutheran Seminary, M. Div., 1995 The Lutheran School of Theology at Chicago, D. Min., 2002

B. Employment and Calls 1.List employment and Calls, including dates:

2000-Present: Lead Pastor, St. Stephen Martyr Lutheran Church, Canton, OH 1995-2000: Associate Pastor, All Saints Lutheran Church, Worthington, OH

2.Describe your current Call and your ministry there. St. Stephen Martyr is located at the crossroads of Jackson Township and the city of Canton. I was called with the encouragement to share my enthusiasm and ideas for new ways we could share the gospel with our community. Since 2000, we have completely transformed our church building and have become a more diverse congregation. We added dynamic new worship services and have significantly increased our membership, attendance and giving. We have become a regional church with disciples from seven different school systems around Stark County. I have been blessed to help develop and foster a dynamic ministry team, who share their abundant gifts with our congregation and community. My primary areas for ministry include stewardship of the vision for our ministry, sharing in ministry of Word and Sacrament, fostering a rich sense of God's presence and care in our community, and encouaraging the living of our mission in the world, which is to help you experience God's love so you can grow to love like Christ.

C. Service to the Church-at-Large and Community Involvement 1.List positions served on the synodical and churchwide level (limit to four examples):

Dean, Canton/Massillon Conference, elected 2006-2009, appointed 2014-present NEOS Synod Council, 2010-2013 NEOS Evangelism Committee, 2000-2009, Chair 2005-2009 ELCA National Assembly Voting Member, 2003

2.List recent involvement in community activities (limit to three examples): Jackson High School Football Team Chaplain, 2013-present UrbanArk, Inc. Food and Clothing Ministry in downtown Canton, President, 2010-2014 Jackson Township YMCA, Board Member

II.Questions

A. Why are you willing to accept a Call to serve as Bishop? When I was wrestling with God's purpose for my life and possible call into the Ministry of Word and Sacrament, I remember having a conversation with God saying, "If you want me, I'm yours." I had no idea what that would mean nor where that would lead me. Since that time, I have been constantly engaged in prayerful discernment of God's call in my life. I have been encouraged by colleagues and family to serve, if called, and that I have gifts that would be beneficial for our Synod's mission. I find myself sharing the same prayer, "If you want me, I'm yours."

B. What ministry gifts and skills would you bring to the office of bishop? I believe our church is at a kairos moment and what we are currently experiencing is not the church that will be. I believe our call to is to respond boldy and faithfully to this new landscape. This gives us the opportunity, guided by


B RU C E RO T H

the Holy Spirit, to re-envision the mission of God as a way of life, to further develop our values that define us and share a compelling vision. These are part of the gifts I believe I can share as bishop. The gift of faith fills me with enthusiasm while giving me the confidence to seek the call of God. This gift enables me to discern a compelling vision and take appropriate risks in being innovative and shaping new ministry. I also believe God has equipped me with the gift of leadership to help shape and set shared goals in response to what God is doing. Through the gift of teaching, preaching and building relationships: I seek to empower and enable others to be more of who God made them to be. I also believe it is vital to maintain the attitude of a learner. I love to generate, share and analyze ideas which are important for the health of the church and then communicate those ideas in a manner that empowers others to share in ministry, in which gifted people using their gifts leave empowered people in their wakes. Another gift I believe God has given me is the ability to help the congregations I serve and the organizations of which I am a part to enrich their organizational intelligence, clarifying our purpose and organizing our structures for effective mission and ministry to the glory of God.

C. What is your vision for the Synod? God is at work, through the Church, to reconcile all of creation. I believe any vision worth following is one shaped and shared by the community as it responds to God's call and the Spirit's guidance. In the second chapter of Mark, there is a wonderful story of a paralyzed man who is healed by Jesus. I particularly love the end of the story, which shares, "They were all amazed and glorified God, saying, 'We have never seen anything like this!'" I would love to hear that on a regular basis. Here are some things I see that might make that a reality: I see a Synod that walks with you to: 1. Help seek out, engage, and develop leaders who model and communicate a vision of expectancy and hope regarding the future church. 2. Confess the sin of racism, condemn the ideology of white supremacy, strive for authentic diversity, racial justice and peace while acting and responding to injustices. 3. Develop a climate of Christian love and acceptance, where all are welcome, and all means all! 4. Encourage and assist each congregation to know and live their unique vision, mission, and values. 5. Engage people outside the church so they can experience a life-changing relationship with Jesus Christ, utilizing new technology and all gifts at our disposal, including developing partnerships amongst congregations. 6. Strengthen our identity and broaden our witness as Evangelical Lutheran Christians, reclaiming our missionary zeal and our unique voice, one in which we do justice, love kindness, and walk humbly with God. 7. Develop stewardship of finances, time, and talent resources among all members. 8. Help our disciples reach out to help heal the hurts and meet the needs of people in the church, community and across the world. As this is realized, perhaps people will be amazed and say, "We have never seen anything like this!"

D. How would you, as bishop, be involved in the implementation of this vision? A vision is a clear picture of the future that gives a guiding purpose to our life and mission as a church. Vision develops through prayer and conversation with God and God's people. It is something that must be shaped together and communicated effectively with enthusiasm. As the bishop of the Northeast Ohio Synod I would have a leading role in the implementation of this vision, which includes: -Praying for God's continued guidance and asking for renewed ability to hear God's call for our life together. -Bringing diverse and strategic leaders together in order to discern and evaluate our current reality, clarify our common mission, and shape a shared vision that provides a clear picture of who God is calling us to be as the Northeast Ohio Synod. -Asking the critical questions about what God is calling us to do and be as the Northeast Ohio Synod and how the Office of the Bishop can be of best support. -Communicating the mission and vision effectively in the 21st century. -Engaging our Synod Council, conferences and the congregations of our synod in the conversation, clarifying and shaping our call while discerning the most effective structure for our work. -Staffing based upon the priorities of our shared mission and vision. -Shaping a missional budget based upon our shared vision. -Constantly working to build relationships and proclaim the Gospel.


B RU C E RO T H

Name: The Rev. Dr. Bruce R. Roth




I was raised in a home in which diversity was fostered and celebrated. My father facilitated the international development for the School of Natural Resources at OSU, and I gained great appreciation for the variety of cultural contexts from many international students who gathered in our home. However, I was naive to the challenges regarding racism and authentic diversity. My eyes were opened when I participated in an urban church experience in Detroit. It was a metanoia moment. I became very aware of the fact that I am simultaneously a saint and a sinner and was confronted with the realities of my personal and systemic racism. My advisor, Professor Rudolf Featherstone, asked, "Now, what are you going to do?" That question and those experiences have guided my call. I have sought to raise awareness through the proclamation of God’s Word and teaching, including utilizing the variety of studies and social statements of the ELCA. I’ve hosted a variety of speakers and concerts focused on building relationships and breaking down barriers to diversity. In love, I’ve confronted and held accountable members who have shared racist jokes, false perceptions, and language. I’ve encouraged and realized diversity in pastoral and lay leadership in our congregation. I’ve fostered opportunities in which we accompanied other ministries in several contexts and engaged participants in reflection upon their experiences and the relationships they built. There have been several obstacles I’ve encountered including influential members threatening or leaving because of our desire to build an inclusive community. Serving a church which resides in a predominately white community, I have witnessed how guilt and shame can lead to resistance in recognizing our personal and systemic sin and builds boundaries between ourselves and others. I cling to the promise that God meets us in our brokenness and restores our relationship with God and with one

another.



I believe God’s mission of reconciliation includes learning to see others, not from our human point of view, but through the lens of God’s love. As bishop, I would begin by listening, creating an advisory team to help foster best practices and accountability. Praying for God’s guidance and help I would proclaim the universal Gospel that unites us in our diversity and ask the question: “How is your/our church presenting the Gospel in a way that builds authentic diversity?” I would seek to drive innovation in our synod by inviting people of many different races to serve on staff, as volunteers, and in leadership positions. I would encourage congregations to engage in conversations about what it means to be authentically diverse in our communities and encourage congregational partnerships to accompany one another together in community, building relationships and learning from each other. I would encourage each congregation to create a mission plan that involves outreach representative of the diverse race, ethnicity, gender, age, socioeconomic class, and ability reflected in their communities. To equip church members to “understand, speak out, and act against discrimination based on race, gender, disability, sexual orientation and social status,” I would seek to engage staff and rostered ministers in antiracism training every two to three years, and that training should be reported in the Ministry Leader Profile and annual reporting. I would ask leaders and congregations to participate in an Active Bystander Training to better equip us to live out our baptismal calling. And, I will pray for God’s help. The resistance I anticipate resembles that mentioned above, along with the scarcity of resources needed to enact systemic change.


My priority is to: listen and create an advisory team to foster broad conversations and best practices regarding authentic diversity. Further, I would seek to develop a diverse leadership team, including staff and volunteers. I would encourage each congregation to develop a mission plan that seeks to be representative of the diversity of their community. Antiracism training should be held and required. As we do these things, we can facilitate healing and become a better reflection of the church God desires for us.


B RU C E RO T H



Name: Diana L Thompson

Name and Location of Current Ministry: 1. St. John's Lutheran, New Franklin;

2. St. Paul's Lutheran, Alliance; 3. Faith Lutheran, Fairlawn

Ministry Title: 1. Interim Pastor; 2. Administrative Pastor; 3. Communication Specialist I. Information

A. Education 1. List each school, location, degree and year degree was earned (beyond high school): Capital University, Columbus, Ohio - Bachelor of Arts in History, 1993; The Lutheran School of Theology, Chicago, IL - Masters of Divinity, 2000


1. List employment and Calls, including dates: Synodical Call at St. John's, New Franklin: 10/2018-Present; Contracts at St. Paul's, Alliance: 7/2018-Present; and Faith, Fairlawn; 2019-Present. Good Shepherd, Canton: 11/2010-5/2018; Peace, Canton: 6/2007-10/2010; St. John's, Hatboro, PA: 2008-2010; Trinity, Philadelphia. PA; 2001-2008; Coordinator of Stewardship, Southeastern Synod, PA; 2000-2001.

2. Describe your current Call and your ministry there.

All these positions are part-time. My Call is from the synod council as the Interim at St. John's, New Franklin. I provide pastoral care, worship, and leadership support. I am under contract with St. Paul's, Alliance as the Administrative Pastor. My responsibilities are business management, communication (newsletter, website, social media & publicity content and planning), stewardship, and other administrative duties. The purpose of his position is to allow the Lead Pastor time to focus on Education, Youth, Worship, Pastoral Care, and congregational growth. I am also under contract with Faith, Fairlawn as their Communication Specialist. My role is to work with the Pastor and staff to promote the work of the congregation. In partnership, I create content for our website, social media, and publicity. I manage the website and social media accounts.


1. List positions served on the synodical and churchwide level (limit to four examples): I have served on Synod Council (NE Ohio Synod) and as a voting member at the Chuchwide Assembly (SE Pennsylvania Synod). I am an educator for "Ventures in Grow Steward Leaders" and a trained Intentional Interim Pastor.


I am a member of the Minerva (Ohio) area ministerium. AKA Go Team.

II. Questions A. Why are you willing to accept a Call to serve as Bishop? I know that God sends me where I can serve God's plan. If the Holy Spirit calls me to serve in this position, God will already have a plan in place and allows me to be a voice and agent for the growth of the Kingdom of God. B. What ministry gifts and skills would you bring to the office of Bishop? I am blessed with a diversity of congregational and synodical experience. I know that the Office of the Bishop has a variety of functions. From pastoral care to administration. I have a passion for healthy stewardship, from people's well-being, financial care of our resources, and the responsibility to share the Gospel.


D I A N A T H O M P S O N

C. What is your vision for the Synod?

The Synod and our congregations are all working hard to continue the ministries and mission of the church. My vision is to strengthen congregations and the Synod through intentional partnerships between congregations and Synods. I will consider and explore new ways to do ministry. Also, to encourage ministries that are thriving.

D. How would you, as Bishop, be involved in the implementation of this vision? I would assemble a team to do visioning and planning. This team would be separate from the standing committees of the Synod that are already hard at work. I would reflect and listen to the ideas of the congregational leaders and clergy and consult with other Bishops and leaders from other Synods. I know that the desk of the Bishop is always full, but with some reallocation of responsibilities, we can look at revitalizing our Synod and its' congregations. Such as, appointing representatives to serve on the numerous boards where a Bishop is asked to serve. It would allow the Bishop to have time to focus on the ministry potential of our congregations and strengthen the Synod by strengthening the congregations.



Name: Rev. Diana Thompson




My advocacy work started with me learning what it means to be an advocate. I continue to work on my personal bias and listening to the voices of my siblings of color and the LGBTQIA+ communities. For the communities I serve, I speak to the challenges facing our world through preaching, teaching, and directing parishioners to read, study, and act on their compassion for others. What I have learned is that seeing the world through the eyes and experience of others is difficult. Anytime we challenge our worldviews, we struggle. The challenge of advocating is challenging the worldview of parishioners. When people are ready to open their hearts to the danger and loss of racism, actual growth is possible. Resistance to change is our greatest challenge. The other challenge is that many of our small congregations do not have the emotional or physical resources to make this work a priority. Unless there is a highly motivated volunteer to lead this work, there is not enough time or energy for the rostered leader to take on this vital work.



As Bishop, I will continue my personal growth through learning and listening. Authentic diversity is a realistic goal for our church. I believe that recognizing and celebrating diversity honors God’s glorious creation. As Bishop, I would have the opportunity to speak in many congregations and work with various institutions to reflect on how our unexplored bias prevents us from diversity. The office will also allow me to amplify the voices that can help our congregations and institutions achieve authentic diversity. The challenge of authentic diversity, at the synodical level, builds on the idea of seeing the world through other perspectives. It also requires the institution to change by looking critically at how our practices and policies reinforce or resist systemic racism. Anti-racism is holy work that we, as the church, can do and become a model for other parts of society.


I would emphasis the Leadership Development, especially the training of rostered and congregational leaders. (page 11, section 3). As mentioned in my answer to question 2, I would bring awareness and amplify the voices of our siblings of color, various ethnic groups, and the LGBTQIA+ community. The ELCA will be at its best when we remember that we are to accompany each other in our shared faith journey. Accompaniment means we have to listen when others tell us that our way fo being Lutheran is more about our culture than about faith.




bishop election: potential nominee bio lisa arledge · 2020. 8. 17. · examples of new missional...

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