Could you be our next Trustee?


It’s that time again!  Holiday time, all sorts of holidays depending on your community or faith background.  Christmas, Sukkot, Diwali, Eid…all celebrations of divinity on the one hand, you could say, and humanity on the other.  Families celebrate, gifts are given and, usually, there is a lot of joy.
Does this have anything to do with chaplaincy?  Certainly since “holidays”, originally from the Old English for “holy” and “day”, are about the intersection of our life and God with us.  I know Christianity best, and the incarnation of God in Jesus Christ is foundational to understanding practically everything in life. If God was bothered, enough to take on our being that says something very positive about human beings.  It also says a lot about God’s commitment, if you like, to our race.
It means God cares about people, our welfare, our flourishing, our relationships, our ambitions, our hopes, our dreams.  And our stresses, our strains, our pains, our failures, our future.  All of these pretty much make up the “atmosphere” of any workplace.  As we sometimes say, “All human life is here” and that is where God is too, adding value and significance to us at the very least!
Workplace chaplains represent this understanding of life to those they serve.  In their presence, in their words, in their actions human life is valued because God values it.  Simply being there to listen can be life changing for a speaker close to emotional collapse.  Simply speaking words of encouragement to an overburdened manager can change dark to light. Simply providing a cup of coffee or a doughnut for a weary worker can be more than physical sustenance, giving hope of relief.  It all says, “You matter.  God cares”.
So, let us celebrate chaplaincy and promote it! To that end, let me put a bit of a challenge to whoever you are, reading this!  CWC needs new trustees as some come to the end of their appointment.  To keep the support CWC offers going and to maintain the advocacy for chaplaincy that is its heartbeat, we need more trustees.  Could that be you?  Please think about it. 

Contact CWC for more information…and happy holidays!

Rev Canon Paul Hills
Vice-Chair (Cambridgeshire)

Talk Money

TALK MONEY WEEK 4–8 NOVEMBER 2024 – #TalkMoney

Every year, people are encouraged to have more open conversations about their money – from pocket money to pensions – through the Talk Money Week campaign.  

This year, the campaign will be held between 4-8 November 2024 with a simple call to action: Do one thing.  

The Money and Pensions Service are asking you to encourage the people you employ, support or serve to do one thing that could make a positive difference to their financial wellbeing. It could be as simple as checking their credit score, talking to a child about pocket money or using one of the free tools or calculators on the MoneyHelper website. 

The goal of Talk Money Week  

Talk Money Week provides a platform to have a conversation about money between families and friends, at work or at school or any other walk of life. The goal is to empower people who may be feeling the squeeze, struggling with bills or worried about what the future may hold, to find a way forward.   

Why is this important?

How financial stress can impact workplace wellbeing

Financial stress can impact workplace wellbeing and there is recent evidence of how the UK population is facing a savings crisis. A quarter of adults have less than £100 tucked away, and one in six have nothing.

While the macroeconomic climate is adding to these pressures, it is not the only factor at play. The financial system is stacked against half of the working population.

Shift-based and frontline workers have been priced out by traditional finance; either they are charged more than the other 50 per cent, or they are not given access at all.

This is true across a broad range of financial products, ranging from credit and insurance, right through to energy and mobile phone tariffs.

This is not just a personal finance issue, it is a growing concern for employers too: the productivity penalty and health costs of financial stress.

So what actually is financial wellbeing, and why should employers care about it?

Financial wellbeing can be defined as a person’s ability to make the most of their money and finances on a day-to-day basis, dealing with the unexpected, and being on track for a healthy financial future. The Money & Pensions Service defines it as “financially resilient, confident and empowered”. 

When someone does not meet this definition, there can be significant effects on their mental and physical wellbeing – effects that inevitably show up in the workplace. 

There is no denying education is important, but recent research shows that a focus on this is a red herring. Money worries can impact someone so deeply, that it costs them up to 13 IQ points, according to Scientific American Mind. This is a significant amount, taking someone with average intelligence down to a category called ‘borderline deficient’, and is more impactful on performance than losing a night’s sleep or the effects of chronic alcoholism.

At work, employees are less able to make sound decisions, less productive, and less capable of controlling their emotions and impulses – and it does not stop there. 

As well as impacting cognitive function and ability, money worries can have psychological health impacts including anxiety, depression and feelings of shame and guilt, which can manifest physically into sleep problems and a decrease in energy levels.

These issues are not happening on a small scale either. In a 2024 survey, 60 per cent of employees said they worry about money at least once a week, with 21 per cent worrying about their finances every single day.

Employers want to help, and this extends beyond pay raises to include initiatives that improve access and affordability of essential financial services, to alleviate money worries.

The rise of workplace initiatives

Since the cost of living crisis began, financial wellbeing support has been a permanent fixture on the boardroom agenda. While this once looked like ad-hoc tactical solutions, businesses are now upping investment in inclusive workplace finance, offering new types of financial wellbeing benefits to staff.

This is more than just cycle to work schemes, train ticket season loans and staff discounts; this is employers stepping in to replace traditional finance, by closing the gap in access to fair products – fairer, cheaper, financial products and services, tailored to the needs of their people.

By 2023 a large proportion of UK employers had moved to offer support with one-off tactical initiatives, like hardship funds and employee loans.

Watch out for workplace savings

One area of support that employers should expect to hear more about is workplace savings. Research published by the University of Bristol has shown that regular savers are more optimistic, more satisfied with life and sleep better, and aware of the savings behaviours that they should adopt.

Similar to the auto-enrolment of pensions, auto-enrolment savings see employees who meet certain criteria automatically being made a member of a savings scheme, without needing to ask to be a part of it. Employees still have the choice to opt out and, unlike pensions, their savings are accessible any time they want to use them.

While the responsibility of introducing these schemes does not lie with the employer alone, they should recognise the power of interventions and nudges that go with the grain of what people say they want to be doing, which is saving.

Final thoughts

Given that shift-based and frontline workers are more vulnerable to financial pressures, that is a huge majority of the workforce vulnerable to financial stress.

Long-term sickness now accounts for more than 30 per cent of inactivity, according to the Office for National Statistics, and we are seeing the “longest sustained rise” since records began. Supporting the financial wellbeing of employees is not only the right thing to do, it makes business sense.

There is a clear business case for levelling the financial playing field for employees, with improving productivity for more than a quarter of a workforce, reducing churn and boosting recruitment all compelling organisational benefits with a strong return on investment.

While major financial institutions often contribute to this pressure and do little to help, employers are, for many people, the only positive financial relationship they have in their lives.

This is no longer a nice-to-have for organisations, it is a must-have.

This gives businesses a unique opportunity to ensure their employees are financially resilient, and by getting the right solutions in place they will reap the rewards of enhanced productivity, job satisfaction, retention and recruitment.

Source:
Selections of Article used from one written by Emily Trant is chief impact officer at Wagestream whose article featured in the FT along with information provided by the Money and Pensions Service about Talk Money Week.

Healing and Chaplaincy

As chaplains, we put faith in our capacity to make a difference to the people we work with. We are skilled at listening, at being present in situations of loss and pain. We aim to help with the process of healing for those open to our ministry and to bring glimmers of hope into dark places.

As chaplains we believe that ours is a healing ministry and we work not only with our faith, our skills and experience but also the ‘tools’ of our religion. We provide access to spiritual and religious readings and resources. We may conduct services, and we spend time with people in prayer. But are we aware of the research which evidences the power of religion and belonging to a faith group, to heal? It is not practical in this article to delve deeply into the research which I allude to but here is a summary of the key findings. 

The research carried out by Koenig, Mc Cullough and Larson systematically reviewed over 850 studies carried out in the twentieth and twenty first centuries on the links between religion and physical and mental health and showed that the practice of religion can be transformative.

The measurable components of the studies include such things as attending a place of worship, social support, prayer, reading of scriptures and the sense of identity that belonging to a faith community can generate.  

The measurable health outcomes are extensive and include extended life expectancy, lower blood pressure, reduced levels of pain in cancer sufferers, increased success in heart transplants, and so on… (Koenig et al 2001)

Studies also show statistically significant associations between religion and mental health. The practice of religion appears to help people cope with stress and aids recovery from depression. It is associated with less suicide and less dependence on alcohol and drugs. Religious teachings place restrictions and create expectations in terms of behaviour. Religious groups also provide a sense of belonging and therefore protective factors. Having a faith is associated with finding sources of forgiveness and hope. (Koenig 2005).

Currently the field of neurotheology seeks to understand the relationship between the human brain and our spiritual selves. Many of their research findings replicate those of Koenig et al. The research also shows that, ‘when people feel connected to all of humanity, a higher power or the entire universe, that experience gives people a sense of meaning and purpose in life and an optimistic perspective on what the future holds.’ (Neuropsych -May 2021)

Research such as this does not necessarily change what we do as chaplains, but it affirms our practices. Through our ministry and compassionate engagement, we enable those we work with to find for themselves, sources of hope and healing leading to better mental and physical health.

Canon Mary Hanna
Chaplain Peterborough City Hospital
Trustee. Cambridgeshire Workplace Chaplaincy.

References.
Koenig. H G.M.E. Mc Cullough and D. B. Larson 2001. Handbook of Religion and Health. A century of research Reviewed.:  New York: University Press.
Koenig. H.G. Faith and Mental health. Religious Resources for Healing. London: Templeton Foundation Press.
Mind and God. The new science of neurotheology-Big Think. May 6th 2021

Chaplaincy as seeking the welfare of the city by being salt and light

Evensong with a celebration of chaplaincy, Ely Cathedral, 6 July 2024

Old Testament and New Testament Readings: Jeremiah 29: 1-7 and Matthew 5: 13-16

Preacher: Revd Canon Dr Gale Richards

Title of sermon:

Chaplaincy as seeking the welfare of the city by being salt and light

In our Old Testament reading, we might sense a challenge from God our creator through a letter from the prophet Jeremiah, to seek the wellbeing of the communities/societies we find ourselves living within, even if the views and ways of that community/society seem at odds with how we might want them to be. For in doing so that is where we too will find our welfare.

As we come together to celebrate chaplaincy, I want to say that chaplaincy is one of the leading models of how to seek the wellbeing or welfare of the communities/societies we find ourselves in. 

Chaplains are people of particular faith and belief backgrounds who are asked because of their faith and belief background to serve in settings where people go not necessarily or primarily to practice a faith. Thus, chaplains can be found in all sorts of settings from institutions such as prisons, hospitals, hospices, care homes, and universities, to retail and other commercial or community contexts. Chaplains are even stationed midweek in cathedrals like this one to serve people such as tourists taking in the sites. Perhaps particularly relevant to us in the United Kingdom now, given we have just had a general election, we note that chaplains can also be found in Parliament looking after the wellbeing of Members of Parliament. 

Chaplains in all of these settings are there to work for the wellbeing of the people that are there. To use the words of our New Testament reading, we could say chaplains take up a call to be salt and light themselves, and help others to be that for the benefit of others too in the communities they find themselves in. It is in these settings that chaplains often encounter people searching for direction, meaning, answers, and at times are desperate for some kind of light to help show them the way forward. Chaplains thus have to become experts in shining a light on the different pathways open to people as they search for meaning, but leaving it open to people to decide for themselves which pathway they want to take and when and how.  

Chaplains (and I say this as someone who has at times served as a chaplain in a university) testify as to how God works in and through them to make a difference in the lives of individuals, communities, and institutions, as they help make faith more visible in these places. This can take the form of chaplains resourcing prayer spaces or facilitating acts of worship. Additionally, it might entail chaplains offering care and support to individuals of all backgrounds as they navigate life’s challenges through simply seeking to be a non-anxious presence, or responding to people’s questions about things like the meaning of life and suffering, or help people to challenge and transform unjust organisational policies or practices. 

Chaplains offer this care and support to individuals in their contexts with a particular flavour – that is by being available, approachable, offering love, and compassion to everyone regardless of their beliefs or faith or social backgrounds. This particular flavour chaplains help to bring into play using the words from our New Testament reading might be described as ‘salt’. This is because it can help to stop the rot of decaying relationships between different people groups and model how much common ground can be found between people from hugely different backgrounds. 

As I say all of this, please comprehend the work chaplains do of caring for others is often personally costly to them. Thus, there are challenges for them in balancing the important work they do of caring for others with caring for themselves emotionally, mentally, and sometimes even financially, as many sacrificially volunteer their time.

Consequently, we must give thanks for organisations like Cambridgeshire Workplace Chaplaincy that help to bring chaplains from all contexts across the county of Cambridgeshire, and Peterborough, together, and help ensure chaplains are supported and resourced.

May we pray for a growing understanding in our faith communities and wider local communities as to the potential for resourcing, supporting, and learning from the different models of chaplaincy work. May we see the place of chaplaincy in seeking to live out God’s challenge to all of us of seeking the welfare of the communities/societies that we find ourselves studying, working and living in. May more people also come to see how chaplaincy might help us respond to Christ’s call to all of us, to seek to be the much needed ‘salt and light’ in our day-to-day lives wherever we find ourselves. 

Amen

Preacher: Revd Canon Dr Gale Richards

Serving in the following roles: 

  • St Etheldreda (Ecumenical) Canon, Ely Cathedral
  • Chair, Churches Together in Cambridgeshire
  • Associate Chaplain, Anglia Ruskin University, Cambridge Campus
  • Regional Minister, Eastern Baptist Association

I’m Grateful

In reflecting on what workplace chaplaincy might offer, many things come to mind. There is the listening ear for troubled souls. There is the non-anxious presence in times of stress.  There is the potential trusted mediator when conflict of whatever sort arises. There is the sounding board for someone facing serious decisions. I could go on, and have done so when trying to promote the value of chaplaincy!

In these present rather turbulent times a thought has come to me, slightly left of field. That is that a chaplain can be a focus and purveyor of gratitude. At present all our news seems to be about conflict and opposing views, whether it is our general election or wider and more horrendous matters such as the Ukraine or Gaza. There is plenty of analysis of what is wrong. Quite a bit of spite about why and who is to blame. There is a plethora of ideas about what to do and an equal plethora of derision and disdain about their effectiveness. A blank negativity seems to hang over so much of life at present.

Chaplaincy represents a different approach. It is about supporting people rather than dominating them. It is about valuing all rather than making divisions and dismissing some. When a chaplain expresses gratitude for being welcomed, it is noticed. When a chaplain is grateful to be allowed into someone’s life, it is noticed. When a chaplain is grateful for the gift of this ministry, I believe it will show. The expression of gratitude injects a different atmosphere into any place of work or leisure.

There is an old spiritual practice called an examen of consciousness. At its heart is to sit in quietness, being conscious of God’s love, looking back over the events of the day and simply asking, “For what in this day am I grateful?”  It is often surprising how much there is to be grateful for!  I commend this as a way of increasing our own sense of gratitude.  As that grows in us, who knows what good it might do the people and places we serve. Do try it and let us know if it helps!

May the blessing of a grateful heart be yours!

Paul Hills
Vice Chair, CWC

Reflecting in order to Refresh

One of the survey results indicated that you’d like to see more activity in Peterborough. This is a reflection on the recent ‘Reflection’ event I attended (see article below!). Sharon and Richard created a very interactive afternoon in which we were invited and encouraged to explore, among others, what chaplaincy meant to us and how we felt it impacted on the people we engaged with, considerations we may or may not think about very much, this being quite usual when being deeply involved in anything we do. 

These opened up a number of interesting and thought provoking responses from the group, many of whom were directly engaged in Chaplaincy and some, like me, engaged in supporting chaplains and promoting and developing chaplaincy. I learnt a considerable amount about the variety and complexity of helping people and the deep effect it has on chaplains, both positive and negative.

It was a very useful and supportive experience to be part of and if the overall feedback is positive, which I’m sure it will be, we will be convening another. 

Alastair Reid
Chair, CWC

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The ‘Pandora’s Box’ of Chaplaincy
Sharon and Richard Grenham-Thompson were our facilitators as Chaplains from diverse backgrounds came together in Peterborough to share experiences, reflect, and respond to challenges of chaplaincy. We welcomed Chaplains from health and social care backgrounds, police chaplaincy, street pastors and prison Chaplains.

The workshop started with musical reflection which Sharon explained came from a choir performance at HMP Bedford when she was a Chaplain there. Whilst working as a Chaplain in the prison she helped organize drumming and singing lessons which even led to a concert for the whole prison service. ‘The best day of my life’ was the powerful comment from a gentleman prisoner in his late 50s – and this set the tone for all of us to think about how chaplaincy touches people in profound ways.

During introductions and ice breaker sessions Sharon and Richard explained their background and experiences and commented that being a faith representative is a position of great responsibility. Chaplaincy is not a ‘soft option’ (as can be perceived in some circles) but instead being the person who is ready and approachable and full of integrity is important for society and demonstrates the variety of situations Chaplains find themselves in.

Richard commented on his own experiences from being a Prison Chaplain and Waterways Chaplain that sometimes chaplaincy feels it is marginalised, and it can feel lonely in a secular environment. Richard urged attendees to ‘Keep faith in your role and responsibilities as a Chaplain as often you will not hear it from others.’

The workshop featured a variety of thought-provoking exercises as Richard and Sharon encouraged us to reflect that as Chaplains we live the questions of life –theology at the coalface and how chaplaincy fits in the community.

Chaplaincy transcends boundaries and as a group we discussed ‘I Never Saw That Coming’ – evaluating key moments that surprised us or changed us. We also had great fun with ‘Pandora’s Box of Chaplaincy’ each group had a box of items for us to decide what represents chaplaincy – either personally or within our organisations. Items such as chocolate, seeds, tools, postcards, and juggling balls got us all inspired about the challenges of Chaplaincy in our respective settings.

We closed with some key messages about the role of a Chaplain and what Chaplaincy brings:

  • Chaplaincy is the most valuable thing…
  • As Chaplains we start as guests but can become friends
  • We listen, we are a critical friend, we offer space, time and support.
  • We listen and we de-escalate.
  • Fight with prayer – we offer shared endeavor of value and worth.

But as Chaplains we need to look after ourselves – pray, offload, share chaplaincy concerns with those who understand and can offer support. Workshops like these are important to reflect and refresh. Sharing experiences with other Chaplains and with CWC can help lighten the load for you and other Chaplains.

When do you let God take delight in you? We have a responsibility to not be hard workers all the time. Let God do his bit, just do your role.

Jane Thompson, CWC

Chaplaincy is ministry on the edge. It can feel on the edge between the church and society; on the edge of what we find comfortable and feel capable, and on the edge of what we expect. It is a ministry that is full of surprises, both of where it reaches in people’s lives and what it does to us as chaplains. The Networking Day sought to explore what surprises chaplaincy had brought us. It was encouraging to hear from many diverse backgrounds and situations of people who had found God working in and through their ministries. The clear engagement with the work and an air of excitement for the ministry showed through. It was a pleasure to be with you and we wish you every blessing as you continue to walk the edge.

Revd’s Sharon and Richard Grenham-Thompson

Why being honest is the key to avoiding a toxic work culture

Poor workplace mental health costs the UK £56bn a year – communication and feedback are central to wellbeing.

All is not well in the workplace. It feels like every week a new survey is released to back it up and the statistics are, quite frankly, alarming. In an attempt to prevent a “lost generation” of young employees, the Resolution Foundation think tank, funded by charity The Health Foundation, has now called for cross-party government action. This latest intervention comes after a report found that record numbers of young people are out of work because of poor mental health.

Yet it’s not just 20-somethings dealing with a toxic work culture that is causing concern. In a recent survey, 61 per cent of UK employees said they left a job or planned to leave in the next 12 months because of poor mental health.

Another survey showed that 28 per cent of UK sick days are due to employee mental health. Costing the UK a staggering £56 billion every year, it is a lose-lose situation for employers and employees alike. 

So what’s going on? “We have a hidden, systematic skills gap in our organisations – the inability to share and hear the truth,” says Sue Ingram, a communications consultant and HR professional. “The lack of considered objective feedback is ruining people’s lives every day in our workplaces. 

“The younger generation want the truth, they want integrity, they want to believe in something that is true and fair. But they are going into work places where the reality and the ‘vision statement’ do not align and this leads to confusion and causes a toxic atmosphere.”

Communication and constructive feedback should be a priority
We’re not taught the skill of communicating well and truthfully, she says. “It’s the age-old mistake – that we promote people who are good at their jobs but have never been taught how to give feedback. 
“When we don’t learn this skill, avoid telling the truth and can’t give constructive feedback, it creates an environment of distrust and that has devastating consequences not only on people’s wellbeing but also on the company’s bottom line.”

Truth-telling is not only good for employees, it is good for business too. Recent research by Gallup shows employees working within a culture of trust have 106 per cent more energy at work with 13 per cent less sick days. The research also showed that companies with high trust levels outperformed companies with low trust levels by a staggering 186 per cent. 

However, it is not about one individual suddenly starting to be radically honest with their boss and colleagues, says Ingram. “This will more than likely just get you sacked. It’s more about creating a culture at work where giving honest feedback and questioning not just colleagues but the management is actively encouraged,” she adds.

She defines a truth-telling culture as the freedom of being able to say what’s on your mind – your concerns and worries – without any fear of reprisal or attack. She says you know you have a healthy culture if a junior person in the company can tell a senior member of the company when something has a flaw or is not working effectively. 

However, when people are afraid to tell the truth, it creates an environment of distrust. Distrust not only creates an unhappy, unhealthy workforce but also “low productivity and burnout”, she says, adding: “Burnt-out workers are less productive and more likely to resign, which increases turnover and recruitment costs.” A YouGov poll in January for Mental Health UK reveals that one in five workers are now at risk of burnout. 

Sticking plaster initiatives are not the answer
Often companies will deal with the symptoms of struggling employees by launching a “wellbeing week” when most of the staff are stressed to the max working crazy long hours because a project has not been set up in a sustainable way, says Ingram.

“When management is not open to hearing feedback, then wellbeing programmes can feel like a sticking plaster because real problems and challenges within the business are not being addressed,” says Ingram. 

“You can’t fix what can’t be named. Truth will out in the end and if you don’t encourage an environment of truth and trust, then the boss will only get told about problems when it’s in crisis mode, you won’t be able to deliver the project and everyone loses”. 

Jane Thompson
Administration/Development Assistant, CWC

‘Reflect and Refresh’

Our feedback tells us that chaplains work under a lot of pressure and by the nature of their work they find themselves in stressful situations. Like any occupation there are ups and downs, and we all develop coping and learning approaches. There can be good experiences where chaplains can feel very supported and successful in contrast to the negative of perhaps feeling isolated. In our desire to support chaplains, we think that a suitable workshop could help with sharing experiences.

The results of our recent survey sent to all chaplains, so far, shows that chaplains are keen to have more networking events and the preferred location is Peterborough. Hence we are organising an interactive event on 14th May between 3pm and 6pm at St Mary’s church in Peterborough which will be led by Rev Sharon Grenham-Thompson and Rev Richard Grenham-Thompson who have had wide experience of the situations chaplains face in their work and are passionate about the need for support in chaplaincy.

Sharon is a well known broadcaster on BBC Radios 2 and 4 as ‘GlamVicar‘ and also author of her best selling book Jail Bird. Richard, now retired from chaplaincy still operates as a spiritual director.

The focus for the event is ‘Reflect and Refresh’ and will be a mixture of sharing experiences, reflecting on our collective ministries and designed to inspire and help chaplains process their learning. Activities will be relaxed and based around informal conversations and the guest speaker slots. The event will be free of charge to chaplains wherever they work in Peterborough and Cambridgeshire, however donations towards our expenses will be welcomed.

For catering purposes we do need to know numbers, hence, please respond to this invite via the Eventbrite contact detail below.

Look forward to meeting with you there!

Clive Morton
Vice-Chair CWC, Peterborough

Staying present in our busyness

A friend has just passed on a book she has been reading: The Ruthless Elimination of Hurry by John Mark Comer. As I read this book I reflect on our roles as chaplains, the people we meet at times of crisis or joy. I wonder how we come across to those we encounter. Do they feel heard, accepted, enabled to articulate their pain and concerns? Or do they hold back, feeling apologetic that they have taken up our time when we are clearly so busy? It is not always easy to be wholly present to those we meet, either in our working or personal relationships and yet it is the most important thing that we can do.

We belong to a culture of busyness, hurry and overload, where God, and other people are in danger of being marginalised. We are part of a society which has become enslaved to smart devices, emails and social media. (The average person looks at their phone 58 times a day), and if we work within a business or government sector we have the added weight of work directives, mandatory training and daily updates! We are therefore, even if we are not aware of it, distracted, this can impact on how we come across in our work as chaplains and how we feel about our roles. It is hard to be present to others if we are not present to ourselves.  

Work and personal commitments are not going to go away. Indeed, the only thing which we can control is our own attitude to the pressures that surround us. We may wish for more hours in the day to fill with tasks or leisure, but that just leads to more overload. The achievement of balance will be different for each of us and there are practical steps we can take to reduce our media consumption. For most of us, we need to make a conscious effort to create time and space for prayer or contemplation.

For some, working in a garden or being with nature will fulfil that purpose. For others it may be a practice such as Mindfulness or yoga which enables us to be present to ourselves. We need to choose what works for us. As John Mark Comer says in his book, hurry is the great enemy of spiritual life. We cannot nurture feelings of love, joy and peace either in ourselves or others in the midst of hurry and distractions.

In his poem. The Peace of Wild Things, Wendell Berry describes his place of rest and contemplation which restores his soul. May we too find such places in which to retreat despite our busyness.


The Peace of Wild Things. Wendell Berry
When despair for the world grows in me
And I wake in the night to the least sound.
In fear of what my life and my children’s lives may be,
I go and lie down where the wood drake.
Rests in his beauty on the water, and the great heron feeds.
I come into the peace of wild things.
Who do not tax their lives with forethought of
Grief. I come into the presence of still water.
And I feel above me the day-blind stars.
Waiting for their light. For a time
I rest in the grace of the world and am free.

 
Mary Hanna
Trustee, CWC