Holy Cow! Listening Session Summary – St. Thomas' Episcopal Church

Summary

In March of 2026, four in-person listening sessions were held with the congregation of St. Thomas Episcopal Church, Camden, ME (St. Thomas). Additionally, one Zoom listening session was held for those who could not attend the in-person sessions. The purpose of these sessions was to take the findings from the Congregation Assessment Tool and ask follow-up questions to determine the best direction for St. Thomas in this transition and in other key decisions. The four areas that were addressed in these sessions were the strengths of our congregation, our worship experiences, our decision-making and problem-solving, and hospitality. Approximately 53 participants attended these sessions.

Themes from the Congregation: Values & Identity
Members describe St. Thomas as a “very welcoming” and “kind” community that feels “like a family.” There is a deep appreciation for the “rhythm and ritual” of the Episcopal liturgy and the history embedded in the building’s architecture and “historical knowledge.”

Top Takeaways

A “Grace-Based” Culture: The congregation values clergy who are “grounded in scripture” and provide a “judgment-free zone” for those having a bad day.
The Joy of Children: A primary source of vitality is “seeing the kids zooming in and out” and having them involved in the service where “they can make noise.”
Tradition & Beauty: Members are anchored by the “history of our kneelers,” the choir, and the “story of the structure” that reminds them of the churches they loved growing up.

Worship & Spiritual Vitality
Worship at St. Thomas is seen as a “place of healing.” Members find God moving through specific liturgical moments and “thoughtful sermons.”

Top Take Aways

Actionable Faith: There is high praise for sermons that “apply to our lives” and provide “spiritual guidance” on how to practice faith throughout the week.
Healing Presence: The “healing prayers after the service” were cited as deeply meaningful by many participants.
The Music Gap: While the organ and choir are “spiritual pillars,” there is a “missing of the choir” and a desire for “familiar hymns” that are easier for the congregation to sing.
Liturgical Balance: There is a felt need to balance the “smaller, quieter” Rite I service with the “lively” Rite II service, so all needs are met.

Trust & Decision-Making Challenges
While the interim rector has helped “cut the tension” and bring “consensus,” there are lingering wounds from previous leadership and unresolved issues.

Top Takeaways

The Bell Tower Stagnation: The unresolved status of the bell tower creates a feeling of being in a “holding pattern,” leading to frustration and a plea for leadership to finally “make a decision.”
Interpersonal Friction: Some members reported being “spoken to harshly” or “shut down” when raising new ideas, which discourages newer or younger members from getting involved.
Boundary & Accountability Needs: There is a call for “new norms in our behavior” to address “strong personalities” and a “lack of truth-telling” regarding how decisions are made.
The “Two Services” Divide: Similar to other congregations, the split between services causes a desire to “be together” while simultaneously wanting to maintain distinct worship styles.

Hospitality & Care
The congregation desires to move toward “Radical Hospitality” but acknowledges that “Covid brought a lot of loneliness” that still needs to be addressed.

Top Takeaways

In-Reach & Visitation: Members feel that “care for the homebound” and a “visitation team for shut-ins” is currently lacking and needs to be a priority.
Practical Welcome: Simple tools like “nametags for the vestry” and a “paper directory with pictures” are requested to help members know one another across the two services.
Shared Life: There is a strong desire for “shared meals,” “potlucks,” and “small groups” to build community beyond Sunday morning.

Potential Next Steps

Resolve the Bell Tower: Finalize a plan for the bell tower to allow the congregation to move out of a “holding pattern” and focus on “stewardship and staffing.”
Music Ministry Revitalization: Prioritize “improving music” by bringing the choir back together and potentially utilizing “skilled musicians” from the community.
Communication & Clarity: Publish a clear “list of what committees exist and how to join them” and use “weekly emails” that are shorter and more engaging.
Volunteer Appreciation: Implement a culture of “thanking people for what they do” to prevent those who “pitch in” from feeling “invisible.”

Recommendations for Best Practices

The following are the consultant’s recommendations. It is important to remember that no one person is accountable for the work ahead, and that the entire congregation needs to commit to being a healthy part of St. Thomas’ next steps. This is an opportunity to create better ways to be in community together, and it should be done in the way God is calling us to be.

Recommendations for Congregation:
• Engage in healthy communications:

Do not engage in gossip, conjecture, triangulation, or repeating stories.
Ask questions to learn more, not to make a point or to be combative.
Direct questions about process, procedure, or next steps to leaders who have that information.
Don’t let “strong personalities” be a way to excuse unaccountable behavior. Reflect on your own behavior – are you one of the strong personalities, and how do you need to listen better and work alongside others?
This church has younger members who have experienced more tenured members not listening or shutting down new ideas. This is hurtful and counterproductive to effective change. How can you be a part of helping improve this in your congregation?

• Remain open to learning how to build trust, manage conflict, and forgive each other. Change will be necessary; make sure you listen to the “why” behind the plans, not just whether they align with your opinion.
• Be ready to forgive, heal, and move forward. Ask, “Where do I need to let go of something?”
• Stay focused on the abundance of St. Thomas:

Ask, “What do we have here that deeply matters to God?”
Recognize people who are doing good work in the congregation.
Thank each other.
Check on each other, particularly those who might not be as involved in the congregation.
Make praying for each member of your vestry, committee leaders, and staff by name a daily practice.

The Collective Prayer of St. Thomas Episcopal

Written based on the needs of the participants

Gracious God, we thank you for the people, the kindness, and friendliness that make St. Thomas feel like home. We pray for our children, especially as we see them zooming in and out of this sacred space; keep them eager to be here and remind us of the joy they bring.

Lord, we ask for wisdom as we face our hurdles, unspoken rules, and ways we might need to change. Help us to listen to each other with respect, moving past hard decisions and toward a long view of stewardship which includes our time, gifts, and treasures. Grant us the courage to be thoughtful and invitational in our welcome, especially to those who feel invisible or shut-ins who miss our table.

Strengthen our music and our worship, that we may find healing in your word and to apply what we learn to our everyday lives. We thank you for giving us this time with Rector Paul and for all the gifts, care, and healing he has brought our congregation. Give us open hearts and open minds as we head into our next chapter, focusing on praying, teaching, and learning together.

Bring us together as one family, breaking down the walls between our opinions, our likes and dislikes so that we may “move closer to Christ” in unity and love. Amen.