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Exploring Burnout Prevention in Pastoral Counseling

 

The U.S. Bureau of Labor Statistics (2022) reported that over 19 million U.S. workers have quit their jobs. Of that, multiple studies indicate that between 21 and 67% of mental health workers may be experiencing significant levels of burnout in their profession (Morse, 2012). Burnout in mental health professionals manifests over time due to a continuous overload of responsibilities and expectations. As mental health services gain more visibility, some people have gone to their local churches for pastoral counseling for help. Pastoral counseling is a specialized type of psychotherapy that combines spiritual resources with psychological insight to facilitate healing and personal development.


Indeed, even pastors are not immune to burnout and compassion fatigue just like the rest of the helping professions. Some church members have quit their jobs in the ministry because they can’t handle the unrealistic expectations and demands. Issues like burnout help explain why more clergy are leaving the ministry than ever before and why a greater number of evangelical clergy members say they feel spiritually, physically, emotionally, and socially suffocated (London & Wiseman, 2003).

Burnout and compassion fatigue are two common issues experienced by many mental health professionals who lack self-awareness. There is a common saying among human service professionals, that helping others may be a distraction from taking care of their own lives and selves. Regardless of this myth, what is known is that professionals in social work, counseling, therapy, and psychology experience heightened emotional stress, which impacts psychological and physical health (Shepherd & Newell, 2020). Qualities that make effective clincians, such as empathy and compassion, can also create vulnerability to burnout (Thompson et al., 2014). An invested and caring professional can then become an impaired professional. In fact, 50% of clergy have thought about leaving the ministry, and 70% report decreased self-esteem since beginning ministry; however, many clergies attempt to disguise these feelings and maintain an excellent public persona because they believe that God has called them to ministry (Beebe, 2007; Charlton et al., 2009).

Those privileged to work in a social service position most likely have witnessed what lack of self-care does to themselves and their colleagues. The signs are readily detectable in behaviors, daily casual conversations, and practice. The evidence of not caring for oneself can lead to feelings of emotional and physical exhaustion. This can lead to an inability to think logically, resulting in poor service delivery to clients. Showing up late, missing appointments, and lack of focus during sessions are just a few things that may seem small but can be clear indicators of trouble. Even if mental health workers strive to keep their self-care rituals in check to prevent burnout, they may still experience various challenges such as creating the boundaries needed to care for their clients and themselves (Dattilio, 2015).

Crouch’s (2003) review found that unrealistic expectations and not setting established boundaries were some of the factors that led to pastoral burnout and forced pastoral exits. These happened mostly when the pastors let their main role consume their identity. Today, the Pew Research Center has indicated that pastors are exiting the ministry at even higher rates:

In 2018 and 2019, 65% of American adults described themselves as Christians when asked about their religion, down 12 percentage points over the past decade. Meanwhile, the religiously unaffiliated share of the population, consisting of people who describe their religious identity as atheist, agnostic, or ‘nothing in particular,’ now stands at 26%, up from 17% in 2009.”

(Pew Research Center, 2015, p. 4)

Whether this is due to burnout or compassion fatigue, it is worthwhile to explore the possibilities of this phenomenon. The Pulpit and Pew Report from Duke University noted the significance of depression and obesity among spiritual leaders and other symptoms that can manifest because of burnout. Previous researchers have discussed the health complications and pastoral pitfalls associated with burnout but did not causally link these issues to impaired judgment due to burnout. The field desperately needs additional research and literature on the significance of medical conditions like hypertension, diabetes, and cardiac problems. This information would be vital to seminary students to assist in preparations and caution for the tasks ahead. While reviewing some online course syllabi for graduate counseling and social work programs, the absence of courses for insight, self-awareness, and professional development that needed to be improved was evident. Academia focuses more on client care rather than self-care. The focus should simultaneously be on the duration of any academic program. The focus on developing insight and self-awareness skills is minimal in academic programs, yet this can occur through supervision, training, coaching, and mentoring. Professional impairment can develop through frequent tardiness and absences at work, a cynical and disgruntled attitude, and a transfer of problems between home and work.

Church leaders are given power across many roles without scrutiny or doubt. This begs the question: what influence does power have over pastoral counselors? In 2013, Psychology Today published “The Neuroscience of Empathy.” It is somewhat contradictory to the findings of Humphreys et al. (2015). This article claimed that the feelings associated with powerfulness dampen the part of the brain that helps with empathy. The results indicated that the participants with power demonstrated less empathy. So, does power change a person’s perceptions, attitudes, and behaviors? Is that what often leads those in positions of power down dark paths? This has been illustrated in stories about the pastors of megachurches, and even small churches, who were entirely transformed by identifying with the new label “leader.” Though this may not be a blatant example of entitlement, some of the literature indicates that a lack of empathy and regard can be a red flag. Another item revealed in the literature is that leaders are often promoted to leadership positions without the required training and education. Some organizations promote their leaders based on seniority, nepotism, and popularity. Yarborough (2011) cited the importance of identifying the necessary ingredients of effective leadership.

To meet the increased demand for mental health services without burning out helping professionals and putting clients at risk, ethical standards for optimal practice and protection are even more crucial. Already, professionals must follow generally understood standards of practice, such as AAMFT’s Code of Ethics (2015), and the ACA Code of Ethics (2014), and act in an ethical way to keep clients and other professionals safe. Today, consultation as a professional activity is recognized by the ACA (2014), the American Mental Health Counselors Association (AMHCA, 2010), and the Council for Accreditation of Counseling and Related Educational Programs (CACREP, 2017). Yet, the National Board for Certified Pastoral Counselors (n.d.) indicates that only Arkansas, Kentucky, Maine, New Hampshire, North Carolina, and Tennessee require pastoral counselor certification. Even though supervision and consultation have been viewed as appropriate methods to prevent ethical transgressions, previous researchers have acknowledged that the root of the problem with pastoral counselors seeking supervision and consultation may stem from a need for mandates from their current practicing states and denomination regulatory boards.

One difference between pastors and other leaders is the assumption that pastors are often expected to have the personal ability and resources to cope with their own challenges.

Research has found that mental health professionals might be at risk of experiencing job burnout without appropriate monitoring of such stressors, thus affecting both their wellness and treatment effectiveness (Lee et al., 2010). However, it has been demonstrated that those who recognize stress, exhaustion, and compassion fatigue can develop preventative practices through years of experience. One difference between pastors and other leaders is the assumption that pastors are often expected to have the personal ability and resources to cope with their own challenges. This expectation is unrealistic, and the assumption that they will be able to succeed is not always correct.

The self-development of pastoral mental health providers should extend beyond what the state mandates. Modern society places high demands on time and finances, so much so that many people have discovered the best way to survive long-term is by doing the bare minimum. On more than one occasion, professional colleagues have reported that to survive in a helping professional field of practice, it is best to either do the best on a short-term basis or the minimum long-term. It is difficult to achieve a healthy, sustainable balance within the field without struggling with other issues such as substance/alcohol abuse, strained personal relationships, or emotional draining or detachment. For those who work in the field of human services and faith-based services, this poses the question of whether the minimal requirements are sufficient. For plumbers, real estate agents, hairstylists, and even bankers with state licenses and certifications, these minimum requirements may be adequate to remain at the top of the profession. For professionals like pastoral counselors, social workers, marriage and family therapists, counselors, nurses, and psychologists who engage with society’s most vulnerable and wounded, more research needs to be available on the frequency and quality of ongoing peer support. Scholars have identified this factor as a beneficial means of professional maintenance. An inquiry into how professionals in the field perceive this resource could provide insight into its usefulness and application frequency.

There is a need to address this gap and provide insight into leaders’ perceptions of the professional and personal impacts of participation in self-initiated peer support groups.

Pastors should “liv[e] on every word that comes from the mouth of God” to help their church, according to Matthew 4:4. The American Association for Pastoral Counselors recommends that pastors be honest and prudent regarding personal and ministry resources. The needs of pastors to serve communities in this expanding need must be considered when church members or governing bodies choose a church leader. Churches and religious organizations are subject to the same dynamics as other organizations. Their leaders face essentially the same problems and issues as leaders of secular organizations. However, the organizational culture and other factors inherent to the religious profession often make it difficult for pastoral leaders to find and implement solutions. There is a need to address this gap and provide insight into leaders’ perceptions of the professional and personal impacts of participation in self-initiated peer support groups. Therefore, the importance of a supportive infrastructure for the practice of pastoral counseling is imperative.

When professionals burn out and leave jobs in social services or human services, the result will either be a service gap for those needing assistance or an overload of work for the remaining providers. Knowing there is already a national shortage of therapists, research on burnout continues to receive more attention in the helping profession across many fields to learn how to not only better support clients but also professionals. It is recommended even for pastoral counselors to continue to foster self-care rituals, participate in peer consultations and supervision, and keep up with ethical practices to ensure the well-being of both. For future studies, state governing boards and professional organizations can collaborate on some of the ethical violations and use this information to contribute to the field for the protection of the service provider and the client. So, how can this relate to marriage and family therapists, and how do we mitigate this burnout most of us share with pastoral counselors? We hope illuminating these issues can serve to lessen burnout and call for more research to help us better serve communities.


Photo Credits: istock/tadamichi

Sandra Brand, EdD, is a licensed clinical social worker with certifications in domestic violence, addictions, and mental health disorders. She has worked in human services for 33 years. In her volunteer work, she is the CEO of Put A Smile On A Child, a non-profit organization.

Eman Tadros, PhD, is an AAMFT Professional Member holding the Clinical Fellow and Approved Supervisor designations, and is an assistant professor at Syracuse University in the Department of Marriage and Family Therapy. She is a licensed marriage and family therapist and the Assistant Editor for the journal Child: Care, Health and Development. Her research focuses on incarcerated couples and families, dating and relationships, and culturally informed treatment. She has published 145 peer-reviewed journal articles and various magazine articles, blog posts, book chapters, op-eds, and policy briefs.


Beebe, R. (2007). Predicting burnout, conflict management style, and turnover among clergy. Journal of Career Assessment, 15(257). https://doi.org/10.1177/1069072706298157

CACREP. (2017). 2009 standards. https://www.cacrep.org/wp-content/uploads/2017/07/2009-Standards.pdf

Charlton, R., Rolph, J., Francis, L. J., Rolph, P., & Robbins, M. (2009). Clergy work-related psychological health: Listening to the ministers of word and sacrament within the United Reformed Church in England. Pastoral Psychology, 58, 133–149. https://www.springer.com/journal/11089

Crouch, R. (2003). Stress and burnout in ministry. http://www.pastornet.net.au/jmm/alpt/alpt0102.htm

Dattilio, F. M. (2015). The self-care of psychologists and mental health professionals: A review and practitioner guide: Mental health professionals’ self-care. Australian Psychologist, 50, 393–399. http://dx.doi .org/10.1111/ap.12157

Humphreys, J. H., Haden, S. S. P., & Davis, J. N. (2015). Falling from a calling: Entitlement and the social (de)construction of leader identity. Journal of Applied Management and Entrepreneurship, 20(4), 6–24. https://doi.org/10.9774/GLEAF.3709.2015.oc.00003

Lee, S. M., Cho, S. H., Kissinger, D., & Ogle, N. T. (2010). A typology of burnout in professional counselors. Journal of Counseling & Development, 88, 131–138. https://doi.org/10.1002/j.1556-6678.2010.tb00001.x

London, H. B., & Wiseman, N. B. (2003). Pastors at greater risk. Regal.

Morse, G., Salyers, M. P., Rollins, A. L., Monroe-DeVita, M., & Pfahler, C. (2012). Burnout in mental health services: a review of the problem and its remediation. Administration and policy in mental health39(5), 341–352. https://doi.org/10.1007/s10488-011-0352-1

Pew Research Center. (2015). America’s changing religious landscape. https://www.pewforum.org/2015/05/12/americas-changing-religious-landscape/

Shepherd, M. A., & Newell, J. M. (2020). Stress and health in social workers: Implications for self-care practice. Best Practices in Mental Health: An International Journal, 16(1), 46–65.

Thompson, I. A., Amatea, E. S., & Thompson, E. S. (2014). Personal and contextual predictors of mental health counselors’ compassion fatigue and burnout. Journal of Mental Health Counseling, 36(1), 58–98. http://www.questia.com/read/1G1- 355938649/personal-and-contextual-predictors-of mental health counselors’ compassion fatigue and burnout

U.S. Bureau of Labor Statistics. (2022, February 1). Job openings and labor turnover summary – 2021 M12 results. U.S. Bureau of Labor Statistics. https://www.bls.gov/news.release/jolts.nr0.htm

Yarborough, P. J. (2011). The development and validation of the Leadership Versatility Index for Students (LVI-S) (Unpublished doctoral dissertation, University of North Carolina at Greensboro).

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