The Deacon

We all realize that ordination is only the starting gate and not the finish line when it comes to diaconal ministry. Still, for those involved in diaconal formation, it’s fair to say that there’s a strong desire to exhale after the ordination of a cohort!

Yet we quickly realize that the grace of the sacrament does not override the need for ongoing formation, especially during the early years. New deacons suddenly have many questions they didn’t know they had. I often hear them say, “They didn’t teach us that in formation.”

If there is one guiding principle that I try to apply to every aspect of post-ordination formation, it’s this: Post-ordination formation was made for the deacon, not the deacon for post-ordination formation (cf. Mk 2:27).

In other words, post-ordination formation cannot be reduced to showing up for a quarterly event or checking all the boxes. A deacon’s continuing education hours are secondary to his becoming the best version of who he is — a living icon of Christ the Servant.

One-on-One Feedback

After the first of the year, I send out an online self-evaluation form to all deacons in my archdiocese to get an update concerning the previous year, including information regarding their continuing formation. I also send an evaluation form to their pastors.

Once I receive these completed documents, I follow up with each deacon via email, though more delicate matters are addressed in person or at least via phone call. These interactions are decidedly upbeat — I affirm all the good that I see and offer some feedback. Later in the year, I try to meet personally with our deacons so they may share each of their joys and struggles. This can also be a good time to deal at greater length with problems or issues, including the possibility of a new assignment.

We require deacons to complete a minimum of 24 continuing formation hours per year. Some training is in-house, while the rest is more individualized training geared to assisting them in their particular ministries.

The annual retreat is separate and does not count toward continuing formation hours (National Directory for the Formation, Ministry and Life of Permanent Deacons in the United States, No. 267). We offer a three-day retreat in the fall. We try to include elements of silence, but we’re also aware that the deacons and their wives desire and benefit greatly from fellowship, so it’s a mix.

We also offer a five-day silent retreat during the summer. This retreat, which is patterned on the work of the Institute for Diaconal Renewal, helps satisfy a growing desire for a more robust retreat experience.

If a deacon is unable to attend one of those two retreats, he’s responsible for making another retreat during the calendar year. The deacon office assists the deacon in finding other retreat options.

Special Attention to Scripture

In a deacon’s self-evaluation, we look at his home, work and ministerial responsibilities to assess how he is integrating these elements of his life. We also ask probing questions regarding any major life issues. Sometimes we recommend involvement in one of our deacon support groups or offer other suggestions or strategies to help him flourish on the human level.

I closely examine the deacons’ regular spiritual practices, including the Liturgy of the Hours, daily meditation and spiritual direction. I will offer some gentle suggestions to encourage their ongoing growth — often in the form of recommending potential spiritual directors. We encourage deacons to receive additional training as spiritual directors. We also occasionally offer seminars on spiritual topics.

An area of particular emphasis in post-ordination formation is Scripture. We cover the basics in formation, such as the Pentateuch, the Synoptics, etc., so we tend to offer minicourses on biblical books that get “missed” during formation. For example, in recent years, that has included Hebrews, Ephesians and Revelation. The deacons love these. We coordinate them with our annual convocation, where the men (and their wives) have the opportunity for prayer, a meal and fellowship, in addition to about three hours of instruction.

We urge our deacons to get specialized pastoral training in their particular ministry, such as hospice chaplaincy or prison ministry. Further, we favor continuing formation programs having a strong pastoral application. Liturgical and homiletic formation are also part of our continuing formation. Deacons are especially interested in preaching resources and seminars. Most deacons want to preach more often than their pastors are comfortable allowing them to preach! While that can be a controversial subject, continuing to improve the level of diaconal preaching is important, so we regularly bring in homiletics experts.

Crossover Classes

Whenever possible, we try to maximize programs by having them cross over into multiple demographic groups ( for example, aspirants, newly ordained deacons, the wives of candidates, etc.). This really helps to build our diaconal community. Here are just a few examples.

During aspirancy, we host a weekend seminar on Theology of the Body for our aspirant couples. Some of our earlier cohorts — as well as deacon couples who moved here from other dioceses — did not have this seminar. We encourage them to attend and allow continuing formation hours for doing so.

We regularly invite our newly ordained deacons to return the following year for a formation weekend with our candidates to provide liturgical assistance and receive constructive feedback.

As noted, we regularly host continuing formation sessions on Scripture and other topics. Even though they’re not part of their official curriculum, we allow men in formation (including their wives) to come to these events and hear these presentations.

Very early on, we introduce the wives of men in formation to the wives of our deacons and encourage shared programming, including an annual wives’ morning of recollection open to all, including widows.

We also partner with local parishes to share expenses. For example, if we’re bringing in someone to give a weekend seminar for the deacons, we’ll see if one of the larger suburban parishes would also like to host a talk or parish mission by that person. That usually benefits everyone.

Practical Considerations

Our office is not the only game in town when it comes to sources of ongoing formation, so our deacons benefit greatly from recommendations of other quality programs that we learn about.

In addition to forwarding relevant articles, I occasionally do what I call a “30 for 30”: I take a longer Church document and break it into 30 pieces, and each day for a month I send our deacons one piece along with brief commentary. Some deacons really enjoy this painless, bite-sized way to digest a Church document.

Saturday morning is typically the best time for special events for our deacons. We try to wrap up by lunchtime because many have other afternoon responsibilities.

When we have programs on weeknights, we make them available via Zoom. This especially benefits those who work late, live more remotely or are hindered by inclement weather.

Newly ordained deacons need more post-ordination formation than a few one-off events. Therefore, we now require newly ordained deacons to receive more intensive, individualized training, such as training in spiritual direction, hospital chaplaincy, prison ministry or another pastorally useful language and culture.

Deacon offices must develop their own program for continuing formation that connects the requirements of the National Directory with the real needs of their deacons and the people they serve. After all, continuing formation is for the deacon, and not the other way around!

DEACON LEON SUPRENANT is the director of the Office of the Permanent Diaconate for the Archdiocese of Kansas City in Kansas.