Hi, I’m Peter Gonglach.

Aurora, CO

Phone Number

(303) 264-7849


[email protected]


Upward Bound Youth
Director of Development


Liberty University
BA in Religion: Biblical & Theological Studies
Red Rocks Community College
A.A. in Applied Sciences: Photography & Design

Church Affiliation


Years In Ministry

5 years




Writing curriculum, planning, photography, teaching / preaching, organizational / administrative skills, graphic design, recruiting

Tools & Software

ACS / Realm, Microsoft Office Suite, Adobe Creative Suite


Wife: Victoria - married 3 years

Top 3 Strengths




Student Pastor Questionnaire Responses
Personal Info
Please share briefly how you became a Christian.
I grew up in a Christian home and always knew that I wanted to follow Jesus. In my early teens, I really became serious about my walk with God and got baptized.
How would you describe yourself?
  • Fun
  • Intense
  • Flexible
  • Inspirational
  • Organized
Personality Type
Tell me about some people (i.e. authors, mentors, and ministry leaders) that have had a big impact on you.
An author who comes to mind is Francis Chan. I recently read Crazy Love and am currently going through Multiply with a small group of friends. I really appreciate Chan’s perspectives on Christian living and what it means to be a disciple of Christ. As far as mentors and ministry leaders go, I can think of several from different seasons of my life. My youth leaders in high school and ministry leaders at my previous job come to mind. However, I believe that my father has had the biggest impact on me. He is a strong leader who holds others to a high standard, which not only pushed me to grow but also taught me how to lead and sometimes even how not to lead.
How do you plan to engage and inform parents or guardians about your ministry objectives and progress?
Obviously, announcements are the most typical and easiest way to get information out to a large group of people at the same time. However, this places responsibility on the recipients to listen and respond and so, while I would definitely try to inform via email, Sunday announcements, flyers, etc., I believe the most effective way of getting feedback and participation is through open discussion. This could be through one-on-one interactions or in group meetings depending on needs/size and structure.
Tell me about a time when you developed a new team of volunteers into a strong working group. What did you do?
I have been led several mission trips with volunteer teams from which I have learned the importance of communication. I have found that creating a strong working group requires clear expectations, responsibilities, and continued check-ins to make sure volunteers are equipped and accountable. It is also important for volunteers to know that they have your support to take ownership over their responsibilities. One particular experience I remember is leading a group of student volunteers in a community service project. The volinteers were expected to help manage a line of teens waiting to enter into a recreation center. Their responsibilities were clearly stated they were starting to take ownership of managing the line (making sure no one cut and fights did not break out). However, some of the volunteers were hesitant to enforce the “no cutting” policy for the line. After receiving some push back from several teens who had cut in line I was able to back up the volunteer and take the teens who cut in line to the back of the line, who went willingly when an adult was there. After this, my student volunteers became more comfortable and confident enforcing the rules of the facility. I believe this group of volunteers grew because they clearly knew what was expected of them and they knew that even when meeting those expectations was tough that they had support and backup.
How would you alleviate the confusion when you are communicating with volunteers and it becomes apparent that they don’t understand what you’re saying or vice versa?
Typically if I sense that there is confusion in communication, I try to use analogies or examples to clarify what I am trying to communicate. I will usually follow up with questions asking them to reiterate what I communicated just to be sure that we are on the same page. Likewise, when I’m not sure I am understanding them, I try to ask questions to clarify and be sure that I know what they are trying to communicate.
Spiritual Growth
Once you lead a student/child to Christ, how do you communicate their decision to their parents? Once a child accepts Christ as their Savior, how do you begin discipling them?
My approach would depend on the commitment level of the parents. Some students come to church on their own accord and so, communicating with non-Christian parents can be complicated but valuable. At the minimum, this communication would ideally lead to some kind of introduction and explanation as to who our church is, what it means to be a Christian, and why their child is making this decision. To believing and supportive parents, the conversation naturally looks different and would mostly be pertinent to the next steps (discipleship, baptism, involvement, etc.) for the student and how parents and the church can partner in these steps. I recognize that as a student minister, as much as I would like to disciple every student, that I can not take on that level of responsibility without compromising or burning out. This is where ideally parents, volunteers, mature peers, and the whole congregation can come alongside a student for encouragement, discipleship, and accountability. I believe that having a designated mentor network is helpful in making sure this discipleship happens and that no one slips through the cracks. I see managing this network for students as being a primary role of a youth minister.
As the spiritual leader of your ministry, how are you going to help volunteers grow in their faith?
I believe that leaders, volunteers, and students all require accountability and discipleship. As stated above this would mostly manifest itself through a mentor network where each is receiving some kind of personal one-on-one mentorship. In addition, I believe it would be important for me to have regular meetings and check-ins with volunteers where prayer and spiritual support would be offered.
Ministry Growth
What is your philosophy of ministry?
Ministry takes both “hearing” and “doing.” It is not something that is easy but takes continued effort. Ministry is not something we can do on our own. We must look to God and the community of believers He has blessed us with. My philosophy of ministry has a strong emphasis on unity. I believe unity is crucial and part of God’s perfect plan for His kingdom. James 1:22-25 talks about being “doers of the word, and not hearers only.” I believe this describes the fundamental method of ministry, which is to learn and then apply God’s Word. First, being a “hearer” involves studying the ultimate source of wisdom, the Bible. The study of extra-Biblical sources is also important, as others’ perspectives can often offer new insights and open our eyes to a whole new way of interpretation. Once one has heard, they must become a “doer”. This requires a willing heart to take what has been learned and put it into action. My personal motive for ministry is first to teach others how to develop the mind of Christ so they can “hear” through teaching, discipleship, mentoring, and in any and all opportunities. Second, to give them opportunities so they can “do.” Having a ministry structured around “doing” together is very important for growth. Working together in unity is difficult and takes sacrifice, service, and humility, all of which are needed to think like Christ. This kind of unity also creates accountability, which is necessary for anyone striving for the mind of Christ. Another crucial thing to “do” together is praise. If we live with God’s praises on our lips we will quickly see why our sacrifices are so small, our service so worth it, and our pride so pathetic. I believe the most effective form of ministry is being a Biblical church. A Biblical church is not jealous or competitive. It is not judgmental or hateful. It is accepting and loving. It does not boast; rather its joy and pride are in Christ. It is the most perfect picture of unity in a broken world where nothing else seems to work. The Biblical church is more effective because it can move as one body with all parts working together. It is the beautiful picture of Christ’s bride eagerly awaiting and preparing for His return. In order to be a Biblical church, Biblical principles must be the focus. Essentials should be identified in Scripture and practiced. Any practices or principles outside of Biblical ones must remain secondary. If nonessentials are causing division, they must be removed. They must not be allowed to drive a wedge of division in the bride of Christ even if they in themselves are not bad things. An emphasis on unity despite a lack of uniformity is a beautiful example of how Christ reaches across culture, generation, and location. One way I would incorporate these essentials is by an emphasis on proper doctrine and teaching. If the church is “hearing” the essentials, it will help them be more equipped to “do” the essentials. Having structured events and practical ways to help the church “do” is another way to practice these principles. However, this emphasis on “doing” is not to be confused with legalism, for it is meant for those who have already heard and committed themselves to Christ. The church must be given opportunities to grow and these come through opportunities to teach, lead, host, serve, have communion, evangelize, and receive support.
What was the most creative idea you introduced in your last ministry role? What steps did you take to implement that idea with leadership, volunteers, and families if applicable?
At the Bible Institute where I previously worked, we ran into a problem implementing praxis. The idea for praxis was to provide students with an opportunity to put their studies to work via some kind of service project or mission opportunity. The problem became a legalistic attitude among the students who often saw it as a checklist or hours to clock as part of the program rather than an opportunity to practice what they were learning. My idea was to take the normal method of recording praxis which was based on time increments and switch it to a method that recorded opportunities. In order to implement this idea, I had to clearly establish guidelines for the students and run weekly check-ins with them making sure they were looking for opportunities to serve and were reaching requirements. Implementing the idea took support from leadership and their volunteer mentors who were instructed to help them look for opportunities to serve.
How would you evaluate systems and structures to see if there could be improvement?
The simplest and often most insightful way to evaluate a system or structure is to examine its results versus its intended outcome. If there is a discrepancy between the two, it is important to evaluate why the system is not successful so that it can be addressed and improved. Sometimes this requires outside perspectives and some trial and error.
Give an example of a successful outreach program or event that you put together.
I organized a youth outreach weekend with a few volunteers where teens were invited to spend a weekend practicing a music presentation to give at a local women’s shelter. However, the presentation was an excuse to serve and build relationships with families in the shelter. Outside of practices, the teens spent time that weekend in prayer, Bible study, and playing games. The weekend ended at the shelter where the teens not only performed a few songs but intentionally connected with the women and children at the shelter afterward: splitting up and having cookies with different families. I believe this event successfully encouraged the families in the shelter, but perhaps more importantly gave the teens a practical ministry experience where they were able to share the Gospel with words and action.
How would you deal with a teenager in trouble?
This could mean a variety of things, but a very general answer would be first to assess the level of trouble. Do the teens’ parents/guardians, mentors, or even civil authorities need to be involved? After determining the level of trouble and possibly contacting the appropriate parties I would do my best to counsel and pray with the individual.
What goals have you set in the past for your ministry area. Did you accomplish them and if so, how did you accomplish them?
I set many goals for my ministry, some successful and some unsuccessful. I learned that often the success of my goals depended on others’ involvement and interest. For example, one goal I had was to create a vision and mission statement that was clear and concise for our organization. While I planned and led several meetings to work through this concept, the project eventually was shelved due to a lack of interest and commitment from leadership to keep pursuing it. In the end, while I still believe in the value of that goal, it requires others’ involvement and commitment to be successful. From this, I learned that in order to accomplish goals, both personal and organizational, I and the other people involved need to be committed and motivated to reach them.
Is there a process that you go through when choosing a platform for screening volunteers, curriculum choices?
On an official level at my previous organization, all volunteers were required to take a background check. However, before even becoming volunteers, relationships and trust were built on a more personal level. Usually, volunteers were selected based on trust and their own involvement with the church. From time to time volunteers would come out of nowhere wanting to help in various ways, at which point it was important to get to know them and their motivations before moving to the next step. As far as the curriculum went, my organization did not have an established screening system. I typically would try to use or develop a curriculum from credible authors/publishers/organizations and only after I had gone through the whole curriculum on my own.
What have you done in the past to ensure your church has a safe environment, including emergency procedures.
At my previous ministry, I was tasked with creating and implementing an abuse prevention and response protocol. While this was a heavy paperwork and legal process, I believe that it is an important and unfortunately necessary procedure for any church or organization. It is important that every staff member and volunteer understand the guidelines and responsibilities of a safe church policy and are held responsible to closely follow such procedures. As far as emergencies go, it is equally important for staff members and volunteers to understand how to respond to emergencies. While I have not done this in the past, I assume that regular safety meetings would be helpful, as well as ensuring that some or all of the members on your volunteer and staff teams have first aid and CPR certification.
How would you describe the ideal relationship between senior/lead pastor and student pastor?
I would describe it as a close relationship similar to a Paul and Timothy-type relationship. I believe that they are both responsible for holding each other accountable, but that ultimately the senior/lead pastor would exercise authority, mentorship, and guidance over the student pastor. Ideally, these would meet with other staff members regularly to pray and touch bases.


Judah Weinhardt || (330) 201-1502 || [email protected]
Benjamin Martin || (720) 275-1455 || [email protected]
Richard Jankov || (330) 465-5595 || [email protected]
Brian Medina || (719) 214-1220 || [email protected]

Favorite Bible Story

The story of Esther

Favorite Scripture

Psalm 40:2