Millennials in Missions: Understanding, Managing and Mentoring for Effective Ministry Jolene Erlacher, Ed.D www.leadingtomorrow.org (notes posted under resources)

Generations Today Silent: Born 1928-1945 (Age 70-86) Boomer: Born 1946-1964 (Age 50-69) Gen X: Born 1965-1980 (Age 35-49) Millennials/Gen Y: Born 1980-1995 (Age 20-34) Gen Z/Digital Natives: Born 1995-2010 (Age 5-19) Generation Alpha: Born after 2010

What comes to mind when you think of Millennials? Boomers? Xers?

Understanding Millennials

Fast Facts    91% of Millennials (1982-1995) employees don't expect to stay more than three years at any given job. (Future Workplace Survey) Starting in 2015, Baby Boomers will no longer be the majority of the workforce. The majority of the workforce will be Millennials, ages 20-33. (U.S. Bureau of Labor Statistics) 1. High unemployment and the lack of skilled labor worldwide threatens a projected loss of $10 trillion between now and 2030. The loss is fueled by anemic economic growth and aging populations, thereby impeding business growth and competitiveness and introducing significant economic challenges. (Boston Consulting Group)

Fast Facts   1 in 3 young professionals under age 30 prioritize social media freedom over salary when choosing to accept a job offer. (Cisco Connected World Report) There are 4.8 million job openings in the United States right now; the highest level since January 2001. However, roughly half of the employers can't find qualified workers. The skills gap between higher education and workforce training has been identified as a "critical problem" for the U.S. (Council on Jobs and Competitiveness)

Fast Facts  

More than a generation gap?? Silent: Born 1928-1945 (Age 70-86) Boomer: Born 1946-1964 (Age 50-69) Gen X: Born 1965-1980 (Age 35-49) Millennials/Gen Y: Born 1980-1995 (Age 20-34) Gen Z/Digital Natives: Born 1995-2010 (Age 5-19) Generation Alpha: Born after 2010

Sources of Age Diversity Life cycle effects: Young people differ from older people, but may resemble them later in life (idealism) Period effects: Major events (war, economic decline, etc.) affect people differently based on location in life cycle (recession) Cohort effects: Period events and trends that influence young adults as they are developing their core values (self-esteem movement, postmodernism, technology) Taylor, Paul, and Scott Keeter, eds. “Millennials: Confident. Connected. Open to Change.”Pew Research Center. February 2010. Web. 13 September 2010.

A transitional generation Renaissance Enlightenment Postmodernism Millennials: A transitional generation

Traits of Modernism and Postmodernism Affecting Generational Worldviews Confidence in reason to discover truth Acceptance of self-determined pluralistic views Power and faith in human reasoning Power and fait are in personal experience Communication driven by the printing press Communication driven by internet and media Mechanical, structured Organic, Open Determinacy Indeterminacy Creation Deconstruction Individualism Community Objectivity Subjectivity Distance Participation Note: Adapted from Grenz, 1996; Harvey, 1990; Kimball, 2003; & McLaren, 2001

Millennials: Who are they? Born from 1980-1995 Raised in the self-esteem movement Protected by helicopter parents Connected through access to technology/internet since youth Grew up under post-modern mindsets Educated in tolerance and teamwork

Millennials: Who are they? Special/Entitled Sheltered/Protected Pressured/Achieving (Doing vs. Being) Collaborative/Team Players Connected/Informed Committed to Life vs. Work

A Snapshot of the Generations Silent Boomers Xers Millennials/Y Attitude w/ Authority Endure them Replace them Ignore them Choose them Role of Relationship Significant Limited, useful Central, caring Global, 24/7 Value System Conservative Self-based Media Shop around Role of Career Means of living Central focus Irritant Place to serve Schedules Mellow Frantic Aimless Volatile Technology Hope to outlive it Master it Enjoy it Employ it View of Future Seek to stabilize Create it! Hopeless Optimistic Elmore, Tim. Generation iY: Our Last Chance to Save Them. Atlanta: Post Gardener Publishing, 2010.

Work Ethic Differences Work first Life first Follow the rules Follow the rules that work (why?) Boss deserves respect Respect must be earned Seniority=Promotion Talent=Promotion 9 to 5 Work based on hours No defined work clock Work based on completion Personal communication Digital communication Dress the part at all times Dress the part when necessary Will change to meet needs of organization Expects organization to change to meet needs of people

Shifting priorities and values in ministry contexts As business As family Leaders as bosses Leaders as parents/friends Presentation/formality Intimacy/informality Programs People Success as number of bodies/members Success as spiritual/personal growth Buildings Community/relationships Budgets Service/outreach Ministry/job first Family/friends first

Managing & Mentoring Millennials

Millennials: What do they want? To feel valued/special/appreciated To have authentic relationships (boss/colleagues) To receive constant feedback/affirmation/correction To be a part of something meaningful To feel like they are making a meaningful contribution To have flexibility/freedom To have opportunities for professional growth/promotion

Millennials: What do they need? Trusted mentors/coaches (good/bad cop) Affirmation of talents and contributions, constant feedback Immediate constructive feedback on areas needing improvement Sincere explanation of “why” for processes and systems that seem confusing Role models of effective professional practices Advocates of their needs and perspectives to leaders Patient equipping and empowerment (sometimes in very basic skills)

Effective Intergenerational Leaders: Possess emotional intelligence!!! Ask good questions/listen!!! Understand differences in perspectives/values Educate team/leaders on those differences and their potential, foster understanding and team building Create systems that help empower every group (options for rewarding performance) Maximize the strengths of an intergenerational team