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

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

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

4. Understanding Millennials

5. Fast Facts
 91% of Millennials ( ) 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  (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 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)

6. 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 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)

7. Fast Facts

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

9. 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 Web. 13 September 2010.

10. A transitional generation
Renaissance
Enlightenment
Postmodernism
Millennials:
A transitional generation

11. 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

12. Millennials: Who are they?
Born from
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

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

14. 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.

15. 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

16. 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

17. Managing & Mentoring Millennials

18. 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

19. 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)

20. 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