by Richard Blackaby
It has been said that leaders influence followers, while great leaders influence leaders. It might be added, wise leaders influence the future. There is much talk these days about leaving a legacy. Perhaps that is because at a certain point in peoples’ lives they begin to wonder how their life will be remembered. Will there be anything they contributed to humanity the following generations will remember and be grateful for?
Too many leaders become so immersed in day-to-day concerns that they fail to take the long view. Investing in their current projects impacts the present. Investing in future leaders impacts the future. Thom and Jess Rainer in their book, Millennials: Connecting to America’s Largest Generation, make some significant comments about the Millennial Generation. Millennials are people born between 1980 and 2000. Presently, the oldest Millennials are 21. The youngest are 11. What makes them significant is that there are 77.9 million of them! Baby Boomers have long held center stage because at 75.9 million, they were America’s largest generation. Not any more.
Being a Baby Boomer myself, I have always been intrigued by my generation. We were known as the “me” generation. We rebelled against our parents and the “establishment.” We felt constricted by our parents’ rules and outdated regulations and thus were born the hippie movement as well as sit-ins and various other protests. In our generation we saw the end of segregation as well as skyrocketing divorce and abortion rates. But being rebels ourselves, how did we parent our children? We indulged them. We took them to lessons bought them Nintendos and cell phones and told them anything was possible. For the most part, they believed us.
When asked if they thought their lives could make a significant difference in their world, 96% of Millennials believed they could. We all know that Millennials are extremely relational as well as technologically savvy. Thus Facebook with more members than the United States has people. But they also have an extremely positive outlook on life and a belief in peoples’ ability to make a difference. The Rainers suggest that 9/11 had a formative influence on Millennials. They realize that life is uncertain and that it is family and relationships that matter. They also recognize there are serious problems in the world that must be addressed.
An interesting fact the Rainers bring out is that Millennials have a positive attitude toward their parents and older adults in general. Why shouldn’t they? Their parents have believed in them, shuttled them, and encouraged them throughout their lives. In fact, 75% of Millennials claimed they would like a mentor who would help them become better leaders (41).
This poses a great challenge and opportunity for today’s leaders. Baby Boomers typically hold management positions in today’s organizations. Brad Szollose in his book, Liquid Leadership notes that Millennials generally question Baby Boomer’s abilities because Boomers are generally not as comfortable with modern technology as the younger generations are. He also notes that Boomers see the young upstarts as lazy, lacking focus, and overconfident. Yet he comments: “Someone needs to get these two generations talking and working together” (101). He notes that wise companies will learn how to harness the creativity and skills of the emerging generation. He claims: “If you don’t start listening to the youth in your company, you will miss the next big idea that is right under your nose” (64).
This may prove especially true for churches. Millennials have little interest in the organized church. The Rainers estimate that only 10-15% of them are evangelical, born again believers. Yet much of this they claim, is because Millennials see the church as divisive, angry, and shouting at those with whom they disagree. For a generation that prizes relationships, this is not good.
So what are the implications for those who are leading Millennials?
First, the “me” generation needs to think about others! It is foolish to expect the 78 million Millennials to begin acting and thinking like and valuing the same things Boomers do! They are the future. We are not! Millennials are looking for people who are authentic, who value relationships, who are willing to make use of technology, and who think globally. Millennials will not necessarily accept what you say at face value just because you are the boss (Not when they can Google your facts on their I-Phone before you have even made your closing argument!). The challenge for today’s leaders is whether they are willing to make adjustments in their style and methodology so they connect with the massive new generation currently entering the workforce.
Second, understand they are bright (the most educated generation in American history), and they want their lives to make a difference. They are also comfortable with technology and have been problem-solving around their video-game consoles since they were preschoolers. Wise leaders will discover how to enlist and maximize their services. For too long adults have been underchallenging their young people. Today’s Millennials are looking for leaders who will encourage them to fully utilize all of their God-given abilities so their lives make a positive contribution to their world.
Third, intentionally make time to invest in the next generation. Most of them want a mentor. Investing in the next generation is not only a smart way to spend your time; it also helps you keep a clear perspective on your own life. Our time on earth is transitory, but our focus on the next generation will elongate our influence. A friend of mine, Ron Wagley, retired from being CEO of Transamerica. He meets every Saturday morning with fourteen young business professionals at his home. He leads these “young guns” in studying how to be godly, effective, spiritual leaders in their home, their church, and their work. It has been one of the most rewarding experiences Ron has enjoyed in his successful career. The question for us is: what young man or woman are we presently investing in who could potentially exceed our own contributions?
Fourth, are we listening to the ideas being generated by Millennials? We need to understand that they are relational as well as technological people. They may view things much differently than we do. But they do have valuable insights and they do know their generation better than anyone else. For those leading churches, Millennials are generally indifferent to the established church. However, those Millennials who are involved in church want their lives to make a difference. The Rainers claim that two key words for Millennial Christians are “missional” and “Incarnational” (260). Those churches that embrace Millennials and enable them to engage in meaningful ministry will find that they attract a corps of dynamic, gifted, motivated young adults who will enable that congregation to enjoy a bright future.
Leaders ought to take an inventory of those people who have emerged as effective leaders under their guidance. Whether you are a business or church leader, there ought to be a new generation of leaders emerging from your organization that have been encouraged and inspired by you. Millennials will pass up higher paying jobs if they can find a place that values them and helps them achieve what matters to them. If there are no bright, motivated, inspired young leaders in your organizational pipeline don’t blame the younger generation. Ask God to show you at least one person you can invest your life in and to bless. It may be the greatest investment of your life.