A lot has been written in recent years about the Millennial Generation and young leaders; most of it negative. At the risk of sounding like the old guy in the room, I’ll admit, it does seem like the expectations of young leaders are a little off the mark. In fact, here are three expectations in particular that I think young leaders need to change today if they want to be successful in the future.
1. Mentoring & Development
Most talented young leaders are looking for someone to invest in and develop them, and rightly so. The only problem is leaders aren’t walking around looking to invest in people. They’re too busy leading big stuff. If you’re a young leader looking for development then don’t wait for someone to come along and take you under their wing. Chase someone who has what you’re looking for until you catch them.
2. Timeline
Most young leaders expect to be placed into significant leadership positions with great influence very quickly. Unfortunately landing that dream job in the church is probably going to take you longer than you think. Yes, you’re probably talented, and yes the church could probably benefit from your leadership influence. But trust is built up close and over time. And trust is the fuel that leadership runs on. Build trust and you’ll accelerate your leadership timeline.
3. Work Ethic
Most young leaders underestimate the amount of sheer work it will take to get where they want to go. Church leadership is not for the faint of heart, or for the lazy. Successfully pastoring in a growing local church setting isn’t a 40-hour a week; punch the time clock kind of a gig. It’s going to take real work, hard work. You’ll have to endure moments of hurt and disappointment. And you’ll have to have the tenacity to not give in. And keep working.
Interested in learning more about leading young leaders in the church today? Check out these 10 Articles that will help your church develop young leaders.
Posted in Leadership, Staffing
I see this in the church and in business. Younger people see themselves as more tech-savvy and skill oriented than their superiors and think that should enable them to leapfrog the basics those before them had to endure. They don’t want or expect to spend time in a cubicle. They want the office with the assistant right away because they feel their skill set deserves it. It’s that darn trophy for everyone coming back to haunt us. But they can be mentored well when those skills are channeled and they are made to feel important in the correct way. Great post !