Millennials want examples that can be trusted.  Many parental, political, spiritual, athletic and famous examples have let them down. So choose to be one of the few that they can look up to.  Many older leaders think millennials aren’t interested in generational wisdom transfer. This is not true. Younger leaders are hungry for mentoring and discipleship. 




Build it into your organizational environment!  Create a monthly mentorship group at a coffee shop with you and your younger staff, give them “office hours” to simply talk about whatever they need to (work and non-work-related issues. 


Broken homes have created a loss of role models for many young people.   There is a need for strong, “family-like” role models and the church is the best place to find them.  So create a family environment. Have “family dinners” as a staff.  Take time for “family prayer time.”  Make sure the work environment is experiential and family oriented. 




Creating immovable standards or rules that apply to everyone no matter who they are isn’t helpful.  I don’t connect with my own children the same (they are at different ages and stages and genders).  So don’t be afraid to customize your approach at work.



Paul said we have a lot of teachers of faith, but a father in the faith is a rare find. Stop complaining about the person you wish they would be and start being the person they hoped you would be.  Even if you don’t’ have the time, find older mentors who do.  This gives them a chance to understand your church or organization while learning from a proven leader.


Some churches have started internship programs to inspire millennials with their best practices.  You can do the same.   Millennials love opportunities for quality time-individually and corporately. So make quality time a priority with your millennial-especially when they are new on the job. 




Throwing millennials right into their tasks when they come into organization is a set up for failure.  Give them a week to not produce but to simply relate.  Have them visit different department and simply soak up relationship, environment and culture.   


Churches can travel at such a fast pace that it is tempting to let new team members hit the ground running. This can communicate a negative culture to the new team member and also presents an environment that reacts to circumstances rather than proactive strategy.


Any you would add?