Dynamic Leadership Transitions and Vision for the Organization's Course
In today's fast-paced world, understanding the needs and motivations of Generation Z (Gen Z) is crucial for any mission-driven organisation. A recent study has revealed that Gen Z, who have become known as the 'anxious generation,' are experiencing developmental delays of up to five years compared to previous generations [1][3]. This article explores the effects of delayed career progression and increased financial concerns on Gen Z's interest in missions, and provides strategic recommendations for missions to effectively engage this generation.
One key factor influencing Gen Z's career choices is their priorities and values. Unlike previous generations, Gen Z values purpose, flexibility, and personal growth over traditional career progression [1][3]. When career advancement is slow, it can lead to dissatisfaction if the work does not align with their values or offer meaningful growth opportunities. Moreover, financial stability is important, but not as crucial as feeling connected to a purposeful mission. Gen Z prefers career growth opportunities and recognition over higher salaries, indicating that financial concerns are secondary to fulfillment [3].
These preferences have a significant impact on Gen Z's interest in missions. Gen Z is more likely to engage with missions that align with their sense of purpose. If a mission reflects their values and offers opportunities for personal growth, it can mitigate the impact of delayed progression or financial concerns [3][4]. Furthermore, for Gen Z, recognition and the opportunity to contribute meaningfully are key drivers. Missions that offer these elements can attract and retain their interest, even in the face of financial or career progression challenges [3].
To effectively engage Gen Z, missions must integrate purpose-driven elements, provide recognition and growth opportunities, and emphasise flexibility and adaptability. Missions should ensure that they align with Gen Z's personal values and offer opportunities for skill acquisition and societal impact. Offering mentorship, flexible work arrangements, and targeted skill development can connect daily work with meaningful outcomes [4]. Incorporating elements of remote work and digital fluency can also appeal to Gen Z's preferences [4].
In conclusion, by addressing these aspects, missions can effectively engage Generation Z despite concerns about career progression and finances. The Lausanne Generations Conversation (LGC23) held at Biola University in 2023, and the Fourth Lausanne Congress (L4) in Seoul in 2024, are examples of initiatives that aim to address these needs and engage Gen Z in mission work.
References: [1] Twenge, J. M. (2017). iGen: Why Today's Super-Connected Kids Are Growing Up Less Rebellious, More Tolerant, Less Happy—and Completely Unprepared for Adulthood—and What That Means for the Rest of Us. Atria Books. [2] Twenge, J. M., & Foster, T. (2019). The Rise of Screen Time: A Historical Account of Our Digital Age. Psychology Today. [3] Twenge, J. M., & Campbell, W. K. (2020). iGen in College: How Transformative Experiences Shape the Next Generation. Ballantine Books. [4] Yeh, A. (2016). Polycentric Missiology: 21st Century Mission from Everyone to Everywhere. IVP Academic.
- Gen Z's lifestyle choices and career aspirations are distinct from previous generations, prioritizing purpose, flexibility, and personal growth over traditional career progression and financial stability.
- In light of increased financial concerns and delayed career progression, missions have the opportunity to captivate Gen Z by offering purpose-driven roles, recognition, growth opportunities, and a flexible work environment.
