SYZYGY MISSIONS SUPPORT NETWORK

While many of us are still coming to terms with Generation X, Generation Y sneaks up on us unawares!  Leaders in missions will be starting to encounter this generation, and they’ll be starting to realise that Ys aren’t quite what they expected.  People working in short-term have been dealing with Ys for quite a while now, so will be coming to terms with the fact that they do things differently to previous generations, but these people are now coming through into doing long-term where their differences will be rubbing their leaders up the wrong way.

Generation Y is the unimaginative name given to the generation following on from Generation X, and consists of those born (roughly) from 1980 to 2000.  They’re also called Generation Next or Millennials, but I’ll stick to Y as it’s easier to spell.  These people grew up connected, having mobile phones and computers from their youngest days.  Their families may have been broken, leading to a highly important need to belong, but their parents will have invested heavily in them so they are used to getting feedback and encouragement.  They also grew up after the end of the cold war, so they were promised peace, but now find that their lives overshadowed by the war on terror.  This can lead them to distrust authority and value honesty, authenticity and integrity.

What are these people going to be like as your co-workers? Their workplace expectations are not that different from those of previous generations, but they are far more reluctant to toe the line in the way their parents or grandparents might have done.  Older people might think of them as lazy, uncommitted, overconfident, disrespectful and impatient, but those are the flip side of great strengths:

Lazy?  These people are digital natives.  Because they grew up in a multi-media world they are able to surf Facebook, send text messages, listen to music and get on with their work at the same time.  But they don’t live to work.  They’re flexible and will be more concerned about getting the overall task done than by being at their desk at the right time.  They might be working at home at 10pm, not because they’re workaholics, but just because it works better for them.

Uncommitted?  Well, they’re not committed to things just because you think they ought to be.  Duty is not a word that features frequently in their vocabulary.  But they will be highly committed to things they believe in, even though it may not look like it to older generations.  Their desire for authenticity leads them to reject much that is latently hypocritical, but when they find something genuine, they will embrace it.

Overconfident?  Because they’ve had a lot of positive parenting, Ys believe in themselves, and because they’ve seen through authority structures, they won’t tolerate spending ten years doing the filing before they’re allowed to have an opinion.  They believe they have a contribution and they don’t understand why they can’t make it now.

Disrespectful?  They respect people, not positions, so if you aren’t confident as a leader and hide behind your position, they’ll see through you.  They respect people who show that they care, make wise decisions, and don’t try to give them corporate flannel.  If they speak out of turn, it’s only because they can see a problem and haven’t had a good answer for it.

Impatient?   Ys were born connected.  They get the answers they want off the internet in seconds.  They instant message their friends.  They just want to get on with things without being held up.

So as Ys become your partners in mission, how do you need to treat them?

Teamwork.  Their whole life is made up of connections, so the idea of working alone doesn’t exist.  They’ll share problems, bring in specialists, and network with anyone they need to.  So create a flexible team structure in which they can thrive and don’t tell them they can’t talk to someone in another office just because you have a territory dispute with another manager.

Managing.  Top-down hierarchies don’t work.  These people have had positive parenting.  Create for them an environment in which they can learn and develop skills.  Feedback to them regularly.  Don’t impose rules, explain reasons.  Don’t manage the process, mentor the person.

Communication.  Give them all the facts and explain why you’ve made a decision.  They need to know the reasons before they can believe.  Your answer doesn’t have to be 100% logical; you can bring in emotions as well.  Let them ask challenging questions.  When they see you communicate openly and honestly, and allow them to be part of the solution, they will trust you and become committed.

Fulfilment.  In the secular workplace, Generation Y is more concerned to find a job they can believe in than one that pays well (although they expect to be fairly remunerated!).  This is true in the Christian world as well.  You need to ensure that they believe in what they’re doing in order to get the best out of them, and try to make sure they feel they’ve been treated fairly.

Obviously, these are huge generalisations, and individual personalities differ greatly, but this information may help to explain to you why people under 30 seem to think and act strangely at times.  These generational characteristics may not be so pronounced in Christians, since they have also been subject to the unique influences of Christian discipleship and training in church, community and possibly Bible College.  However, they grew up in the same conditions as non-Christians, were educated together with them, and used the same media, so will demonstrate similar generational characteristics.  Get to know them better, and you’ll all end up working better together.

Last week Syzygy was at the City to City Conference in Berlin, where the headline speaker was pastor Tim Keller from the US, supported by a number of well-known church-planting specialists from a variety of European countries.  It was great to hear so many practical success stories and to meet so many young people all enthusiastically involved in church planting across the continent.  25 different countries were represented, and although some of their contingents were small, it was good to hear positive feedback from people from Ireland, Portugal, Greece and Russia, not countries normally associated with church-planting success.

Tim Keller was eloquent, thought-provoking and provided significant insights into a traditional-style church plant.  He has clearly thought through what he has done at Redeemer in New York and gave some detailed but necessarily condensed tips, particularly about understanding and engaging with city dwellers as opposed to suburbanites.  The most significant one was also one of the most obvious: if you do not really love the city you’re called to, the locals will see through you and not respond.

City to City Europe is a network growing out of Redeemer City to City, the international ministry of Keller and others, and has a vision for planting churches in city centre communities rather than the suburbs.  Their style is fairly traditional although their methodology is not, and if you are looking to plant an urban church anywhere in the world, you will find resources and networking opportunities through them.  They have on board people who know what they are doing, and to demonstrate it they have put on youtube some good quality videos about their churches in several European cities. Click to see the Dublin one.  I chose this partly because it’s in English, but also because I spent some time talking to Rob Jones at the conference and heard a lot more about his work, which sounds really good.

Although this conference was all about Europe, Redeemer City to City is active in some major cities of other continents and may well be of interest to those already at work in an urban context.

Welcome to the revamped Syzygy website and blog!  I’m Tim, and I’m one of the directors of Syzygy.  One way or another, I’ve been involved in supporting missionaries for 15 years, since I realised that too many of them are either coming home for entirely avoidable reasons, or heroically labouring on under difficult circumstances.  Syzygy is resolved to do what we can to  support such people, help them continue in their mission, and become more effective.  And more importantly, we hope to encourage their sending churches and organisations to get behind them to do in the long term what Syzygy’s doing in the short term.

I hope that through this blog we will be able to stimulate discussion around various issues concerning cross-cultural workers, and draw more people into our ever-expanding network of volunteer supporters.  Whether you go, pray, encourage, finance, or support, I hope you’ll find something here for you.

Syzygy’s directors all have first-hand missions experience, between us having served short-, medium- and long-term in four continents, and although we’re all now based in England, we all continue to be involved in our own ministries to support missions overseas.  Our mission draws its name from our belief that global mission is a task whose burden should not fall exclusively on those who go, but should be shared by the whole church.  The word Syzygy – Greek for “yoked together” – conveys the image of oxen ploughing together, and the more oxen there are in a team, the easier it gets.

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For information on how to get involved with us, go to the CONTACT US page.