Ken GuentherA couple of weeks ago, I facilitated a panel discussion on multigenerational teaming at the SEND Europe Conference in Spain. As I’ve prepared for this conversation, I was struck again by the richness and complexity that generational diversity brings to our mission teams. Drawing from Tim Elmore’s A New Kind of Diversity: Making the Different Generations on Your Team a Competitive Advantage, I want to share a few reflections that I hope will resonate with SEND missionaries serving across generations—from Boomers to Gen Z.
Not Just Cultural—But Generational Diversity
As global workers, we’re trained to observe and adapt to cultural differences. But how often do we apply that same curiosity and intentionality to generational differences within our teams?
SEND teams today often include four generations:
- Boomers (1946–1964): Loyal, experienced, and deeply committed to the mission.
- Gen X (1965–1980): Independent, pragmatic, and often the bridge between generations.
- Millennials (1981–1996): Collaborative, purpose-driven, and fluent in digital tools.
- Gen Z (1997–2012): Adaptive, authenticity-seeking, and eager to contribute meaningfully.
Each generation brings unique strengths—and unique expectations. Rather than seeing these differences as obstacles, we can view them as opportunities to build richer, more resilient teams.
From Stereotypes to Stories
One of the guiding principles for our panel was this: curiosity over judgment. We’re not here to stereotype or label. Every person is more than their generational tag. But we also can’t ignore that our formative experiences shape how we communicate, collaborate, and lead.
In our panel prep, I asked the panelists to reflect on this question: “In what ways does your generation most naturally contribute to SEND’s MEE (Mobilize, Engage, Establish), and where do you need partnership from other generations?” The answers are personal—and deeply practical. Boomers speak of their long-term perspective and mentoring heart. Gen Z and millennials panelists highlight their digital fluency and desire for real-time feedback. Each generation has something to offer—and something they need.
Desires, Expectations, and Demands
One of the most helpful frameworks Elmore offers is the distinction between desires, expectations, and demands. Desires are hopes. Expectations are assumptions. Demands are ultimatums.
In multigenerational teams, conflict often arises when unspoken desires become rigid expectations—or worse, non-negotiable demands. For example:
- A Gen X team leader may desire initiative from younger teammates but expect them to follow established protocols.
- A Millennial may desire regular feedback but demand it in a way that feels abrupt to older colleagues.
Recognizing and naming these layers helps us navigate tension with grace. It invites us to ask: What am I hoping for? What am I assuming? What am I insisting on? And it opens the door to mutual understanding.
From Talk to Practice
So how do we move from good conversation to lasting change?
Here are three practical steps we’re exploring in the panel:
- Create space for generational storytelling—not just testimonies, but reflections on how each generation sees the mission.
- Clarify communication preferences—don’t assume everyone wants a Teams message or a phone call. Ask.
- Pair across generations—for mentoring, project work, or prayer. Let mutual learning flow both ways.
Conclusion: A Team Worth Building
Multigenerational teaming isn’t easy. But it’s worth it. When we honor each generation’s voice, we build teams that are not only more effective—but more beautiful. Teams that reflect the body of Christ in all its diversity and unity.
As we continue to Mobilize, Engage, and Establish, may we do so together—across generations, with humility, curiosity, and hope.
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