Post Mission Gen X Values

Postmission Book CoverIn January 2004 I wrote a brief review of PostMission: World mission by a postmodern generation, published by Paternoster Press, 2002. The book is the result of a roundtable conference of seventeen Gen X mission leaders at ‘Holy Island Roundtable’, Lindisfarne Island in March 2001. They’ve published the book and continue a web presence.

The seventeen included Emma Hayes, Open Doors UK, Carolyn Cole, YWAM UK, Andy Crouch, The Regeneration Forum USA, Matt Gibbins and Paul Harris IVCF/Urbana, Joanne Goode Africa Inland Mission UK, Robin and Sarah Hay International Nepal Fellowship UK, Bevan and Marissa Herangi Open Doors New Zealand, Vaughn le Moss Open Doors USA, Mark Orr International Teams Canada, Peter Stephenson WEC Spain UK, Henrik Sturve Nybygget/InterAct Sweden, Irene and Richard Tiplady Global Connections UK. The two older mentors for the roundtable were Bill and Yvonne Taylor WEF Missions Commission USA.

Bevan Herangi, from Open Doors New Zealand, opens the book up with an exploration of Generation X values and their implications for mission organisations.

Flexibility and Freedom

Bevan writes about the desire to see work as a means to an end. “We work to live”. He sees a growing trend of paying others to do housework and gardening to free up time for other activity. Play and work tied together. Gen Xers are not tied to traditional expectations regarding gender, work and income. “I choose to preserve the things I love in life at the expense of not becoming rich”

New experiences and positive change

Bevan points to the growing extreme sports industry and reality television as an indication of Gen Xers’ seach for new experiences. Gen Xers, he says, are keen to see things happen.

Doubt and Humility

Gen Xers, Herangi explains, are reluctant to show too much certainty about their abilities or the abilities of others. They are reluctant to receive up-front credit and prefer to work in teams. In cross-cultural situations they are reluctant to promote their own lifestyle to others.

Authenticity

Herangi says that Gen Xers must know the truth, even if it is painful. They listen for real-life stories of normal people from normal families. Many leave the church disillusioned because of the behaviour of fallen Christian leaders. Bevan cites the inspiring example of William Wallace at the end of Braveheart refusing mercy and choosing to stay with vision of freedom despite the cost.

Mentoring

Xers, Herangi says, are open to caring, one-on-one personal mentoring by stable secure people. They are open to receiving input, directions, accountability, in a transparent truth-telling environment. They are willing to receive advice from people who will share from their own experiences, both success & failures.

Distrust

Herangi picks up on the scepticism and cynicism of Gen Xers. Because of disappointment many Gen Xers are suspicious about promises about future, and consequently will not fully commit themselves to the schemes or vision of other people. They are cynical about ideologically driven agenda such as the continuation of the Cold War.

Tolerance and Diversity

Gen Xers, Herangi writes, tend to be more accepting of the views of others. The are open for suggestion on their own views. They see the need for many colours, not just black & white. They are not afraid to mix as equals with people of different cultures. They value the opportunity to share faith in two way conversations that respect the opinions of the other person. Herangi concedes that Gen Xers can become indifferent to the impact of “un-Christian practices”.

Real leadership, not controlling authority

Gen Xers, Herangi writes, respond best to leaders who inspire through courage. He gives the examples of Peter Blake (NZ yachtsman) & Brother Andrew (Open Doors). They are cynical about leaders who sacrifice families and friends for the sake of their cause, or leaders who act as though their authority means ultimate lordship. Once again Herangi quotes from Braveheart: “Men don’t follow titles, they follow courage”.

Community and Sense of Belonging

Herangi writes about an awareness of the boundaries between neighbours in suburbs. Gen Xers choose small communities where people can be themselves rather than large communities where conformity is expected.

Implications

This list of values takes us to the heart of many points of contention between generations. Time and time again I’ve seen older leaders discount the contribution of emerging leaders, because of their lack of a driven work ethic. Likewise I’ve seen Gen Xers leaving churches in disgust as they see older leaders attempting to cover cracks in organisation or character.

No doubt churches or mission organisations started by these emerging leaders will exhibit characteristics that seem strange to older leaders with more traditional values.

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