 As we seek to engage Gen Z, the most diverse and global generation in history, we must continue to grow as multicultural leaders and organizations. I recently read a research study by international church planter, Mark McKinstry, that provided some powerful encouragement on multicultural leadership from the Bible. The following is an excerpt from Mark’s Thesis on how the leaders and church at Antioch modeled multicultural leadership:
Musvosvi (2010) wrote, “The church at Antioch was as close to being a model as one gets in its ability to understand and constructively deal with multi-ethnic situations” (p. 48). If this is the case, what did the leadership and membership look like? Some of our best clues are found in the words of the Bible. Luke, the author of Acts, describes the leadership team of the Church of Antioch, “Now in the church at Antioch there were prophets and teachers: Barnabas, Simeon called Niger, Lucius of Cyrene, Manaen (who had been brought up with Herod the tetrarch) and Saul” (Acts 13:1). Based on this, we know the Antioch Church leadership team was formed out of a multi-cultural, multi-lingual, multi-class group of people. Barclay (1957) explains the diverse team further, Barnabas was a Jew from Cyprus; Lucius from Cyrene in North Africa; Simeon was also a Jew but his other name Niger is given and, since this is a Roman name, it shows that he must have moved in Roman circles; Manaen was a man with aristocratic connections, and Paul himself a Jew from Tarsus of Cilicia and a trained rabbi. (p. 115) Regarding the leadership team, Steel (2018) commented, Paul and Barnabas were both Jewish but had been raised outside Palestine. Both were fluent in Jewish language and customs, but they also spoke Aramaic and Greek. Then there’s Manaen, a man who grew up with incredible opportunity and education within the household of Herod Antipas. Next there’s Lucius of Cyrene, from North Africa, who may have been one of the initial evangelists who arrived amid persecution and began \ reaching out to Greeks. And last but not least was Simon called Niger, who was most likely a black African. (para. 12) The unity of this diverse leadership team became a powerful symbol to the membership of the church and to the city where they lived (Steel, 2018). Additionally, the membership of the Church of Antioch was a reflection of the leadership team. The members were made up of multiple cultures, language groups, ethnicities, and social classes. When I interviewed Mark on my podcast, I asked him what lessons leaders today can take from the life of Barnabas, one of the key leaders on the multicultural team in Antioch. He encouraged:
Good questions for each of us to ask ourselves include, “How am I actively engaging those who are different than me or who disagree with me?” “How can I embrace the discomfort and learning that can come with diversity?” “How am I developing and encouraging a multicultural team around me?” Barclay, W. (1957). The letters to the Philippians, Colossians, and Thessalonians. Westminster John Knox Press. Musvosvi, J. (2010). Race, ethnicity, and tribal conflicts. Journal of Adventist Mission Studies,6(1), Article 5. Steel, D. (2018, July 25). What the diverse Church in Antioch can teach us today. Retrieved from https://www.thegospelcoalition.org/article/diverse-church-antioch-teach-today/
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 In the midst of what many are calling the "Great Resignation," record numbers of employees are leaving their jobs. In November 2021 alone, 4.5 million Americans quit their jobs. While there are a number of reasons for this trend, there are some steps leaders and managers can take to create a work environment that young adults find difficult to leave:
I am often asked how to remain motivated in leading young adults when they often leave an organization despite our best efforts. With this generation, we need to see every engagement as an investment into the future. Even if a young person moves on to another team or organization, they will take memories and lessons (good or bad) with them. May our legacy in the lives of the young people we work with be one of empowerment, wisdom, and encouragement.  Despite many schools and work activities being back in person, virtual classes, training, and work meetings continue to be a significant part of our daily interactions, and will likely continue indefinitely. As a result, we must constantly hone our virtual interaction skills. Her are four of my favorite tips for communicating and building relationships in virtual contexts.
-Tip 1: “Push” Important Info to Students/Team Members We live in a world where notifications and reminders help us focus on what is important amid the onslaught of information we encounter. As a result, we need to “push” important information to students and colleagues. Extra reminders to team members on upcoming meetings or tasks can be helpful. Students may need support as they navigate online learning. I do this by posting and emailing weekly updates, highlighting what is important in each module. During the first couple of weeks of class, or when there is a new type of assignment or activity, I post/send a special reminder or explanation, even though all this info is also clearly posted online. Students benefit from knowing what to focus on, understanding how to manage their time, and getting information that minimizes mistakes or confusion. -Tip 2: Be Present/Engaged In the online context, students and employees cannot “see” us the way they do in a classroom or office, so we need to be intentional to show we are present and engaged. We can do this by contributing to discussion on forums, liking or responding to comments, and making specific comments unique to each student or participant when responding. I also try to reference student comments or insights when giving video lectures or facilitating discussions to show I am paying attention to what they are saying and doing. -Tip 3: Be Personable/Authentic Being personable online requires us to really express our personality. Including some videos and facilitating live discussions helps convey our teaching style. I always host a virtual orientation the first week of class so we can see facial expressions and hear voices. We can let our personality shine through in videos, posts, and comments by sharing personal fun facts and stories or using emojis. Also, responding to employee or student needs and requests for help with empathy goes a long way toward building rapport. -Tip 4: Connect Individually Learn specifics about each student or team member, reference these, share resources they might find interesting given their interests, etc. I create an introduction forum and ask everyone to post a short bio during the first week of my courses. This helps me learn and remember names and backgrounds. Responding promptly to questions and creating times or opportunities for appointments if students or staff need to connect via phone or video chat communicates you are available to help them.  Almost two decades ago, futurist and inventor, Ray Kurzwelli stated, "We're entering an age of acceleration. Because of the explosive power of exponential growth, the 21st century will be equivalent to 20,000 years of progress at today's rate of progress; organizations have to be able to redefine themselves at a faster and faster pace."
As we look at the world around us today, we can see evidence of rapid change. Change in technology, society, and generations requires leaders and organizations to adapt and innovate. This month, I had the honor of sitting down and chatting about innovation with Jacob Hancock, Executive Director at Seeds Global Innovation Lab. To hear our full discussion, check out this month's episode of The Leading Tomorrow Podcast. Jacob gave the following definition of innovation: "proactively generating and executing new ideas that create value." He went on to explain, "If we solve for challenges in the future, we are so much more prepared than if we remain in a reactive posture." One of the challenges of innovation is the fact that it requires some tolerance of failure as we seek to learn what will work in a new context. William Pollard indicated why being willing to learn is so critical: "Learning and innovation go hand-in-hand. The arrogance of success is believing what you did yesterday will be sufficient tomorrow." As we consider engaging, equipping, and encouraging a new generation of young leaders, we must be willing to innovate and model what courageous learning and growth look like in a complex and rapidly changing world. Below I have listed some great resources on innovation, growth and design thinking! I encourage you to add one or two to your reading list for 2022! Resources on Creativity, Innovation & Growth: Creative Confidence: Unleashing the Creative Potential Within Us All by Kelley & Kelley Creativity, Inc.: Overcoming the Unseen Forces that Stand in the Way of True Inspiration by Catmull & Wallace Innovation by Design: How Any Organization Can Leverage Design Thinking to Produce Change, Drive New Ideas, and Deliver Meaningful Solutions by Lockwood & Papke Designing for Growth: A Design Thinking Kit for Managers by Liedtka & Ogilvie 101 Design Methods: A Structured Approach for Driving Innovation in Your Organization by Vijay Kumar  The Census Bureau reported that 48% of Generation Z is non-Caucasian. Today's youth and young adults represent the most diverse generation in our history. In addition, they live in a world of globalization and technology that connects us to diverse people in our communities and around the world. As we seek to engage the next generation in our ministries, workplaces, and communities, we must be leaders who value and embrace diversity, and who model effective multicultural leadership. This month, Charlotte Kassis and Bethany Peters joined me on The Leading Tomorrow Podcast to discuss tips and strategies for growing as multicultural leaders. Here are a couple of key takeaways from our discussion:
As we discussed multicultural leadership, Charlotte reminded us that it can be harmful to ignore differences that exist, to work alongside someone and not know their story. It is important to acknowledge diversity, appreciate it, and seek to understand the perspectives and stories of those who come from different backgrounds. It is also critical to ask ourselves, "Do my activities, interests, relationships, and learning pursuits show that I truly value diversity? How can I grow in this?" To hear the full discussion, check out this month's episode of The Leading Tomorrow Podcast wherever you listen to podcasts. May we continue to develop our cultural competency as we engage a diverse Generation Z!  Most of us are interested in ways to decrease stress, improve sleep, and stimulate brain growth and memory. And yet, research shows that silence does all of this and more. In a world where we carry our favorite music in our back pocket; engage in long-distance conversations anywhere, anytime; and listen to podcasts, audio books or funny Youtube videos on demand, silence is often elusive.
A recent study indicates that not only is silence difficult to find, but we actively avoid it. In an experiment where individuals were given the choice of sitting in silence with their thoughts, or inflicting an electrical shock upon themselves, the results were surprising. Even though participants had previously stated that they would pay money to avoid being shocked, 67% of the men and 25% of women chose to inflict it on themselves rather than sit quietly and think for 15 minutes. As we head into the busy holiday season, it is important to prioritize making some time for silence and rest. While it can be difficult to carve out or choose time for solitude and reflection, there are a few key reasons for us as leaders to do so: 1. Healthy Relationships Relationships are critical to our health and wellbeing. In today’s busy, digitally-driven world, our longing for deep relationships is greater than ever. Often we substitute noise and a sense of connectedness for true relationships. Writer Johnathan Franzen describes that “our infatuation with technology provides an easy alternative to love.” Ironically, it is often silence and solitude that allow us the understanding and peace to engage in deep, caring, healthy relationships more regularly. Thomas Merton, in No Man Is an Island, explains: “The man who fears to be alone will never be anything but lonely, no matter how much he may surround himself with people. But the man who learns, in solitude and recollection, to be at peace with his own loneliness, and to prefer its reality to the illusion of merely natural companionship, comes to know the invisible companionship of God. Such a one is alone with God in all places, and he alone truly enjoys the companionship of other men, because he loves them in God.” 2. Effective Leadership Leaders today are confronting increasingly complex problems in ever-changing environments. More than ever, we need time and space to clear the clutter from our minds and focus on the challenges we confront. Author and speaker, Sarah Ban Breathnach, explains, “Usually, when the distractions of daily life deplete our energy, the first thing we eliminate is the thing we need the most: quiet, reflective time. Time to dream, time to contemplate what's working and what's not, so that we can make changes for the better.” Kate Murphy, in her article, No Time to Think says, “You can’t solve or let go of problems if you don’t allow yourself time to think about them. It’s an imperative ignored by our culture, which values doing more than thinking and believes answers are in the palm of your hand rather than in your own head.” I would add that sometimes the answers are whispered in our heart. When we fail to listen, in silence and solitude, we may miss the best answers to issues we are facing. 3. Identity and Purpose In a study by anthropologist Emily Martin, an eleven-year-old girl from a broken home, who bounces between three households, explains that in each of these households the rules are different and so is she. Her identity, like that of many of us today, is defined by an external context. This translates easily into the virtual world, where our identities can be fluid and adaptable. Unfortunately, this also makes us vulnerable to confusion, depression, and a lack of confidence. Silence and reflection is the space where we can listen to our own heart and identify our identity and purpose. Carl Sandburg describes this beautifully when he says the following: “A man must find time for himself. Time is what we spend our lives with. If we are not careful we find others spending it for us. . . It is necessary now and then to go away and experience loneliness; to sit on a rock in the forest and to ask, 'Who am I, and where have I been, and where am I going?' If one is not careful, one allows diversions to take up one's time—the stuff of life.” As leaders, may we prioritize silence and reflection, benefiting from the rest and understanding that come from these disciplines. More importantly, may we model these critical practices for those younger than us who are in danger of living lives full of noise and distraction, without understanding the beauty and healing of silence and solitude.  The following is a guest contribution written by Gen Zer, Ariana Chaparro:
I have seen so many conversations and debates over text message turn into ugly arguments because of miscommunication. Texting has become one of the most prominent forms of communication, especially amongst the younger generations, but with that comes many good and bad things. One of the best qualities of text messaging is how easy it is to reach out to people. Instead of writing letters or waiting to use a house phone to make a call, we can just send instant messages whenever we like. That can make relationships (whether work-related or personal) much easier to form and manage. However, one of the negatives is how easy it can be for those relationships to be damaged by a misunderstanding through a text conversation. I'm in a group chat with a couple of friends. We like to have conversations and debates about different topics like politics, pop culture, and religion. While many of these tend to be lighthearted discussions about our perspectives, they can get intense. Sometimes we misread a message, or the punctuation and emojis make it hard to understand the tone of someone's comment. Maybe one of us accidentally skips over the part of a text that would have changed the whole conversation. These can lead to confusion, frustration, and sometimes anger, especially if we feel like something was said as an attack towards us when that's not what the other person meant. Things can get very messy, very fast. When we meet up in person or get on a phone call, things get cleared up so quickly. We can explain our meaning without reading between the lines or trying to figure out the tone the other person is using. Arguments that might have gone on forever over text can be solved in minutes over the phone or in person because it's so much more effective to express ourselves without the screen as a barrier. In some cases, we can use our screens as a barrier on purpose. We're afraid of showing emotions through our voice and face, so we hide them through texting. We feel as though we have more control over the situation when we can take our time replying and rereading everything that was said. I'll admit, I am guilty of this. It can be so much easier to speak your mind online than having to face another person in real life. We feel almost protected by the virtual wall that is between us and others. Being comfortable hiding behind this wall isn't healthy. It can cause tension and resentment towards others because we are not expressing how we feel correctly. While it's usually more convenient, texting is not the best solution to handling disagreements and conflicts with others. Yes, it can be easier. Yes, it can be more comfortable than facing another person. But shouldn’t we be okay with being uncomfortable for a short amount of time rather than losing friendships? Or risk hurting others and ourselves? Or being in a place of frustration and resentment because we cannot bear to lose this feeling of control we have? Next time you are talking to someone online or through text messages, and you get into a disagreement, pause for a second. If this is important to you, take the time to call that person or reach out to meet face-to-face. It might be uncomfortable, but it's better to solve these problems in a healthy way, rather than in an easy and possibly harmful way.  The following is an excerpt from my book, Daniel Generation. For special promotions on the English edition, Spanish edition, or audiobook, visit our website.
One significant key to healthy relationships is emotional intelligence (EQ). This consists of understanding our own emotions and those of others. Developing emotional intelligence and soft skills—those people skills that help you succeed in today’s work environment—often requires more intentional effort than it did in the past. Due to the increasingly virtual nature of our interactions at home, school and work, we experience significantly fewer face-to-face interactions than did previous generations. While Millennials and Generation Z individuals are especially adept at communicating online, valuable intimacy gets lost in virtual communications. Quantified Impressions reported that the average adult today makes eye contact between 30 and 60 percent of the time in conversation. Emotional connection is built when eye contact is made during 60 to 70 percent of the conversation. When there is less eye contact, fewer connections are made. Virtual connections, while valuable, cannot replace the emotional connection and sense of wellbeing that occurs with eye contact, touch and physical presence. So, what can we do to grow ourselves and help others grow in their EQ? Self-awareness is the first element of good emotional intelligence. This involves incredible honesty, authenticity and humility. Without self-awareness, however, relationships usually stagnate. Here are a few tips to consider for pursuing healthy self-awareness:
 “Sharenting” is a term that describes sharing about kids or young people online. “Sharenthood: Why We Should Think Before We Talk About Our Kids Online,” is a new book by Leah Plunkett. Plunkett argued that “sharenting” happens any time an adult in charge of a child’s well-being, such as a parent, grandparent, teacher or coach, transmits private details about a child via digital channels such as social media. Some of these activities clearly involve a public share, such as posting pictures of your child on Instagram, or blogging about your kids. Others seem to happen in private, but often end up turning your child into a set of data points, via fertility apps or Amazon wish lists, the use of a Nest cam, or photos stored on a cloud server. Though these platforms and devices aren’t necessarily exploitative, Plunkett argues that they involve adult decisions that accelerate a child’s entry into “digital life.”
A struggle for many of us is that we want to share about our kids for family and friends; cute kids are a positive feature on social media as compared to some other types of posts; they get likes and comments which make us feel good; and social media is now part of the world we live in. So, is concern over too much “sharenting” warranted? Tim Elmore shares a story on his blog that illustrates one of the potential dangers of too much “sharenting:” It all started when April, Christine’s youngest daughter, was five years old. Christine knew April would be their family’s last baby and wanted to document each milestone and comical moment of her childhood. By the time she was ten, April was avoiding photo ops; shying away from the camera. By 13, when she had a phone of her own, April witnessed on social media just how much mom had posted on both Facebook and Instagram. She felt violated. Eventually, as a teen, April requested her mom stop sharing photos of her. It was embarrassing and drew sarcasm from her friends. In my relationship with my own kids, I have seen the shyness or embarrassment on occasion that result when they realize I have shared something about them. It has made me realize that no number of likes are worth hurting my relationship with my kids. While kids may not need full agency to dictate what can be shared about them at a young age, we don’t want to violate their trust. It can be difficult finding the balance between honoring and celebrating or sharing, and jeopardizing trust. Another real factor is privacy and security. The BBC reported on a study by Barclays bank estimating that by 2030 nearly two-thirds of identity-fraud cases affecting today’s children will have resulted from sharenting. The bank warned that parents might be "lulled into a false sense of security" and fail to understand that they are making their children "fraud targets" in the future, by publishing so much personal information which will remain online forever. Tim Elmore shares some practical guidelines to consider as we share about our kids, grandkids, or other young people online:
 The following is a guest article, written by Ariana Chaparro. Ariana is a recent high school graduate and is now taking a gap year before college to explore different career paths and interests.
A few years ago, a friend of mine was going through a challenging situation. I knew about some of her struggles and wanted to share my thoughts and advice, but I was worried she wouldn't listen or would think I was judging her and turn me away. I truly cared about her and needed to find a way for her to see that. I knew she would only listen to me if she knew I was genuinely listening to her. Sometimes we're too quick to give our opinion, share our advice, or shut others down because we think they're wrong. Yes, sometimes the other person is wrong, or they do need our guidance, but there's a time and place for that. There are situations where we need to say something immediately, but other times we just need to listen, empathize, and try to understand where the other person is coming from. As time went on, my friend started to open up to me, and for a while I just listened. There were definitely moments I wanted to cut in and share my thoughts, but I waited. I learned that she did not need me to tell her the same advice that everyone was already giving her and opinions that others were already throwing at her. She needed someone to listen and honestly care about how she was feeling. She needed somebody to encourage her when no one else would. Eventually, she opened the door for my thoughts and advice, and she listened! She considered what I had to say because she knew I had the whole picture in mind, not just an outside view. Maybe you know someone going through a tough situation. Perhaps you have a friend who is living a lifestyle you think is wrong. Maybe you have a child who doesn't listen to what you say or fights back when you try to help. Take a step back. Look at the bigger picture. If you can’t see the whole situation or understand their point of view, ask them to show you. We cannot expect to reach someone when we don't really know where they are. It may take a while. It might be hard for others to open up because of things we've said before or past experiences with broken trust. There's a time and place for everything. Sometimes it's not the time or the place for us to speak, but to just listen. |
AuthorDr. Jolene Erlacher is a wife, mommy, author, speaker, college instructor and coffee drinker who is passionate about empowering the next generation of leaders for effective service! Archives
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