SERVANT LEADERSHIP APPLIED RESEARCH PAPER

MENTORING THE MILLENNIAL

___________________

A Paper
Presented to
Dr. George Hillman
Dallas Theological Seminary

___________________

In Partial Fulfillment
of the Requirements for the Course
SL 905

___________________

by
Richard T. Blackburn
April 2016
File #66

MENTORING THE MILLENNIAL

I currently serve as the pastoral intern for Grace Bible Church in Dallas, Texas,
working with the Young Adults Ministry. At Grace, our Young Adults ministry looks to foster
long lasting Christ-centered relationships with those who live, go to school, and work directly in
our community. Using the truth of Gods Word to infect the hearts and minds of our Young
Adults while providing them practical ways to practice what is being learned. Young Adults
ministry happens through weekly men and womens Bible studies as well as Sunday school,
intermixing those with special event nights throughout the semester to relax and get to know one
another. Each summer a mission trip is taken to Tran (Pronounced Troon) Bulgaria as Grace has
formed a deep relationship with Younglife in Bulgaria.
As the pastoral intern for Grace, my role has provided me the opportunity to deal with
the logistics of directing a ministry. Through the planning and execution of the weekly events or
international mission trips, I am afforded the opportunity to converse with many of our Young
Adults, allowing for them to share their desires and needs from the ministry that we provide to
them. The Young Adults ministry at Grace looks different than most churches. At Grace, we
have defined the term Young Adults to include those just out of college to around age 35. This
eclectic group of men and women come from all different backgrounds and currently live in

many different life stages. Some are single, some married with children, and some are divorced.
The Pew Research Center defines a Millennial as anyone born from 1980-2000.1 Such a large
span in age makes ministry difficult when so many life stages are involved.2 As a person who is
devoting his life to the church and its service, it becomes imperative that I understand my
contemporaries and how the churchs purpose and place has an impact in their life.
My continued involvement at Grace has made it apparent that a significant percentage of our
Millennials involved in Bible studies, come to Sunday school and attend our Sunday services.
Most Millennials are engaged in the one of the outreaches that we have designed to get them into
the community and to love those around them. Many of these Millennials come directly from the
college campus where there are many different organizations and activities, so jumping into the
events we have and outreaches we offer at Grace come naturally. For this project, my research
interest is in the mentorship of the Millennial who will soon be asked to assume leadership roles
at Grace Bible Church and how to best approach a mentorship program.
As part of my role as a staff member at Grace, I am constantly looking for ways to
better serve our Millennials through the ministry we provide as well as the opportunity to serve
each other and the community. In offering a mentorship program designed to develop leaders,
this not only benefits the Millennial but, how we conduct mentorship programs with future
leaders ultimately diffuses into the rest of our church body.

Pew Research Center, The Whys and Hows of Generations Research, Pew Research Center, last
modified September 3, 2015, accessed October 24, 2015, http://www.people-press.org/2015/09/03/thewhys-and-hows-of-generations-research/.
1

For the purposes of this paper, Millennials will be defined as a male between the ages of 22-35 as this age
range is what Grace Bible Church defines as a Young Adult and what research defines as a millennial.

The idea of mentoring and preparing the next generation of leader becomes
paramount when one begins to ponder the well-known fact that the Millennial aged male filling a
leadership position becomes the next voice in our church as well as our community. Several
questions then have to be answered. How do we at Grace effectively create a mentoring program
that will be beneficial and worthwhile to both the mentor and the mentee? How do you design a
program that is malleable enough to flex and change as the society changes, as technology
changes, as the way people relate to one another changes? More importantly, how does the
Millennial feel about mentorship and leadership in the church? These are just some of the
questions that have to be answered when looking at how to start a mentorship program with
Millennials.
The importance of this research in relevance to our mentorship program could not be
understated. The Millennial generation is going to be the largest generation on record and will
have a huge potential for impacting the generations to follow. Research by Derwin Gray author
of Limitless Life declares, 40 percent of children in America will grow up without a father in the
home.3 From there the statistics Grow even more sobering as drug and alcohol abuse,
behavioral disorders, teen incarceration and pregnancy rates all increase in teens and young
adults when a father has been absent.4 Having a mentorship program for Millennials fosters
growth in all areas of life not only leadership principles.

Derwin Gray, Limitless Life: You Are More than Your Past When God Holds Your Future. (Nashville,
TN: Thomas Nelson, 2013), 87-90, Kindle.
4

Gray, Limitless Life, 89.

As Americans, we have certain norms we want to establish in the next generation of

leaders. We want them to be the brightest most well learned; we want them to accomplish feats
never thought possible and to reach for the stars. We want them to lead corporations, schools and
churches with dignity and respect. We fail to give them the most basic of building blocks. We
send them to college to mature only to allow them to graduate four years later and just as
immature. We place them in positions of leadership and become frustrated when the millennial
fails. This failing is caused by a lack of training on how to act, how to respect others and more
importantly as leaders in the Christian Church we have not mentored them. A concerted effort
has to be made to keep Millennials already involved in the church, in the church. Recent polling
conducted by the Pew Research Center reveals Millennials, Arent returning to church because
they never went to church in the first place, or if they did it wasnt thought to be valuable to
them.5 Leveraging sincere and open relationships with older male mentors may just be the way
we keep them in church. We need a young generation of influential leaders, more importantly
though we need a generation of older males who would like to take responsibility for mentoring
those Millennials who so desperately need their guidance.
Abdication of the responsibility to mentor the Millennial is handing the Millennial
their Participation trophy and passing them on down the line. believes Jan Ferri-Reed6 As
believers, scripture calls us to mentor and disciple those younger than us. Development of the

Pew Research Center, Religion Among the Millennials," Pew Research Center, last modified February
17, 2010, accessed October 24, 2015, http://www.pewforum.org/2010/02/17/religion-among-the-millennials/.
5

Jan Ferri-Reed, "Three Ways Leaders Can Help Millennials Succeed," Journal for Quality &
Participation 35, no. 1 (April 2012): 18-19.

Millennial leader involves more than just leadership principles. The Millennial has to develop an
understanding of the theology of the church. Through mentorship, theology can be learned and
practically lived out as the mentor and mentee serve the church body together.
Over the course of this research paper, I wish to find out how to start a mentorship
program at Grace Bible Church for our Millennials. Through learning about the Millennial, those
who would be their mentors, and the programs and strategies that have been developed from
current research. A mentorship program can be designed to spur the growth of the Millennial in
leadership ability, in addition to their relationship with the Lord. I believe this research is
beneficial for information relating to the Millennial, while simultaneously allowing a program to
be developed to shape the leadership culture of Grace Bible Church for years to come.

Literature Review for the Problem

The Millennial generation is going to be the largest generation ever. A recent report
from the U.S. Census Bureau shows, 83.1 million Millennials currently reside in the United
States.7 A longitudinal study of the Millennial generation, by the Pew Research Group noted,
The Millennial generation represents a quarter of our nations population and surpassed our
largest generation the Baby Boomers in sheer number in 2015. Meaning, 30 percent of the

U.S. Census Bureau, Millennials Outnumber Baby Boomers and Are Far More Diverse, Census Bureau
Reports, CB15-113, June 2015.
7

6
American population lies between the ages of 18-34.8 For Grace Bible Church the Pew study
conducted on Religion Amongst Millennials is encouraging as the study would further explain,
Those who are part of religious affiliation such as the church are just as devoted to that belief
even though overall numbers in their contemporaries participating in a religious belief has
declined over the past decades.9 For Grace Bible Church this means the evangelical Millennials
in our church have committed to the church and its purposes. The focus of this research project is
the Millennial we have inside the doors of Grace Bible Church, those who are committed to the
mission and purpose of the church and who enjoy serving the body and communing with those
around them. The opportunity to change the future of the church and surrounding culture exists
by having strong Millennial leaders.
Millennials are often stereotyped as a selfie taking, Facebook posting, Netflix
watching generation who is infatuated with themselves. While this may be true for some, the
large part of the Millennial generation according to Kayla Rush and Kyle Smith, in an article
posted in Todays Christian Woman Want to engage the world experiencing what God has
created.10 Millennials are passionate about doing the activities they enjoy and serving in the
organizations where purpose and meaning are found. The Millennial expects to succeed as they
Pew Research Center, The Whys and Hows of Generations Research, Pew Research Center, last
modified September 3, 2015, accessed October 24, 2015, http://www.people-press.org/2015/09/03/the-whys-andhows-of-generations-research/.
8

9
Pew Research Center, Religion Among the Millennials," Pew Research Center, last modified February
17, 2010, accessed October 24, 2015, http://www.pewforum.org/2010/02/17/religion-among-the-millennials/.

Kayla Rush and Kyle Smith, What Millennials Need from the Church: Going Straight to the SourceMillennials Themselves, Todays Christian Woman, October 2014, accessed January 29, 2016,
http://www.todayschristianwoman.com/articles/2014/october/what-millennials-need-from-church.html.
10

7
Have been applauded and pampered their entire lives, becoming known as trophy kids,
according to Researcher Jan Ferri Reed.11 In a research study done by Achieve, an organization
that studies donation and volunteer contributions of Millennials noted, 84 percent of millennials
made a charitable donation in 2014. Studies like the one done by Achieve show that Millennials
believe in the impact to be had on the surrounding culture. The Millennial expects to be
supported in a desire to do what they are passionate about and what they show considerable
interest. Relationships are the foundation in the life of the Millennial especially those involved in
the church. Millennials desire to live out their passions in community with others who are
passionate about the same things.
However, this idea of involving others in community is somewhat restricted in
relation to the church as Most Millennials would like to bring friends to church, write Rush
and Smith, but are hesitant as they are not sure what the church might think.12 Rush and
Smiths statement points out a leadership issue in the church when the believer regardless of age
is uncomfortable to bring an unbelieving friend to church for fear of what might take place. The
church has to be a place where the Millennial feels welcome and comfortable enough to bring his
contemporaries.
The uncomfortable feeling the Millennial gets when deciding whether or not to bring
an unbelieving friend to church may stem from a lack of place within the structure of the church.

11 Jan Ferri-Reed, "Three Ways Leaders Can Help Millennials Succeed," Journal for Quality &
Participation 35, no. 1 (April 2012): 18-19.

12

Rush and Smith, What Millennials Need.

8
Seemingly, the church at large according to Rush and Smith has Unknowingly removed the
Millennial from deeper involvement in the church as the Millennial no longer feels they have a
voice in the church.13 A vast majority of these men have graduated from college, started postsecondary degrees, and work full time, but yet there really is no place for the Millennial to
Speak up and out believe Rush and Smith.14
Millennials are the most educated generation ever and have ideas and solutions to
effect positive change within the church. With competent counsel and wisdom from mentors the
Millennial would be primed for leading their generation well. On the same token, the knowledge
and insight Millennials could dispense to those older than them is invaluable. Mentorship of the
Millennial by a leader in the church provides a platform for discussion and idea sharing that
affects the mentee and has the power to shape the thinking of the mentor. Millennials desire a
forum to speak, and mentorship provides a safe environment to discuss a multitude of topics
without fear of condemnation or shaming. The purpose of mentorship is not a monolog by the
mentor but a conversation regarding all areas of life between mentor and mentee.
Passion and a desire for philanthropic outreach can go a long way but what does the
Millennial know about the foundational truths of Christianity. Research suggests, the
fundamental truths of Christianity may be lost amongst a majority of Millennials who claims
Jesus Christ as his savior. A survey from the Barna Group points out, 56% of Millennials
believe that Jesus committed sins here on the earth while only 56% percent would say confession

13

Rush and Smith, What Millennials Need

14

Ibid.

9
of sin and acceptance of Jesus Christ as Lord and Savior leads to heaven.15 This apathetic
approach to Christianity and overall lack of knowledge amongst believing Millennials
surrounding the core truths of Christianity is disconcerting. Knowledge like this only serves to
drive home the point that mentorship is more than teaching leadership principles, as it drives the
need for discussion about faith and religion. Faith and passion, tied together with clear purpose,
creates a strong leader.
The desire for community and a sense of place and purpose for the Millennial is
formed in every detail. Surveys conducted by the Barna Group in respect to what Millennials
want In the design of the church building, to the style of the sanctuary, to what is on the altar,
has found Millennials are drawn towards the smaller church setting the more traditional church
feel.16 The Millennial is consistent in their desire to feel intimately connected with those
around them. This wish relates to the notion that a Millennial in our church is looking for
purpose and identity in every activity. There is a concern as the church in a well-placed effort to
make itself relevant to the Millennial may have turned away its largest audience. For the
Millennial authentic relationship with others is paramount, the churches that create environments

Barna Group, What Do Americans Believe About Jesus? Five Popular Beliefs, Barna Group, last
modified April 1, 2015, accessed January 16 2015, https://www.barna.org/barna-update/culture/714-whatdoamericans-believe-about-jesus-5-popular-beliefs#.Vs-O9Y-cHIU.
15

Barna Group, Designing Worship Spaces With Millennials in Mind, Barna Group, last modified
November 4, 2014, accessed January 16, 2016, https://www.barna.org/barnaupdate/millennials/689-designingworship-spaces-with-millennials-in-mind#.Vs-dJ4cHIU.
16

10

for authentic fellowship and mentorship will have done well to serve the needs of the next
generation.
Outside of the church Millennials affect culture as nothing has stopped the Millennial
in pursuing their passion and purpose as many Millennials have delayed adulthood by moving
back in with their parents, begun to pay off student loans, and found any job available. As this
has happened researchers like Jeffery Jensen Arnett describe, Emerging Adulthood, as a new
stage between adolescence and adulthood.17 Arnetts research coincides with a 2010 Pew
Research study; reporting Millennials are Far less likely to be married or have children at the
same age as their predecessors.18
In contrast to popular opinion, the Millennial participating in the Young Adults
ministry at Grace Bible Church desires to find the one he loves, settle down, and have children.
However, the process of dating has become so complicated that even the basic biblical directives
on marriage have been confused. Culture pawns off traditional marriage as old fashioned,
uncool, and a barrier to achieving the Millennials goals and dreams. The biblical idea of dating
and marriage stands at odds with culture as culture views marriage as a relic of a bygone era.
Fortunately, God has given us the gift of marriage to represent the relationship
between us and His Son Jesus Christ. Biblical marriage between Christ and the believer allows
for freedom and a sense of fulfillment. The Bible tells us that, He who finds a wife finds what is
Jeffery Jensen Arnett, Emerging Adulthood: A Theory of Development from The Late Teens through
the Twenties, American Psychologist 55, no. 5 (May 2000): 469-480.
17

18

Pew Research Center, The Whys and Hows.

11
good and receives favor from the LORD (Prov. 18:22, NASB).19 Marriage is a blessing from
God. Why then do we have masses of young adults who believe the Word of God and follow the
Word to the best of their ability but yet the Millennial continues in singleness? The foundation of
marriage in the biblical context is synonymous with the word covenant an idea that is
misunderstood by the Millennial. Covenant is an everlasting promise between the Millennial, his
spouse, and God. He is to care and love his spouse until death does them part regardless of
circumstance. In the event, the covenant is broken a severe penalty will be paid (Matt. 19:6). In a
culture that is set on consumerism and pleasing the self, these two ideas lie at odds with one
another.
A prominent pastor and author Timothy Keller and his wife Kathy have written a
book dealing with the marriage relationship and how Today we stay connected to people only
as long as they are meeting our particular needs at an acceptable cost to us. When we cease to
make a profit that is, when the relationship appears to require more love and affirmation from
us than we are getting back then we (cut our losses) and drop the relationship.20 The Kellers
make an interesting point as in noting, the culture the Millennial lives in doesnt support the
traditional idea of covenantal marriage. Culture tells the young adult, once the passion is gone,
then one might as well move on to what makes them happy. In both dating and marriage, the

19

All citations, unless otherwise noted are from the New American Standard Bible.

20

Timothy Keller and Kathy Keller, The Meaning of Marriage (New York, NY: Dutton, 2011), 81-82.

12
Millennial is the leader, protector, and provider in the relationship.21 The purpose behind a
mentorship program at Grace would dispel the misnomers our culture has placed on the idea of
biblical dating and marriage through the life experiences and advice of a mentor. Having a
mentor to encourage dating between two believers with the purpose of marriage will only further
the maturation process and the leadership ability of a potential leader. As the mentee has to learn
to honor, love, and unconditionally care for someone else all of which are characteristics of a
great servant leader.
As the church has seemingly taken a back seat to the guidance and direction of
Millennial why now is the panic button being pushed? The church is coming to the conclusion
that something has to be done to affect change in the Millennial generation. The Pew
Research Center released this statement, One thing is clear; the next generation, todays
children and teens, will likely be shaped by very different influences and forces than generations
that proceeded it.22 The question clearly becomes what is the church doing about it? Is it going
to be the culture and influences of the world that shape our next leaders or the truth of God in the
Scriptures that molds our next generation? To engage the Millennial and to keep them engaged,
means communicating to them purpose and relevance to their lives. To teach them one has to do
the same. Much of what the Millennial has heard from the church growing up is related to the
grace and goodness of God. This message has become the soundtrack played in the minds of the

21

Gen. 2:24; Matt. 19:5; Eph. 5:2-33.

22

Pew Research Center, The Whys and Hows.

13
Millennial making the grace of God simply a get out of jail free card.23 The popular idea being,
once a person gains salvation, the new believer can continue to live the way the wish to live
while keeping Gods grace safely in their back pocket until needed. What hasnt been taught to
make the Gospel message trendy is the very real fact that God is a just and righteous in
everything He does. All people are sinners and will never compare to the perfect standard God
has set, leaving all in desperate need of His Grace. Kevin DeYoung in his magnificent book
Hole in our Holiness tells us, Theyve willingly embraced Christian Freedom but without equal
pursuit of Christian virtue.24 DeYoung calls out the Millennial who lacks understanding in the
Scriptures and the Millennials assessment of taking the grace and mercy of God while forgetting
about the judgment of God.
The Millennial believer has to understand that a person's natural bent are towards sin
and not the goodness of God. D.A. Carson brilliantly analyzes the human soul as he writes,
People do not drift towards holiness. Apart from grace-driven effort, people do not
gravitate toward godliness, prayer, obedience to Scripture, faith, and delight in the Lord.
We drift towards compromise and call it tolerance; we drift toward superstition and call it
faith. We cherish the indiscipline of lost self-control and call it relaxation; we slouch
toward prayerlessness and delude ourselves into thinking we have escaped legalism; we
slide toward godlessness and convince ourselves we have been liberated.25
Following the description by Carson, what remains of the believer is only a shell of what could
be and just the shadow of what God has called the leader of the church to be. At this juncture of
23

Rom. 6:1-15; Gal. 4:21-31; Acts 17:30-31.

24

Kevin DeYoung, The Hole in Our Holiness: Filling the Gap between Gospel Passion and
the Pursuit of Godliness (Wheaton, IL: Crossway, 2012), 18.
D.A. Carson, For the Love of God: A Daily Companion for the Riches of Gods Word. vol. 2, (Wheaton,
IL: Crossway, 1999), 23.
25

14

faith, believers fall into two basic categories. One side believes grace alone is enough to save
them and keep living life just a little bit better than before. Alternatively, the believer swings to
the opposite end of the spectrum believing it works that prove righteousness. The Bible tells us
neither of these is correct. New Testament author James the half-brother of Jesus talks about this
very issue. The conclusion that is made by James is that Even so faith, if it has no works, is
dead, being by itself (Jas. 2:17). The believer who understands the message of the Gospel
understands that it is only by the propitiation of Jesus Christ and His death and resurrection from
the grave that allows the sinner to stand blameless in front of a Holy God. This fact alone should
create a desire for the believer to live a life of submission to the will and ordinances of God
because of what Jesus did on the Cross. DeYoung states it brilliantly, God is working in us,
giving us the desire and ability to obey. We earn nothing. We are promised everything.26 The
message is once the person submits to the Lordship of God, repents for their sins, the full
measure of Gods grace is given to them (Titus 3:1-10). The love of God through the Holy Spirit
indwells the believer and should cause a change of heart and action. Believers have a new
mission statement and new purpose as followers of Jesus Christ. Carrying out that mission
statement is believing in the saving grace of Jesus Christ while loving the LORD and His Son
Jesus Christ wholeheartedly.
Throughout the Bible it is mentioned that wisdom and seeking out the wisdom of a
mentor should be prominent in the life of a young believer. The entire book of Proverbs is a
father writing to his son about a desire for him to gain wisdom and flee from folly. Solomon the
26

DeYoung, Hole in Our Holiness,18-19.

15
author of Proverbs writes, The fear of the LORD is the beginning of knowledge; Fools despise
wisdom and instruction (Prov. 1:7). This pleading of the father in Proverbs is a direct example
of the role of the mentor takes with the mentee in our culture today. As the church, we should
have the same plea for the minds of these Millennials. Relationships and the impartation of
wisdom are how we teach the next generation to be great leaders themselves. Wisdom in our
context is not only knowing the Word of God but knowing how to apply that knowledge to
everyday situations. Awareness of the Scriptures for the Millennial can only come through their
personal desire to learn and the teaching of a mentor. God holds precious the wisdom He has
revealed to us through the Bible. Believers are to seek out the guidance and wise counsel, found
on the pages of the Bible. Like the Ethiopian Eunuch, the Millennial can only understand and
know so much about the text without the guidance and wisdom of a spiritual mentor (Acts 8:2731). Mark Miller, the Chick-Fil-A Vice President for Organizational Effectiveness, says Think
of your quest for wisdom as a hunger that will never be satiated.27 One of the pitfalls of being a
young leader is there is no cache of wisdom to pull from when stepping into the role of a leader.
Without wise counsel, the young leader is doomed to fail or at least, ineffective as a leader.
Biblical directives are very clear in speaking to the mentoring of a child and training the child in
righteousness (Prov. 22:6). In training the Millennial, the mentor is the trusted advisor, confidant,
and spiritual leader of the Millennial. Through this relationship, the Millennial accrues wisdom

27

Mark Miller, The Heart of Leadership: Becoming a Leader People Want to Follow, (San Francisco, CA:
Barrett-Koehler, 2013), 77.

16

and knowledge for decision-making practices. Using the leader as a guide to refine the
knowledge that the Millennial possess, so at the right time, the right decision can be made.

Theme #1 -Character Based Decision Making

The amount of research done on the topic of leadership is astounding. Everywhere
one turns a different philosophy, a different five or ten step program to be a more effective leader
can be found. However, what issues rest at the center of the leadership problem that we are
facing when mentoring Millennials? Mark Miller makes the case, that, Successful leaders are
not defined by their skills and abilities but rather their character that leads to their ultimate
success as a leader.28 Usually, great leaders are outstanding at a certain skill and only develop
that particular skill for a particular position. What if the issue is less related to the Millennials
skill as it is to the Millennials character? The biblical idea that character is constantly under fire
is illustrated by author Tim Elmore as he uses the image of an iceberg to represent the skills and
character of a leader. Elmore imagines The bottom of the iceberg which represents 90% of that
iceberg as the character of the leader while the top of the iceberg or the 10% of the leader is the
skill the leader possesses.29 The illustration proves vital to the success of the leader as the leader
will be found out by his character and the decision he makes based on the character he has.

28

29

Miller, The Heart of Leadership, 1.

Tim Elmore, Habitudes: Images That Form Leadership Habits and Attitudes (Atlanta, GA: Growing
Leaders Inc., 2013), 1-3.

17

Longtime researchers and writer in the field of leadership, James Kouzes and Barry
Posner in their book The Leadership Challenge state, Leaders arent just speaking for
themselves when they talk about values that should guide decisions and actions.30 What Kouzes
and Posner have pointed out is the fact that a leaders character reflects on those whom the leader
serves. The leaders character establishes a set of values and morals with which he will lead and
serve. While simultaneously setting that same standard of values and morals for those he leads.
Once this has taken place, say Kouzes and Posner, it is important for the leader to enforce
those character traits they want to see embodied in the organization.31 In this case, most
Millennials entering into leadership positions in the church do not have a pool of wisdom on
which to draw. Author Jenny Blake, in her book Life after College explains the need for a mentor
to teach as she writes, There is no manual for the real world. In high school and college, we
have teachers, guidance counselors, and course requirements.32 The adolescent life of the
Millennial was spent under some form of rigid structure and instruction, where the expectations
and demands in all social and work settings are in place. Blake further explains, The minute we
graduate it seems we are immediately expected to understand where to go, and how to get
wherever is nexteven when we have no clue what next is.33 For the Millennial, there is much

30

James M. Kouzes and Barry Z. Posner, The Leadership Challenge: How to Make Extraordinary Things
Happen in Organizations,5th ed. (San Francisco, CA: Jossey-Bass, 2012), 17.
31

Kouzes and Posner, 57-61.

32

Jenny Blake, Life After College (Philadelphia, PA: Running Press Book Publishers, 2011), 7.

33

Blake, Life After College, 7.

18

freedom and fear that accompanies major life shifts. It becomes imperative Millennials have a
wise counsel in whom the Millennial can trust and rely upon when tests of character arise.

Theme #2 -Who are the Mentors

Most of this paper has focused on the Millennial and what he looks like, smells like,
and acts like but what about those who will be mentoring them. How does the mentor feel about
the Millennial generation and the challenges the mentor faces when trying to mentor the
Millennial? Lauren Stiller Rickleen writes, The generations before Millennials championed
social change, fought long and arduous wars, sent astronauts into space, married, raised children,
and envisioned a future for a greater America.34 Previous generation worked hard for everything
they earned and didnt take anything for granted. The Baby Boomers and Gen Xers are worthy
of praise for their years of hard work and time spent each day trying to provide a better life for
their children. The older generations have invaluable knowledge for the Millennial. The whole
point of a mentorship program is to allow people that share a common value system to come
together and to learn from one another.
In most cases the Baby Boomer and Gen Xer would define the Millennial as entitled,
lazy, immature, unreliable. Baby Boomers and Gen Xers see the Millennial as a spoiled child
who needs to fall in line, put in their time, show some respect for their elders, and then the
Millennial might have the opportunity to lead. While some of these statements may be true,

34

Lauren Stiller Rikleen, You Raised Us: Now Work with Us (Chicago, IL: American Bar Association,
2014), 8-10.

19
Rikleen believes, A large majority of the Millennial population likes to work and work hard for
the causes that they believe in.35 An enormous part of what the Baby Boomer and Gen Xers
could learn about the Millennial revolves around the facts that they already know. After all, the
same people that are the grandparents and parents of the Millennial are now their bosses and coworkers. Despite the fact that Baby Boomers and Gen Xers were helicopter and trophy awarding
parents, they have to understand that those whom they teach have to be encouraged. Adrienne
Fox in an article in HR Magazine reports, 60 percent of Millennials want to hear from managers
daily.36 The Millennials in our churches desire to hear from their superiors. Millennials need to
hear it from the mentors in whose opinion the Millennial respects. The Baby Boomers and Gen
Xers have a ton of wisdom and life experience to give to Millennials, and most Millennials
desire to hear it.
Most Baby Boomers and Gen Xers do not share this information through mentorship
as Sundeen, Raskoff, and Garcia have noted: Most volunteers mention a lack of time, interest
and health problems when it comes to reasons as to why they dont volunteer.37 In the church, it
is tough to find mentors for the Millennial who desirse a mentor as those elders, deacons, and
leaders in the church already have a busy schedule. Possible mentors are taking care of families,
spending time on business ventures and managing already busy schedules. Many mentors feel
35

Ibid., 139.

36
Adrienne Fox, Mixing it Up: With Four-almost five-generations in the workplace, tensions can arise
through misunderstandings and miscommunication, HR Magazine, May 2011, 25.

Richard A. Sundeen, Sally A. Raskoff, and Cristina M. Garcia, Differences in Perceived Barriers to
Volunteering to Formal Organizations: Lack of Time Versus Lack of Interest, Nonprofit Management and
Leadership 17, no. 3 (March 2007): 279-300.
37

20

time is crunched already throughout the course of and adding another meeting would be chaos.
Maybe just a little more encouragement towards mentorship is all that is needed. Much like the
Millennials a value and purpose communicates to the Baby Boomers and Gen Xers, the
significant impact had by the church. The payoff being the major impact had by the church for
generations to come, through the passionate leadership of those whom the Baby Boomers and
Gen Xers have mentored and trained.

Theme #3 -Whats Working

The final question needing answered lies in how to encourage the Millennial and the
mentor to become involved in a mentorship program at Grace Bible Church. There are many
different thoughts on how to get Millennials and mentors into mentorship programs with the
most successful relying on an ability to connect both parties to a profound sense purpose for the
program. A feeling that what the Millennial and mentor accomplish through meeting and
building relationship goes far beyond leadership principles and biblical directives. For both the
Millennial and the mentor purpose and passion have to be connected, both parties need a
willingness to grow and learn new things, and there has to be a sense that the relationship is
mutually beneficial to each party. The business sector of our country has come up with two
popular ways to conduct mentoring sessions. Appearing as the subject of a Harvard Business
Review article by Jeanne C. Meister and Karie Willyerd reverse mentoring Relies on the
opportunity for the Millennial to teach the mentor a skill to develop conversation and

21
relationship between the two.38 The article then explains the idea of group mentoring which,
Involves multiple mentors and multiple mentees allowing the mentee to not only learn from the
mentor but the peer as well.39 In all situations, it has to be noted that the Millennial desires a
deep connection to the mentor that allows for genuine feedback. Allowing the Millennial to
know the mentor loves investing in the mentee and that the Millennial plays a vital role in the
future success of Grace Bible Church.
For Millennials, mentoring is done best when a sense of community and a central
gathering place is created. Gathering in a similar fashion to how a family gathers to discuss
familial issues. Thom and Jess Rainer in their book The Millennials discuss the idea that, Even
though technology and the way Millennials communicate through the use of social media and
cell phones, Millennials still value relationships and a sense of family.40 The Rainers would go
on to say The best way to get a millennial involved in a service activity or ministry is a
relationship.41 As much as the popular thought may conclude that Millennials have devalued
relationship and dont enjoy connecting with others, this could not be a bigger fallacy.
Millennials value a deep sense of connection and purpose with every activity they do. Successful
mentoring of the Millennial has to show commitment to a purpose and passion behind leadership

Jeanne C. Meister and Karie Willyerd, Mentoring Millennials, Harvard Business Review, May 2010,
accessed January 12, 2016, https://hbr.org/2010/05/mentoring-millennials/ar/1.
38

39

Meister and Willyerd.

40 Thom S. Rainer and Jess Rainer, The Millennials: Connecting to Americas Largest Generation
(Nashville, TN: B&H Books, 2011), 147, Kindle.
41

Ibid., 105.

22

in the church. In the hope that the Millennial will then reciprocate what has been learned and
become a mentor themselves.
Getting the Millennial involved may be as simple as a personal invitation from a
leader in the church. Derrick Feldmann, Melissa Wall, and Jonathon Hosea researchers for the
Millennial Impact Report conducted in 2015 found, 84 percent of millennials made a charitable
donation in 2014 while 70% of employees spent at least one hour volunteering. The most
staggering statistic of them all comes from the fact that 46 percent of millennial employees
donated because they were asked.42 As leaders in the church, all we need to do is ask. When
asking, communicating the clear purpose for mentorship and the passion within current
leadership at Grace Bible Church to grow and shape leaders. There is no magic formula or 5 step
plan. We need to build relationships with those Millennials currently in the church. Fostering
relationships only prove to the Millennial that we value his input and desire to challenge him to
be the best.
For mentors, much is the same as the Millennials in recruitment process. Constant
communication with the mentor that the knowledge the mentor possesses is valuable and
beneficial to the mentee. There is no expectation for the mentor to have all the answers or be the
best father, business person, or deacon. The best mentors are the ones that have a genuine care
and show a passion for leading the Millennials of Grace Bible Church. The greatest point of

42

Derrick Feldmann, Melissa Wall, and Jonathon Hosea, Cause, Influence and the Next Generation
Workforce: The 2015 Millennial Impact Report (Indianapolis, IN: Achieve, 2015), 6-19.
http://www.themillennialimpact.com/files/2015/07/2015-MillennialImpactReport.pdf.

23

emphasis becomes the idea that leadership and becoming a great leader is not an overnight
process. Leadership has to be seen and practiced. Robert Clinton in his book The Making of a
Leader reveals, Leadership is a lifetime of lessons.43 Without the help and support of a mentor,
these Millennials will never realize their full potential as a leader. Millennials need a guide;
guiding them through the mundane and the difficult decisions all leaders face. The Bible is
overflowing with mentor/ mentee relationships and friendships. Titus 2:2 and 1 Timothy 3:8-11
are devoted to the expectations of a leader in the church. For the mentor, this is not a nice thing
to do but a biblical directive of what a mature leader in the church is called to do.
The research is clear that the Millennial is facing the world and a culture that is ever
changing. The need for the Millennial to be mentored and developed in leadership principles and
overall knowledge and wisdom from the Bible could not come at a better time. The Millennial
needs a place to grow and strengthen their personal character, so when their character test arises,
the leader is found worthy of the calling. Placing the Millennial in a relationship with a mentor
allows for deep training and the development of passion to serve the Lord and His church
steadfastly, in the ever-changing and increasingly hostile environment the church finds itself in
today. Action needs to be taken, and the opportunity for positive change could never be greater.

43

Robert, J. Clinton, The Making of a Leader: Recognizing the Lessons and Stages of Leadership
Development, 2nded. (Colorado Springs, CO: NavPress,2012), 33.

24

Solution to the Problem

Grace Bible Church has prided itself since its founding on having leaders who are
passionate, biblically trained, and of noble character. Currently, Grace is an aging church which
in the next few years will need a new generation of leaders to fill the lay leadership roles in the
church. As of now there is no formal method for the recruitment and training of new leaders. The
development of a formal leadership training process will serve to intermix both leadership and
mentorship to train new leaders for service in the church.

Purpose
Mentorship at Grace Bible Church exists to grow and shape the Millennials within
our church. Our desire is to raise up effective leaders in all aspects of their lives, by teaching
them to lead passionately from their knowledge of the scriptures and love of God. We are
looking to build young leaders who after one year of mentorship and leadership training will take
the opportunity to lead and serve the church to build a strong desire to commit to the continual
growth of leadership and mentorship ability. This increase in ability will come through the study
of Gods Word, leadership and mentorship materials.

Raising Support
Any time a new initiative or program is started support for the program within the
executive staff is vital to the programs success. Conversation with the senior pastor, executive
pastor, and young adults pastor will happen as these leaders have a direct influence on the

25

outcome of a mentorship program at Grace. Mentorship has been done in one on one setting for
some time at Grace, but a formal program has never been developed to handle mentorship and
leadership training on a larger scale. Being an elder and deacon led church their support of the
mentorship program is essential to our success. This proposal will be brought before the
respective boards and presented in hopes of gaining their support. The meeting with both the
executive staff and deacon and elder boards needs to discuss the purpose and goals of the
program, recruitment of leaders and mentees, budget issues and the evaluation processes in place
to determine the effectiveness of the mentorship program. Once support has been given from the
executive staff and deacon/elder board a leadership team will be developed to work directly with
the Millennials (mentees) in the program.
In raising support for this program, there is always the necessity to discuss the great
benefit of starting a mentorship program. As a church that always desires to be the best we can
be in our pursuit of the Cross, we have to train the next generation of leaders. By training the
Millennials to lead in the church, current leaders can help to start a strong mentorship program in
the church that has the potential to affect dozens of lives greatly. The effect to be had with this
first group of mentees and those to follow will only start the cycle of creating a leadership
culture within Grace Bible Church to raise the leadership abilities of all involved.

Developing the Mentorship Team

26

As the Young Adults intern for Grace, I have a passion for serving the church and the
Millennials which are the topic of this paper. In deciding who would take the charge of the
mentorship program at Grace several competencies were considered for the ideal candidate.
Some of those being a knowledge of the leadership field, an aptitude and ability to design and
implement a mentorship program, a thorough understanding of the leaders role within the
organizational chart of the church, and finally what compensation would be necessary for the
leader as the Pastor of Mentorship Development. Appendix A includes a ministry description for
the suitable candidate as the Pastor of Mentorship Development at Grace Bible Church. This
ministry description can be used by the executive staff of the church to determine the best
possible candidate based on relevant skills and competencies for the position. At this time, the
executive staff of Grace Bible Church has placed me in the role as the Pastor of Mentorship
Development.
The next action to take would be to recruit the remaining leadership team members
for the mentorship program. The leadership team needs to have members of differing skill sets
and ages to create a wider depth of experience in knowledge for planning this program. This
variation in age will also aid in the recruitment of the Millennial to the mentorship program as it
will be easier for the Millennial to relate to the younger team members, where a personal
relationship has been built. The members of the team will be decided on by the Pastor of
Mentorship Development and the senior pastor of the church. The members of this team will be
the senior pastor, Larry Job (Head of the Elder Board), Nate Fontaine (Deacon), Kevin
Goldsmith (Young Adults and Outreach Pastor) Kent Lawrence (Executive Pastor) and the

27

Pastor of Mentorship Development. Each team member has been selected based on previous
experience with mentorship and leadership training and their faithfulness to the Lord.
This team will meet once a month and as needed throughout the year to discuss
pertinent topics of the program. All members will need to devote adequate time and participation
to the team as their role is vital to the overall success of the mentorship program. As a team
member, each man will agree with the mission statement of the mentorship program which reads,
The mentorship development team will provide support to the Pastor of Mentorship
Development through the implementation and administration of the mentorship program at
Grace Bible Church. In the future when new group members are needed, the potential member
will have to be a member of Grace Bible Church in good standing, and pass an interview process
that will be conducted by the entire mentorship team, the Pastor of Mentorship Development and
the senior pastor. Each member will agree to a one-year commitment to the team beginning in
August and ending in May. At that time, the member will have the option to continue or make
their position available for a new team member.

Definitions
As the Pastor of Mentorship Development, I have come up with a proposed definition
of leadership upon which the group can adopt or amend. This definition originates from the great
desire to develop leaders through mentorship. The definition states, a leader at Grace Bible
Church will be a humble servant of the body as their influence mobilizes the body, to serve one
another and those in the community, continually seeking the development of future leaders as

28

humble servants of God. After defining leadership and what the end goal of the ministry will be,
it is important we define mentorship as well. This definition of mentorship is up for amendment
if the mentorship team so chooses. Mentorship at Grace Bible Church is to be conducted between
a mentor and mentee in one on one relationship, Bible Study, and small group learning sessions.

Responsibilities of Mentorship Team Members

Each team member will be required to take on one mentee for the entire year as part
of the team. Mentorship, as defined above, is to be a relationship between the mentor and mentee
where both parties can mutually benefit. The mentor will act as a guide and supplement to the
overall program in which the mentee is will take part. Their direct role is the encouragement and
teaching of the Millennial in a one on one setting as well as the class the mentor will teach once
during the year. The design of the program is such that the mentee will have multiple settings to
interact with their mentor. Such as dinner with the mentor family, or the mentors place of
business, to learn how biblical living takes place in both the professional and personal life of the
mentor. This openness fosters greater growth for the mentee as the mentee sees the biblical and
leadership directives of the program played out in the life of their mentor. At the end of the oneyear period, the mentor and mentee can continue to keep meeting, but no formal program will be
set aside for these sessions, as the mentor will have a new mentee he will be required to mentor.
At the start of the program, each mentor will be asked to read Building Leaders by
Aubrey Malphurs and Will Mancini as this program has been created with their knowledge and

29

insight into developing leadership programs at churches nationwide.44 This resource is valuable
as it will be the guiding force in how we mentor and develop leaders. Malphurs and Mancini
have created four categories in which mentoring will take place. Those four categories are,
Instruct, Model, Observe, and Evaluate.45 The team member will also be required to read a
book with the title Teaching to Change Lives: Seven Proven Ways to Make Your Teaching Come
Alive by Howard Hendricks.46 Each book is foundational for the directing of the team member in
order to pour into the lives of the mentees. Both books are available from the church library and
will be at no charge. A final desire for the team member is to take part in a DISC assessment to
learn about the personality and disposition of the team member to aid the understanding of the
team member in how they lead best.47 This effort is to create mentors that have a good grasp on
who their personality traits as mentors and leaders in both the church and their business lives.
The mentor will also be responsible for meeting once a month with myself for an informal
review and conversation on how we can better the mentorship process to serve better those we
are mentoring. At the end of the year, a formal evaluation of the team member will be done to
evaluate areas of strength and areas that will need further development. This review will take
place in June and will involve the senior pastor of the church.

44

Aubrey Malphurs and Will Mancini, Building Leaders (Grand Rapids, MI: Baker Books, 2004), 249-255.

45

Ibid., 155.

46

Howard Hendricks, Teaching to Change Lives: Seven Proven Ways to Make Your Teaching Come Alive
(Sisters, OR: Multnomah Publishers, 1987).
DiSC, DiSC Personality Tests, Personality Profile Solutions LLC, accessed April 4, 2016,
https://www.discprofile.com/what-is-disc/overview/.
47

30

Recruitment of Mentees
One of the single most important tasks that we have when starting a mentorship
process is the recruitment of the mentees that will be in the program. This process is not one to
be taken lightly or done hastily. It is well known that not all people are designed to be leaders
and that God has given each of us certain abilities to serve the body in different ways. The first
step in the process is prayer. Praying for the direction of the mentorship program, the mentor, the
potential mentees, and the church body as a whole. Seeking guidance and wisdom from the Lord
as we start the process of mentoring. Praying that each mentee would grow in relationship with
the Lord in a profound way and the necessary healing would be brought about for the mentee to
lead effectively upon completion of the program.
As a church, a crucial part of our ministry to the body and the community is the
recruitment and development of new leaders. We as a leadership team should always be looking
for talented people who love the Lord and want to serve His church faithfully. The recruitment of
new Millennial mentees will be on the part of the leadership team, the executive staff of the
church, and by recommendation of the elder and deacon boards. The recruitment process will be
conducted based on the recommendation of a Millennial by one of the groups listed above by
making it known to the Pastor of Mentorship Development, noting a Millennial possessing the
gifting and aptitude to be a leader in the church. The broader way of recruiting new Millennial
leaders will be done at the Young Adult Mens Bible Study each Spring. The final method for
recruitment will be done by those who will be in the first class of mentees this fall. Current
mentees will know best their friends and colleagues that will benefit from being part of the
program for the next years class. The key to recruiting new Millennials to this program will be a

31

persistent effort on the part of the mentorship team to recruit new mentees. Always looking for
the Millennial doing the right thing, making the effort to serve someone else, and one who
desires to learn through mentorship. When the Millennial is selected for the program, they will
be informed of the serious commitment being made, when accepting the invitation to join the
program. It will be important to encourage the new mentee as the mentorship team has selected
and to them due to their potential to be great leaders in the church for decades to come.
It needs mentioning that not all Millennials desire mentoring relationships. For
whatever reason he may not be at the correct life stage to take on a mentor and the program that
we have put in place at Grace Bible Church. It would be a waste of the churches resources to try
and mentor a Millennial that does not want to be a part of the program. This being said each
potential mentee will be asked to do an interview with the Pastor of Mentorship Development to
determine their aptitude for the program. A background check will be completed, and a formal
review of all applicants by the team members will be conducted each July. All applicants will be
notified of their acceptance to the program by July 31st of their enrollment year.
Upon admittance to the program, the new mentee will sign a written contract to abide
by the belief statements of the church, the churches mission statement and the mission statement
of the mentorship program. In signing the written agreement, the mentee will be made aware of
the fact that conduct detrimental to any member of the mentorship program, the church, and its
members and any outreach the church has partnered with would be grounds for removal from the
program and subject to church or law enforcement disciplinary action. This written contract may
seem excessive but in todays world, no precaution should be taken to protect the church and its
members from the realities of the world in which we live.

32

Mentee Placement
Each mentee will take the DiSC assessment to find out personality traits and
leadership abilities.48 This resource will help determine leadership style, passion, and gifting of
the mentee. Upon completion of the assessment, the mentee will have a better overall direction
for the ministry they are to be placed. The final step in this process will be for the mentee to
watch the videos and take the written test for Ministry Safe.49 Ministry Safe is an organization
that provides training aids in the prevention of child sexual abuse. The church currently requires
all volunteers and lay staff to go through this training so it should be a requirement of our
program as well. These tests and safety procedures have been put in place so that the mentee can
learn how to serve best the church and to provide services in a safe and efficient manner.
After the successful completion of the one-year program, the mentee will be placed
into a ministry that provides them with the greatest opportunity to succeed. Success will is
determined by their attitude and spiritual giftings along with a desire to serve with a passion and
purpose that comes from the mentee's desire to serve the Lord. Each mentee will have the
opportunity to meet with the Pastor of Mentorship Development to discuss the available
opportunities within the church for them to lead and which opportunity would be mutually
benefiting. If there are no open positions for the mentee to serve a position may be created to
DiSC, DiSC Personality Tests, Personality Profile Solutions LLC, accessed April 4, 2016,
https://www.discprofile.com/what-is-disc/overview/.
48

Ministry Safe, Reducing the Risk of Sexual Abuse in Church Programs, Ministry Safe, accessed April
4, 2016, https://www.ministrysafe.com/industries-churches.
49

33

provide services alongside the mentorship team in the recruitment and training of future mentees.
This problem, however, should be rare as our church is always in desperate need of qualified
leaders.

Leadership Development
Developing the mentee in leadership ability is the goal of this program and the focus
of this paper. Research leads to four competencies all leaders should possess. These
competencies come from the work of Aubrey Malphurs and Will Mancini, and they are,
Character, Knowledge, Skills, Emotions also known as Being, Knowing, Doing, and
Feeling.50 Each of these four divisions makes up the leader as a whole and are the basis of
evaluation for the successful leader. The character of a leader as discussed earlier in this paper is
the ability for the leader to subject himself to knowledge so the right decision will be made by
employing sound judgment and biblical wisdom. The character of the leader and how he
responds to every situation is crucial to the success of the leader. Many leaders today have a
lapse in their character and a subsequent fall from leadership. No matter how good the leader, the
character is always tested having the potential to destroy the leader if not worked on constantly.
For this program, the mentee will have to be teachable and willing to learn from his mistakes, if
not he may not be fit for leadership.

50

Aubrey Malphurs and Will Mancini, Building Leaders (Grand Rapids, MI: Baker Books, 2004), 147-51.

34
The second of the four is Knowing.51 This program will never teach the mentee all
that the leader needs, but aims to give them a solid footing in how to make their own decisions.
The student will learn how to study and read the Bible in its original context. The mentee will
learn how to work through the planning and coordination of different events. Most importantly
the mentee will learn about themselves and their giftings and how their abilities can best help
the church. They will develop a knowledge of the churches history and the plan for the future.
Leaving the program with a working knowledge of theology and the basis of Christianity and
other world religions. The key to knowledge is the mentee never stops learning and challenging
themselves to grow.
Doing is the third part of developing a healthy leader. This is where the rubber
meets the road as the mentee takes all of the classroom knowledge and skills learned in the
classroom and puts them into practice.52 The challenge for most seminary students and the
challenge for myself is how does the academic knowledge I have fit into the practical way the
world works. The challenge will be the same for these mentees in applying what has been taught
to the ministry they serve.
The final piece of the pie for a well-rounded leader is, Emotion or feeling. Emotion
and feeling being the most challenging part of the process for a man. Not because he is some
macho tough guy who cannot deal with emotion. It is a difficult process because there is no way
to measure this piece of leadership. An inability to regulate emotion does not mean emotions are

51

Malphurs and Mancini, Building Leaders, 148-49.

52

Malphurs and Mancini, Building Leaders, 149.

35
insignificant according to Malphurs and Mancini as the leaders, Mood and emotional climate
have the potential to disrupt the entire churches feeling or mood.53 Emotionally stable leaders
are great leaders as the highs and lows of leadership challenges do not get the best of them. This
area of a leaders life has to be developed through this mentorship program so we can send out
whole and capable leaders.

Learning Environments
This mentorship program encompasses several different learning environments to
mentor effectively and teach the mentee. The utilization of a traditional classroom setting, the
small group for Bible Study and prayer. One on one mentor meetings with evaluation of the
mentee. A significant portion of the mentorship program curriculum is self-led. Mentees will
engage a variety of books to build their overall knowledge of leadership principles and biblical
understanding. The opportunity to attend conferences to work on the spiritual well-being of the
mentee will be made available. At the end of the year, all mentees will be taken to Watermark
Community Church to watch their leadership team in service of the attendees and guests of
Watermark. The capstone of the program is a week-long mission trip to Bulgaria in July. The
mentees will be responsible for the design of the trip working with the Young Adults and
Outreach pastor at Grace. Each learning environment takes aim at building the leader through a
multitude of experiences and settings to challenge them to grow in the four competency areas
listed above.

53

Malphurs and Mancini, Building Leaders, 150.

36

The schedule has been designed for weekday classes and Bible Study to be held on
Tuesdays and Thursdays. Mentor meetings (One on One) will be held at a time that both the
mentor and mentee have agreed on and will meet the same time every week. A full listing of
events and classes can be found in Appendix B as a budget for all expenses for the mentorship
program is located in Appendix C.

Evaluation
Since this is the first time a mentorship program has been developed for Grace Bible
Church evaluation is critical for our knowledge of how to better the program. Evaluation starts
from the top down, as I will be evaluated at the 6-month mark and the one-year mark by the
senior pastor as well as the mentorship team. This evaluation will be part self-evaluation in
which I ask myself the areas in which I can improve in the four competency areas of leadership.
In addition to my self-evaluation, the same questions will be asked of me by my superiors and
those whom I serve alongside on the mentorship team. The information gained from these
evaluations will help better myself as a leader and will identify the areas in which I struggle and
those in which I succeed. For the mentorship team, I will evaluate each one of the mentors at the
6-month and one-year mark. The evaluation will look the same as the one I have to do for
myself. Each team member will evaluate each one of their peers and themselves and then will
have a meeting with myself to discuss the results. After the conclusion of all the one on one
evaluations, we will gather as a team to see in what areas we can improve in mentoring, teaching,
and leading those we serve.

37

The mentees will have a different structure for evaluation. Mentees will have constant
evaluation and feedback from their mentors and myself throughout the course of the program.
Evaluation of the mentee not meant to be overbearing but to encourage them towards right action
in all areas of their leadership training. Without evaluation and critique of the mentees, the
mentorship team would be encouraging bad behavior, while not rewarding good behaviors.
Millennials desire feedback, and that is what we plan to do. The mentee will be evaluated by
myself formally at the 3,6 and 9-month markings. During our meetings, I will ask the mentee to
reflect on the areas he feels improvement is needed. The process will be somewhat a selfreflective evaluation. I will encourage him with the growth he has made from the feedback of
myself and the mentors. Any issues that we have or places we feel the mentee needs to be
corrected will need discussion. The overall goal of the evaluation is not to harm the young
leader, but the opposite is true as we try to encourage and build them up.

Rewarding the Leaders

Rewarding those who lead is probably my favorite part of the mentorship program.
The mentorship team will work tirelessly to make this program a success. As their leader, my
responsibility is to reward them for their work. In doing so, we will have a year-end dinner at a
restaurant of teams choosing. Their spouses will be invited, and each team member will receive a
$100 Visa Gift Card to spend however the mentor pleases. Throughout the semester, I will
schedule times on my calendar to write them notes of thanks and encouragement to ensure the
mentorship team feels valued and appreciated. The mentorship team will take part in the leader
celebration put on by the church to honor all lay leaders.

38

The mentees will be rewarded and encouraged just as much as the mentorship team. Each
mentor will find one thing to encourage and motivate the mentee with each week when meeting.
At the conclusion of the program each mentee and their family will be invited to attend a
graduation ceremony. At this ceremony, the mentee will be honored for their commitment to
developing themselves as effective servant leaders in the church. The ceremony and dinner are to
be held in the commons area of the church, and the senior pastor will give a short message to
encourage the new leaders. Graduation will be a great time of celebration for the young leaders
and their families. Planning for this event will be done by Grace Bibles event coordinator Rachel
Marcello and myself.

Developing a Culture of Mentorship

The future success of Grace Bible Church relies on developing servant leaders. In
having mentors who are committed and passionate about developing leaders through mentorship,
we can inspire those who have been mentored to mentor others. After a couple of repetitions, a
culture of mentorship will be cultivated, and all servant leaders will have been trained by a
mentor. The idea being that Grace Bible Church becomes known for developing competent and
high-quality servant leaders through the mentorship program. Having Millennials in mentor
relationships with an older male is vital to their success in all areas of life. By creating this
program, we are bridging the gap between generations allowing for the younger generation to
learn from the older and the older to learn from the younger. This culture of mentorship has to be
created as the guiding and raising up of the next generation to serve God, and His church is vital
to the success of the church for generations to come.

39

Further Implications
The mentorship program defined above is only a small fragment of the vision for
mentorship and leadership training at Grace Bible Church. Eventually, the program would
expand to every ministry in the church. Having people involved in mentorship relationships
should be a foundational way to do ministry. Teaching the younger generations through the
experience of those older than them is vital to the raising of mature young adults. We cannot
simply pass them down the line hoping someone will train and lead them. The time to train and
teach is now. The program would benefit from the addition of leadership and mentorship experts
teaching classes and seminars to both the team members and mentees. The hope of the program
is that a few of the mentees involved in the program would pursue biblical studies at the
seminary level through classes paid for by the church. As the program moves into the future,
evaluation of the program will be vital to its success and the overall benefit to the church and its
members.

Closing Thought
The time is now to equip the next generation. By placing the Millennial in a
relationship with an older adult, and through the systematic study of leadership and biblical
directives, we can stem the tide between the Millennial and the church. Raising up a generation
of strong Christian leaders grounded in their faith and guided by its principals. These Millennial
leaders will be pillars of faith to their community, their church, and most importantly their

40

family. We at Grace cannot miss this opportunity to have a positive impact on the Millennial
generation.

BIBLIOGRAPHY

Arnett, Jenson Jeffery. Emerging Adulthood: A Theory of Development from the Late Teens
through the Twenties. American Psychologist 55, no.5 (May 2000): 469-80.
Barna Group. Designing Worship Spaces With Millennials in Mind. Barna Group. Last
modified November 5, 2014. Accessed January 16, 2016.
https://www.barna.org/barnaupdate/millennials/689-designing-worship-spaces-withmillennials-in-mind#.Vs-dJ4cHIU.
Barna Group. What Do Americans Believe About Jesus? Five Popular Beliefs. Barna Group.
Last modified April 1, 2015. Accessed January 16, 2016.
https://www.barna.org/barnaupdate/culture/714-what-do-americans-believe-about-jesus5-popular-beliefs#.Vs-O9YcHIU.
Blake, Jenny. Life After College. Philadelphia, PA: Running Press Book Publishers, 2011.
Carson, D.A. For the Love of God: A Daily Companion for the Riches of Gods Word. Vol. 2.
Wheaton, IL: Crossway, 1999.
DeYoung, Kevin. The Hole in Our Holiness: Filling the Gap between Gospel Passion and the
Pursuit of Godliness. Wheaton, IL: Crossway, 2012.
Elmore, Tim. Habitudes: Images That Form Leadership Habits and Attitudes. Atlanta, GA:
Growing Leaders Inc., 2013.
Feldmann, Derrick, Melissa Wall, and Jonathon Hosea. Cause, Influence and the Next
Generation Workforce: The 2015 Millennial Impact Report. Indianapolis, IN: Achieve,
2015. 6-19. http://www.themillennialimpact.com/files/2015/07/2015MillennialImpactReport.pdf.
Ferri-Reed, Jan. "Three Ways Leaders Can Help Millennials Succeed." Journal for Quality &
Participation 35, no. 1 (April 2012): 18-19.
Fox, Adrienne. Mixing it Up: With Four-almost Five-generations in the Workplace, Tensions
Can Arise Through Misunderstandings and Miscommunication. HR Magazine, May
2011, 25.
41

42

Hendricks, Howard. Teaching to Change Lives: Seven Proven Ways to Make Your Teaching
Come Alive. Sisters, OR: Multnomah Publishers, 1987.
Keller, Timothy, and Kathy Keller. The Meaning of Marriage. New York, NY: Dutton, 2011.
Kouzes, M. James, and Barry Z. Posner. The Leadership Challenge: How to Make Extraordinary
Things Happen in Organizations.5th ed. San Francisco, CA: Jossey-Bass, 2012.
Malphurs, Aubrey, and Will Mancini. Building Leaders. Grand Rapids, MI: Baker Books, 2004.
Meister, Jeanne C., and Karie Willyerd. Mentoring Millennials. Harvard Business Review, May 2010. Accessed
January 12, 2016. https://hbr.org/2010/05/mentoring-millennials/ar/1.

Miller, Mark. The Heart of Leadership: Becoming a Leader People Want to Follow. San
Francisco, CA: Barrett-Koehler, 2013.
Pew Research Center. Religion Among the Millennials." Pew Research Center. Last modified
February 17, 2010. Accessed October 24, 2015.
http://www.pewforum.org/2010/02/17/religion-among-the-millennials/.
Pew Research Center. The Whys and Hows of Generations Research. Pew Research Center.
Last modified September 3, 2015. Accessed October 24, 2015. http://www.peoplepress.org/2015/09/03/the-whys-and-hows-of-generations-research/.
Rainer, Thom S., and Jess Rainer. The Millennials: Connecting to Americas Largest
Generation. Nashville, TN: B&H Books, 2011. Kindle.
Rikleen, Stiller, Lauren. You Raised Us: Now Work with Us. Chicago: American Bar
Association, 2014.
Rush, Kayla, and Kyle Smith. What Millennials Need from the Church: Going Straight to the
Source- Millennials Themselves. Todays Christian Woman. October 2014. Accessed
January 29, 2016.
http://www.todayschristianwoman.com/articles/2014/october/whatmillennials-needfrom-church.html.
Sundeen, Richard, A., Sally A. Raskoff, and Cristina M. Garcia. Differences in Perceived
Barriers to Volunteering to Formal Organizations: Lack of Time Versus Lack of
Interest. Nonprofit Management and Leadership 17, no. 3. (March 2007): 279-300.
U.S. Census Bureau. Millennials Outnumber Baby Boomers and Are Far More Diverse.
Census Bureau Reports. CB15-113, June 2015.

43

Appendix A
Sample Ministry Description
Grace Bible Church, Dallas, TX
Position: Pastor of Mentorship Development
Purpose: This position is to increase our ability as a church to be used by God to achieve the purposes which
He has for Grace Bible Church in Dallas, specifically to make disciples of Jesus Christ and love people. Within
this position, this is done by mentoring and teaching Millennials how to be effective biblically trained leaders
in an ever-changing culture. This position will work with the senior pastor, the elders and deacons, staff, and
the mentorship team, to help guide, direct and lead the process of leadership development through mentoring.
Description: The Pastor of Mentorship Development reports directly to the senior pastor and will be
responsible for the following areas:
Responsibilities:
Meet with mentorship team to design and create an effective environment where mentorship can
develop new leaders.
Recruit and maintain the mentorship team, making sure to secure the best mentors and teachers.
Recruit top leadership talent from Grace Bible Church to be placed in the mentorship program and
trained to be an effective leader.
Develop a program that produces well-rounded leaders for the various ministries of the church.
Ensure the team member and mentees are rewarded for their contributions to the success of the
program.
Be the leader of research in the areas of mentoring and leadership training.
Be devoted to the personal study of the Word of God and developing as a leader.
Role Expectations:
Possess a personal belief in the Lord Jesus Christ as Savior.
Be in agreement with and actively support Graces stated mission and goals.
Be a person of great demeanor, creative, and sincere person who genuinely enjoys tasks and
individuals.
Be detail oriented and able to anticipate and troubleshoot potential problems before it becomes a
problem.
Skills, Knowledge and Abilities: Skills needed include those about organization, delegation, and supervision;
evaluation of the effectiveness of existing methods and procedures; operation of office equipment and
computer programs. Knowledge needed for organizational policies, mentorship development, leadership
development and an awareness of how to recruit top talent. Abilities include designing new programs for
effective practice, working well with others as part of a team, and steadfastness in seeing projects through to
completion.
Compensation: The job will be compensated according to the educational background and experience of the
candidate. Wages to be determined each year by the Pastor of Mentorship Developments annual performance
review. Eligible benefits will be discussed at final interview.

44

Appendix B
Master Schedule

May 2016:
Development of Mentorship Program
o Naming of Pastor of Mentorship Development
o Mentorship program supported by senior pastor, elders, deacons, and executive
staff.
o Reimbursement of Pastor of Mentorship Development agreed upon.
o Contract Signed
Recruit Mentorship Team
o Develop Purpose statement for Mentorship at Grace Bible Church
o Develop a definition of Mentorship.
o Develop a definition of Leadership.
o Develop processes for recruitment of Millennial mentees.
o Work with Budget (Appendix C)
o Develop list of outside teachers and speakers.
o Conferences and other outside curriculum.
o Meet with senior pastor to discuss the vision and plan for the mentorship program.
Mentorship Team:
o Read Building Leaders by Malphurs and Mancini.
June 2016:
Recruitment of Millennial Mentees
o Committee discuss those who will be recruited.
o Recruit
o Interview with Pastor of Mentorship Development
o Background Checks
o Interview all candidates with Mentorship Team and senior pastor.
o Continue securing teachers and outside speakers for Fall 2016/ Spring 2017 dates.
o Finalize budget
Speaker/ Teacher Reimbursement.
Books and Materials Cost for Mentees.
Year-end expenses for Graduation and honoring team members.
DISC and Network (Willow Creek)
Mentorship Team:
o Read Teaching to Change Lives by Howard Hendricks.
July 2016:
Finalize all speakers and outside guests.

45

Secure Classroom 105 for use for an entire year.

Print all materials for classes.
Finish any remaining interviews/background checks/final interviews
August 2016
Start of Program
o Speakers
Andy Wileman (History of Grace Bible Church)
John Elmore (Mens Director of re:generation, Watermark Dallas)
o Mentor Meeting
Meet mentor for the first time.
Have small Kickoff Party.
Mentors have one on one with the mentee.
o Mentees:
Complete DISC assessment
o Bible Study
Andy Wileman (TBD)
September:
o Speakers
Dr. Gene Pond (Hermeneutics/ Bible Study Methods)
Andrew Russell (Grace Bible Church) (Importance of Worship)
o Bible Study
Andy Wileman (TBD)
o Mentor Meeting:
Discuss Results of DISC and Network
Build Relationship
o Mentees:
Read Explicit Gospel Matt Chandler
October:
o Speakers
Tyler Blackburn (Purpose and Passion for Mentorship)
Tyler Blackburn (Biblical Character of A leader.)
o Bible Study
Andy Wileman (TBD)
o Mentor Meeting:
Discuss Bible Study Methods
Build Relationship
o Mentee:
Explicit Gospel Reading Due
Meet with Tyler Blackburn for Review
November
o Speakers:
Kent Lawrence (Missions)

46
Grant Skeldon (Initiative Network, Dallas)
o Bible Study:
Andy Wileman (TBD)
o Mentor Meeting:
Discuss Initiative talk over dinner at mentors house.
o Mentees:
Find Leadership article to read and write a report on missions.
Find ways to be a blessing to family over holidays.
Begin Planning for Bulgaria Trip

December:
o Speakers:
Larry Job (Witness in the Workplace)
Tyler Blackburn (Leadership Principles)
o Bible Study
Andy Wileman (TBD)
o Mentor Meeting:
Discuss practical ways to live out faith in the workplace.
Continue to build a relationship.
o Mentee
Write a four-page paper on what you have learned about leadership in the
church.
Serve by helping set up Christmas decorations around the church.
Planning for Bulgaria (Raise Support)
o Tyler Blackburn
Schedule time for mentees to visit Watermark to learn from their team.
January:
o Speakers
Jay Sedgwick (Legal Issues in the Church) (DTS)
Andy Wileman (Vison of Grace for the Future)
o Bible Study:
Andy Wileman (TBD)
o Mentor Meeting:
Discuss Legal Issues in the Church
Build Relationship.
o Mentees:
Read The Pursuit of God by A.W. Tozer
Field trip as a group on the 3rd Tuesday to Watermark to watch their
Porch ministry teamwork.
Raise Support for Bulgaria.
February:
o Speakers

47

Kent Lawrence (Mission Purpose of the Church)

Elder Board Member/Deacon Board Member (Function of the Boards)
o Bible Study:
Andy Wileman
o Mentor Meeting
Discuss how to stay consistently in the Word even when busy.
Build Relationship.
o Mentees:
Read He That is Spiritual
Attend Linger Conference in Dallas
6-month review by Tyler Blackburn
Raise Support for Bulgaria/Plan.
March:
o Speakers:
Tyler Blackburn (Leadership in the Church)
Dr. J Scott Horrell (Intro to Theology) (DTS)
o Bible Study:
Andy Wileman (TBD)
o Mentor Meeting:
Discuss Linger Conference
Discuss Dr. Horrell and how to live that out in life.
o Mentees:
Read Exploring Christian Theology
Raise Support for Bulgaria/Plan.
April:
o Speakers:
Dr. J. Scott Horrell (Intro to Theology) (DTS)
Keith Chancey (Evangelism) (Kanakuk Institute)
o Bible Study:
Andy Wileman (TBD)
o Mentor Meeting:
Discuss Dr. Horrell
Discuss Keith Chancey
o Mentee:
Read Reinventing Jesus by Komoszewski, Sawyer, Wallace.
Raise Support for Bulgaria/Plan.
o Pastor of Mentorship Development:
Plan Thank-You Dinners with Rachel Marcello.
Plan Graduation with Rachel Marcello.
Send out Graduation Invitations.
May:
o Speakers:
Bill Bryant (A life lived for God) (DTS)

48

o
o
o
o

June:
o
o
o
o
July:
o
o
o
o

Tyler Blackburn (Purpose of Life)

Bible Study:
Andy Wileman (TBD)
Mentor Meeting:
Discuss Leadership principles learned.
Mentee:
Read: The Entrusted Leader by Hollis Jones.
Raise Support for Bulgaria/Plan.
Everyone:
Graduation of Mentees (Family invited)
Thank-You dinner for mentorship team and spouses.
Review of mentorship team members
Consideration of overall program
Recruitment of next class.
Interviews/Backgrounds Checks/Final Interviews
Work with Budget
Recruitment of Next Class
Interviews/Background Checks/Final Interviews
2016-2017 class Mission Trip to Bulgaria. (July 10th 17th)

49

Appendix C
Budget Fiscal Year 2016-2017

MENTOSHIP PROGRAM PROPOSED BUDGET (FY 2016-2017)

Expense
Cost
Who
Educational Supplies
$1,200.00
Student Books
Office Supplies
$1,000.00
Mailings, Envelopes, Etc.
Teacher Reimbursment
$1,000.00
Outside Teachers
Teacher Dinners
$400.00
Teachers and Tyler
Graduation w/Dinner
$800.00
Mentees and Families
Thank-You Dinner
$600.00
Mentor Team/ Spouse
Mentor Visa Gift Cards
$600.00
Mentors
Linger Conferene
$1,068.00
Everyone
DiSC Profile
$1,350.00
Team Mem./Mentees
TOTAL $6,668.00
Notes on Proposed Budget:
1. Student Books will be kept by the program upon completion of the program by the
student. Any damaged books will be replaced by the student.
2. Office Supplies include all Grace Bible Church letterhead and Graduation mailings.
3. Teacher Reimbursement covers the cost of the 10 teachers at $100.00 per event.
4. Teacher Dinners covers the cost of dinner between Tyler Blackburn and the Teacher.
5. Graduation W/Dinner will cover all graduation-related expenses (I.E. Flowers/setup) as
well as a BBQ dinner hosted by the church.
6. Thank-You dinner includes the mentorship team, senior pastor, and their spouses for a
dinner at a Dallas restaurant or up to $30.00 a person.
7. Mentor Visa Gift Cards are to be $100.00 a mentor for their personal use.
8. Linger Conference is a local conference held at Watermark Community Church and will
be paid for by Grace Bible Church for all program mentees and members to attend. If the
mentee would like to bring someone else such as a spouse that can be arranged as part of
our group fee but will be paid for by that mentor or mentee, not the church.
9. DiSC Assessment would come as a package deal that would allow for 100 assessments to
be done for the fee listed in the budget.

50