By Carey Nieuwhof: When you’re in the middle of a disruption, it’s hard to know exactly what’s changing, let alone how deeply or permanently things are changing.

As 2020 soon draws to a close, there are three numbers that, at least for me, show how quickly, radically and perhaps permanently the church is changing.

As you look through these numbers, you may feel the temptation to explain them, dismiss them or even come up with reasons why the trends don’t apply to you.

I get it. And I empathize.

I’ve heard so many leaders spend 2020 saying things like

People have always gathered in person, and they’ll gather again as soon as possible.

I’m the exception to the rule. I can get people to come back. 

This is the CHURCH…in-person gatherings are here forever. 

These numbers below paint a different story. One that wise church leaders may want to act on now while there’s still time to pivot.

In this post, I shared 5 reasons the church has left the building and where future church attendance is heading.

Even when the truth isn’t what you want to see, the truth is still your friend.

There are so many numbers floating around right now, but these three in many ways clarify the trends we’re seeing right now. And, as shocking as they are, they can help you prepare for a very different, but also very promising, future. At least that’s my hope.

Even when the truth isn’t what you want to see, the truth is still your friend.

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1. 36%: The Average In-Person Attendance For Reopened Churches

In Tony Morgan’s Q3 UnStuck Church Report, he shares that among churches his team surveyed, in-person attendance is 36% of what it was pre-COVID.

No leader entered 2020 saying “I hope we’re at 36% of where we are right now by the end of the year.” But that’s exactly what’s happening.

No leader entered 2020 saying ‘I hope we’re at 36% of where we are right now by the end of the year.’ But that’s exactly what’s happening.

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What makes this more interesting is who was in the survey.  Of the 261 churches Morgan’s team surveyed, 34 churches were under 100 in attendance and 34 were megachurches. The average pre-COVID attendance of the surveyed churches was 961. This means that the report skews to much larger churches than average (961 is more than four times the size of most churches in America), and perhaps churches that were experiencing more momentum than average (being previously at almost 1000 in attendance).

For sure, you can find cases of churches who have seen 50% in-person attendance rates, and I’ve heard of a few that top 70%. But again, no one started the year thinking “losing 30% would be such a win”.

I’ll also give you the fact that at some point, those numbers will rise again after COVID disappears.

But before you pull out the streamers and party hats, read a little further. Other trends from our friends at Barna show more deeply seeded trends that will play out in the future.

The Q3 Unstuck Church Report also revealed that only 21% church leaders agreed that they have a “well-defined digital ministry strategy to engage with people who are outside the church and outside the faith.” In other words, almost 80% don’t.

Only 21% church leaders agreed that they have a well-defined digital ministry strategy to engage with people who are outside the church and outside the faith. In other words, almost 80% don’t.

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There’s a lot of work to do here.

There is evidence a lot of church leaders are stuck right now in the emerging trap of doing nothing well as they straddle both in-person and online ministry. I outline 3 reasons why that’s such a dangerous trap in this post.

So what’s the take away?

Most church leaders have the highest levels of staff and budget going to an area where they are seeing the lowest returns. That’s not a sustainable long-term strategy.

Most church leaders have the highest levels of staff and budget going to an area where they are seeing the lowest returns. That’s not a sustainable long-term strategy.

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2. 41%: The Percentage of Gen Z who primarily prefer physical gatherings post-COVID

So how many people are coming back to in-person gatherings when COVID is over?

Apparently fewer than you think. And fewer than you’d hope.

According to a Barna/Stadia survey, only 41% of Gen Z say that when COVID is over, they want to return to primarily in-person worship. 42% of Millennials say they prefer primarily in-person worship. Which means, of course, that the majority don’t.

41% of Gen Z say that when COVID is over, they want to return to primarily in-person worship. 42% of Millennials say they prefer primarily in-person worship. Which means, of course, that the majority don’t.

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It’s easy to think “Well, this is just an unprecedented year. Things will get back to normal soon.”

Maybe, except it’s hard to go back to normal when normal is disappearing.

It’s hard to go back to normal when normal is disappearing.

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The very low attendance numbers that many church leaders often dismiss as medical (i.e. caused by COVID) may actually be a much deeper cultural and generational shift than we realize.

A further drill down shows that parents are looking at hybrid options (combination of in person and digital) more seriously than non-parents. And that women are more open to digital church than men.

The very low attendance numbers that many church leaders often dismiss as medical (i.e. caused by COVID) may actually be a much deeper cultural and generational shift than we realize.

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Crisis is an accelerator, and so many of the trends we’ve been seeing over the last few decades are now happening faster than ever, in real time.

The digital genie is out of the bottle.

Your church is still around. The church is still around. It’s just  leaving the building.

Here’s the challenge with not changing: vaccines can’t solve cultural and generational shifts. Innovation will, but vaccines won’t.

The digital genie is out of the bottle. Your church is still around. The church is still around. It’s just leaving the building.

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3. 30%. The Percentage Point Gap Between Boomers and Gen Z

Have another look at the chart above in point #2. You know who really desires physical gatherings?

Boomers.

71% of Boomers say they want primarily in-person church attendance after COVID is over. For Gen Z, only 41% prefer primarily physical gatherings in the future. That’s a 30 point gap.

71% of Boomers say they want primarily in-person church attendance after COVID is over. For Gen Z, only 41% prefer primarily physical gatherings in the future. That’s a 30 point gap.

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A 30 point gap is a large gap…and here’s how it might be impacting your leadership.

First, the average senior pastor is a Boomer. According to a Barna survey, the average age of the senior pastors in America in 2017 was 54. That’s an almost four year old statistic, which would now push that average age into the late fifties.

Look at the composition of many church boards, senior leadership teams and key donors (or even volunteers), and you might get some group-think going based around your own personal preferences: doesn’t everybody want to come back to attend in person?  According to this research, that’s exactly how older adults would think.

Except it’s not reflective of anyone under age 55.

If you think Gen Z is an anomaly, again, look at the chart. Only a minority of Millennial, GenZ and even Gen X want to primarily gather in person in the future.

The changes happening right now in church attendance preferences are not just cultural, they’re generational.

The changes happening right now in church attendance preferences are not just cultural, they’re generational.

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So what can you do?

First, get some young leaders around your table. Don’t just get them sharing opinions…get them making decisions.

Second, rethink the allocation of resources you’re spending on in-person gatherings versus online ministry. You’ll make your own choices, but most churches are spending less than 10% of their time and budget on the very thing that will probably give them the greatest potential for the future—a strong online presence.

In many ways, this confirms what you already know. Regular church attendance has been dropping for decades. The crisis appears to have accelerated that.

In person isn’t going away. But it likely won’t play the role it used to even as recently as a year ago.

If your mission is to fill buildings, then keep going with your current strategy. But if your mission is to reach people, it might be time to rethink things.

For the full Barna Report how the generations are processing this moment and the future,  you can go to Barna.com/DigitalChurch and download the “Six Questions About the Future of the Hybrid Church Experience” research report  (Using the code CAREY10 will give you a discount on the report or Barna Access. Thanks to Barna for providing this for our leaders.)

If your mission is to fill buildings, then keep going with your current strategy. But if your mission is to reach people, it might be time to rethink things.

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Flex, grow and thrive moving into 2021

Yes, there’s a ton of change happening right now. And it’s exhausting.

There are 5 different ways a leader can respond to change, and each means a different outcome for their organization. With the free Pivot-Ready Cheat Sheet, you’ll find out: Which kind of leader you areWhat it means for your organization; andThe mindset that will propel you into a new (and better) future

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Flex, grow and thrive moving into 2021

Yes, there’s a ton of change happening right now. And it’s exhausting.

There are 5 different ways a leader can respond to change, and each means a different outcome for their organization. With the free Pivot-Ready Cheat Sheet, you’ll find out: Which kind of leader you areWhat it means for your organization; andThe mindset that will propel you into a new (and better) future

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What Do You See?

I know this is really tough stuff…I get it. And nobody signed up for it.

But here we are together trying to figure it out, so let’s focus on the possibilities and potential of the future.  I’d love to hear from you!

What are you watching right now that’s helping you get ready for the future?

Scroll down and leave a comment!

The post 3 Shocking Statistics That Show How Quickly, Radically (and Permanently?) Church Is Changing in 2020 appeared first on CareyNieuwhof.com.

Source: 3 Shocking Statistics That Show How Quickly, Radically (and Permanently?) Church Is Changing in 2020

The post 3 Shocking Statistics That Show How Quickly, Radically (and Permanently?) Church Is Changing in 2020 appeared first on Passion for Planting.

by Carey Nieuwhof: As you may have noticed, there’s a bit of tension in the workplace and in the culture these days.

Younger leaders are complaining (a lot) about older leaders (who are often their bosses).

Older leaders are complaining (a lot) about younger leaders.

The ‘Okay, Boomer’ moment happening in our culture right now is just the tip of the iceberg but it crystallizes what young leaders are feeling about older leaders.

I’m one of those older leaders. As a Gen X myself, I’ve been at countless breakfasts and meetings with people my age or older who, about a decade ago, started complaining about younger leaders.

More recently, I’ve heard an equal number of younger leaders (the bulk of my readers are leaders under the age of 40) complain about their bosses and how frustrated they are with older leaders.

It shouldn’t be surprising then that, as revealed by a Gallup study, 70% of US employees are disengaged at work.

So, I decided to do a survey to get more feedback on what’s really going on.

According to the recent Gallup study, 70% of US employees are disengaged at work.Click To Tweet

I Surveyed Over 900 Leaders

I recently survey over 900 leaders about their experiences with the opposite generations at work. Rather than trying to get statistics, I solicited feedback. Attitudes. Stories. Perspectives.

And I did I get an earful from all sides.

I heard from CEOs, entrepreneurs, engineers, pastors, lawyers, office managers, teachers, accountants, project managers, church staff, EAs and many other kinds of leaders.

I asked younger leaders (Gen Z and Millennials) to tell me what frustrates them about older leaders (Gen X and Boomers), and older leaders to tell me what frustrates them about younger leaders (that post comes out next in this series).

To get us started, I asked Millennials and Gen Z respondents to complete this sentence:

My biggest complaint about older leaders at work is…

Well, they told me. Wow.

I mean I knew anecdotally from conversations with leaders that there were challenges. I just had no idea the animosity and frustration ran so deep.

So what’s going on?

Honestly, some of these criticisms hurt. But if you ignore feedback that hurts, you’ll stop growing. Leaders, being willing to hear what’s wrong is a first step toward making things right.

There’s a lot of misunderstanding, tension and miscommunication in the work place. I’ll share some strategies at the end of this post on how to handle that.

Ready to hear the complaints?

Brace yourself. Here we go…

Leaders, being willing to hear what’s wrong is a first step toward making things right. Click To Tweet

#1 They’re Not Open to Change 

When you read through the hundreds of responses I got from younger leaders about their bosses, the refrain was almost unanimous.

The #1 complaint about older leaders by younger leaders (by FAR) is that older leaders aren’t open to change.

Here are just a smattering of direct quotes from  young leaders about their bosses and older co-workers:

Stuck in their ways with tons of blind spots and no willingness to listen or learn. Which breeds no hope for change.

Not willing to let go of the way things were done 30 years ago, let alone 10.

Most of them what do to do it the way it always been done. I actually heard that from them.

They want everything done the way they did it in the 80’s and 90’s while saying they want innovation and freshness.

They have so much history behind them, they don’t want to try something because they did before and it didn’t work.

Living in the past, as if it were better than the future possibilities.

Change is a dirty word for older leaders.

The #1 complaint about older leaders by younger leaders is that older leaders aren’t open to change. Click To Tweet

To a certain extent, I get it. Older leaders bring a lot of experience and wisdom to the table.

At least I hope I do as a 50+ leader myself. So it’s easy to want to think we know what someone 20 or 30 years our junior doesn’t.

But, you have to admit leaders…things are changing quickly.

Two quick realities about change.

First realize the past has a nostalgia the future never does. You remember the good parts of the past, but tend to minimize the bad parts or how challenging it was.

Change takes as much courage now as it did then. Change may have been easier then because you were younger, but it’s just as important now as it was when you were 23. Maybe even more so. Why?

Because the gap between how quickly you change and you quickly things change is called irrelevance. And things just keep changing faster and faster every year.

Ignore that and you lose out on more than you think.

Guess what young leaders who see older leaders as irrelevant tend to do? They leave.

Which explains a lot of what’s happening these days. If you won’t change, young leaders will find someone who will.

If you won’t change, young leaders will find someone who will. Click To Tweet

#2 Older Leaders Are Inflexible

Again and again, young leaders complained about how inflexible their bosses and older colleagues were. Again, here are some direct quotes from young leaders:

Set in their methods, not flexible in how work gets done.

They refuse to let go of their power/authority/decision-making rights.

On the occasion that they do give up their rights, they are quick to take them back when things don’t go exactly the way they wanted.

Not forward thinking, not engaging the next generation, not adventurous.

Inability to be flexible and understand that a flex schedule, working from home, having informal meetings to discuss ideas are all a benefit to productive work, and that doesn’t mean that I’m not a hard worker or slacking off.

While there’s a lot in these comments, read that last comment again.

There’s a rising tide of young leaders who want a flexible workplace.

For so many reasons, 8-4 doesn’t work anymore in an era of wifi, cloud-based computing and smart phones. In an age where you don’t have to go to the office because the office goes to you, way too many leaders are still living like it’s 1997.

Why do you need to be in at 8 when there’s no need to be?

Tomorrow on my leadership podcast, I’ll bring on two of my young team members and we’ll talk about how to lead a thriving team with no office, timesheets, or regular in-person meetings.  Believe it or not, it works. Amazingly well. (You can subscribe for free to my podcast here. Watch for Episode 306 when it goes live.)

A virtual office or team may not be right for you, but just know this: the future workplace is a flexible workplace.

If you don’t flex your methods, you’ll sacrifice your mission.

The future workplace is a flexible workplace. If you don’t flex your methods, you’ll sacrifice your mission. Click To Tweet

#3 They Think They Know Everything

This was a surprising finding on both sides. Young leaders think older leaders are arrogant. Older leaders think young leaders are full of themselves (more on that in the next post).

Here’s what young leaders wrote about older leaders:

Their way is the ONLY way.

They rarely understand what I’m saying.

A lack of curiosity — they’ve figured a lot out already.

They mention my age a ton. They’ll make off-handed comments about me being young. Though they have more experience than I do, they think they know more about social media than I do. There’s not an acknowledgment of areas where I have expertise where they don’t.

They don’t ask good questions or hear all the voices in the room.

Pride is a problem for so many of us in leadership.

Note to self: Older leaders, if you think you know all the answers, don’t be surprised if the next generation stops asking questions and simply leaves.

Older leaders, if you think you know all the answers, don’t be surprised if the next generation stops asking questions and simply leaves. Click To Tweet

#4. Too Many Rules

Ah rules. Chances are you didn’t like them when you were a young leader.

The next generation feels the same way.

Here’s what young leaders said about their bosses:

They’re more concerned with policy than people.

They are hesitant to make changes and try out new ideas. They are led more by policy and procedure than by passion.

Develops and mandates policy to manage exceptions.

Their rigidness on older rules . i.e. Tattoos in the work place.

I’m not against all rules or guidelines. You need to have a few parameters.

But here’s what’s true: Rules are often a substitute for real leadership and open conversations. They’re also a substitute for trust.

Rules are often a substitute for real leadership and open conversations. They’re also a substitute for trust. Click To Tweet

More and more organizations are moving to flex hours, flexible holidays (pick your own vacations), and outcomes-based leadership. In other words, they’re dropping old rules.

Regardless of where you land on that (I keep rules to an absolute minimum, or have none), just know that a high rules organization is usually a low trust organization.

And a high-trust workplace is a healthy workplace.

A high rules organization is usually a low trust organization. Click To Tweet

#5 Too Slow

A final complaint about older leaders is that older leaders are too slow. Again, some direct feedback from younger leaders:

They are slow.  Slow to change. Slow to adopt new technology.

They are slow to make decisions

Always feeling like older leaders are moving (not literally physically moving) too slow, and that younger leaders are expected to slow down to match them.

If you’re worried about being too slow as a leader, surround yourself with younger leaders and give them permission to lead and experiment.

The best older leaders don’t restrain the next generation, they release them.

The best older leaders don’t restrain the next generation, they release them.Click To Tweet

What Should You Do About This?

I am a fan of all four generations currently in the workplace, this is far more fixable than you think.

As you’ll see in the next post, older leaders complain that younger leaders are lazy, entitled and think they know everything.

Here’s what’s true: so much of the misunderstanding between the generations in the workplace is about how we work, not whether we work.  The solution is not to clear house and get rid of older leaders, or frustrate younger leaders so badly they leave or start their own thing (which more and more are doing, by the way).

I’ll be sharing a lot of new content on how to lead and manager better in your company, church or organization over the next few weeks.

And I have a brand new course launching Wednesday called the High Impact Workplace: How to Lead and Motivate High Capacity Leaders in a Changing World.

Introducing The High Impact Workplace (and My Free Coaching Guide)

There’s a talent war going on for the best leaders, a generational divide at work, and, according to Gallup, 70% of all workers are disengaged at work (meaning that they show up and only do the bare minimum.)

The High Impact Workplace will give you the edge you need to create the best team you can moving forward in an age where 8-4 doesn’t work anymore (just ask any young leader about that).

You can join the waitlist here, and get my free Coaching Guide called The 5 Questions Every Great Manager Asks.

Enrolment opens Wednesday, December 4th. And in the course I’ll give you the exact strategies you need to:

Attract and keep high capacity leaders who would otherwise start their own businesses.
Identify and leverage the currency that motivates young leaders.
Navigate flexible work arrangements that result in deeper productivity.
Master the 5 questions every great manager asks their team for deeper engagement.
Discover how to create workplace environments that multiple generations can thrive in.
Learn how to keep your company or organization relevant to the next generation of leaders.

Sign up for the waitlist, get the free coaching guide, and you won’t miss a thing.

What Are You Seeing?

Well, I know this is a loaded post. The goal is to be helpful. If you don’t see the problem, you can’t fix the problem.

And remember, older leaders have just as many complaints about younger leaders, which we’ll get to in the next post. So play nice.

The goal is to get us all working together well to move the mission forward.

So with that in mind, anything else you see or want to add that can help us create workplaces that have a much higher impact?

Scroll down and leave a comment!

The post 5 Things Younger Leaders Can’t Stand About Older Leaders appeared first on CareyNieuwhof.com.

Source: 5 Things Younger Leaders Can’t Stand About Older Leaders

The post 5 Things Younger Leaders Can’t Stand About Older Leaders appeared first on Passion for Planting.