Empowering the next generation: 5 leadership frameworks for a changing world

In October, I had the honor of delivering a keynote at an extraordinary gathering. Nearly 300 leaders from diverse countries and denominations convened in Orlando for one of the most intergenerational Christian events I have ever witnessed.

We often hear about the importance of intergenerational collaboration for the future of Christian leadership, yet it’s rare to see it fully in action. This event, the biennial meeting of Asociación para la Educación Teológica Hispana (AETH), stood out as a remarkable example.

This organization, an interdenominational network supporting theological educational advancement in the Latino community, showcased what’s possible when emerging and seasoned leaders come together as equal partners.

The younger, emerging leaders were not merely participants (though they made up about 15% of the participants); they actively shaped the event. From managing logistics to leading worship, presenting breakout sessions and engaging in dialogues with seasoned leaders, they brought passion and purpose to their roles. Several older speakers said that the emerging leaders’ energy reminded them of their own early leadership journeys.

One standout moment: a member under 30 was elected as board chair, a clear signal of trust in the next generation.

The AETH meeting was more than a gathering; it was a reflection of the shifts needed to prepare for the church’s future leadership. What I witnessed aligns with broader demographic and cultural changes shaping our world. As we reflect on the future, how can Christian institutions nurture more of what was happening at this gathering? How can we create spaces where young leaders can thrive, strengthen relationships across generations, and ensure that the baton of leadership is passed with intention?

These questions are becoming increasingly urgent as leadership undergoes significant transformation, driven by demographic shifts and the rising presence of Generation Z (born 1997-2012) in the workplace. Gen Z is all grown up now, with the oldest members turning 28 in 2025; they now have nearly a decade of workforce experience. This generation already represents 20% of the U.S. workforce and is projected to hold 10% of managerial roles by next year, according to Glassdoor’s 2025 Worklife Trends report.

Their leadership dynamics, styles and expectations reflect the rapid societal changes and challenges they encountered in their formative years. They emphasize adaptability, collaboration, and values like equity and inclusion. They prioritize flexibility, well-being and social advancement efforts. As their influence grows, how can Christian organizations align their strategies to nurture the leadership potential of this emerging generation?

Succession is not just a practical strategy; it is a deeply rooted biblical responsibility. Scripture teaches us that leadership transitions are intentional, relational and guided by shared purpose. Unlike corporate or military models, biblical leadership emphasizes collective ethics and intergenerational partnerships. The Bible offers many examples: Moses to Joshua, Elijah to Elisha, Priscilla to Apollos and Jesus to his disciples.

In 2 Timothy 2:2, Paul instructs Timothy to entrust teachings to “reliable people” who will continue the cycle of leadership and faith. These transitions remind us that leadership is more than a role; it’s a sacred legacy of service and mission. So how can we bring these principles to life amid today’s challenges and opportunities? How can we create spaces where emerging voices thrive and leadership transitions reflect both faith and purpose?

Five leadership frameworks for shaping the future

At the event, I shared five frameworks for experienced leaders to consider integrating into their work, based on social science research. These frameworks provide a foundation for intentional, inclusive leadership transitions that connect generations.

1. Prioritize relationships

Leadership thrives on genuine relationships. Think of the best teams or communities you have been part of — they likely felt supportive, respectful and deeply connected. To cultivate this, leaders must create environments where trust, empathy and collaboration flourish. Relationships are not transactional or utilitarian; they are sacred and foundational to effective leadership. When we fail to prioritize healthy relationships, we miss the heart of leadership. As the saying goes, “People don’t care how much you know until they know how much you care.”

2. Foster mutual learning

Engaging young leaders begins with listening: inviting their insights, valuing their expertise and embracing their fresh perspectives. Leadership thrives when wisdom flows both ways; seasoned leaders can offer experience, while young leaders can bring innovation and energy.

This reciprocal exchange challenges top-down models and fosters collaboration. Young leaders often value community wisdom over hierarchy, hospitality over competition and collective well-being over personal gain. By honoring these principles, we create space for mutual growth.

3. Forge and nurture allyship

Emerging leaders frequently seek allies, not traditional mentors. Allies walk alongside them, offering guidance and opening doors without imposing a top-down dynamic. These relationships can help empower young leaders to innovate boldly while building on existing foundations.

Experienced leaders must recognize the vision and capabilities young leaders already bring. By sharing influence and providing resources, we can ensure that they inherit not just structures to maintain but opportunities to innovate.

4. Prioritize emerging leaders’ passions

Aligning organizational missions with younger leaders’ passions helps create opportunities for meaningful work. For example, Gen Z leaders with a commitment to causes like social justice and equity may see that commitment as central to their leadership identity.

Connecting young leaders to a legacy of faith-driven justice equips them with a perspective deeper than general social narratives that are not rooted in Scripture. Knowing this legacy helps them carry the work forward, rooted in Christian values and closely tied to their faith.

5. Support entrepreneurial efforts

Young leaders are already addressing critical issues — mental health, systemic inequities, generational trauma — through platforms like podcasts, blogs, social media and art. Their creativity is inspiring, but without organizational support, these efforts often remain in the experimental stage.

Christian organizations can be incubators for these initiatives, offering resources and guidance to ensure long-term sustainability. Supporting entrepreneurial efforts not only empowers young leaders but also strengthens the church’s ability to meet evolving challenges.

I see these frameworks as more than ideas — they are an invitation to act. Real transformation happens when we bring them to life in our organizations and communities. By building bridges across generations, we create a leadership legacy rooted in collaboration, where faith-driven principles shape the future.

Passing the baton of leadership isn’t about stepping aside or giving up responsibility — it’s about sharing power and making room for others. It’s about building leadership models rooted in openness, inclusion and generosity — models where everyone has a seat at the table, equality is celebrated and opportunities feel limitless.

At the heart of this work is honoring the imago Dei in every person, especially those people who have been marginalized. When we let go of hierarchy, competition and self-promotion, we contribute to the creation of communities that thrive on unity and shared purpose. While ministry contexts may differ, there is much we can learn from Gen Z’s passion for equity, collaboration and innovation.

The next generation is ready to lead, but they need us to make space for them to thrive. What we do today matters. How will your organization answer this call?