Stewarding Well Leadership Transitions By Jon Lewis

The Challenge of Multi-Generational Transitions

Why do leadership transitions between generations so often create tension, hesitation, and missed opportunities—especially within Christian organizations?

A Global Perspective on an Emerging Challenge

I have just returned from a six-week journey across Africa, attending conferences, consultations, and leadership events from Cairo to Cape Town. In each setting, it was a privilege to spend time with an emerging generation of ministry leaders. Across cultures and contexts, I encountered the same encouraging qualities: passion, energy, and a strong desire to pursue new visions for greater ministry effectiveness.

When Generations Collide

Yet alongside that enthusiasm, a consistent concern surfaced. Many younger leaders expressed frustration with the lack of intentional mentoring from senior leaders and, in some cases, resistance to their advancement into greater leadership roles. While this is certainly not universal, it highlights a persistent and global challenge: navigating healthy multi-generational leadership transitions.

During a leadership event in South Africa, I facilitated a brainstorming session on this very issue. While we did not attempt to solve the problem in one sitting, we were able to identify a series of critical questions that can help any organization address the root causes of generational barriers:

Questions That Reveal the Real Issues

• What do senior leaders often believe younger leaders don’t yet understand?
• What do younger leaders often feel senior leaders don’t understand about them—or about today’s realities?
• If mentoring is not happening effectively, what is preventing senior leaders from engaging in it?
• How do deeply held cultural values shape the level of trust between senior and emerging leaders? What are those values?
• Which of these values should be preserved and honored, and which might be habits that need to change?
• In what ways have generational differences strengthened your ministry in the past? Are there strengths like that present today?
• What fears—spoken or unspoken—might be driving resistance on either side of the generational divide?
• How clearly has your organization defined a pathway for leadership development and transition?

From Succession to Stewardship

One idea that emerged from our discussion is worth deeper reflection. What if mentoring were reframed, not merely as a tool for succession planning, but as a core stewardship responsibility?

When senior leaders adopt the mindset of a steward leader, they begin to see younger leaders as fellow stewards also entrusted with God’s work rather than as competitors or threats. In this light, the focus shifts less toward preserving position and more toward faithfully investing in others called to serve the same Master.

Africa certainly faces its share of multi-generational leadership tensions. But because we are all imperfect people, this challenge extends to every church, ministry, and organization worldwide.

So let me leave you with a more personal and pressing question:

How are you intentionally stewarding your leadership transition so that the next generation is prepared—and empowered—to go even further than you have?

Jon Lewis is a Senior Associate for Partnership Advancement with OC International and focuses on encouraging global Christian leaders towards greater ministry effectiveness. He also serves as the Director of the Africa Steward Leader Initiative. With over 40 years of experience, he also served as a MAF mission pilot in Africa and as CEO of Partners International.

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