Relationships, Roles, Spirituality: The Keys to Mobilizing New Generations

EMQ » Jan – April 2026 » Volume 62 Issue 1

Summary: Based on survey results, White, Jacob and McVay outline practical mobilization strategies to overcome the most common obstacles to mission participation and motivate young people to participate in missions. This information could help to transform your recruitment approach and improve your sending effectiveness.

By Katy White, Dave Jacob, and John McVay

Gospel Mobilization, together with Missio Nexus, sponsored a survey to research the factors leading to international service, hindrances to reaching the field, and key generational differences affecting North American missions mobilization. Like in a similar survey conducted in 2015,[i] relationship with God and close family and friends remained a top motivator. Other significant motivating factors included concern for the salvation of others, a desire to share the gospel (specifically to the unreached), and God’s guidance through Scripture and prayer. As for hinderances, respondents indicated lacking clear guidance and direction was a major roadblock. This differs from the 2015 survey in which raising financial support was the biggest obstacle.

Furthermore, while the 2015 results focused mostly on Millennials, the 2025 data revealed some key insights unique to Gen Z. These insights include Gen Z having a desire to join a healthy team, and concerns of feeling spiritually unprepared. These findings can help position mobilizers, churches, and mission agencies to better prepare and send future global workers.

Research Design, Participants, and Analysis

McVay, White, and Jacob developed an initial qualitative survey of open-ended questions that were sent to various focus groups to determine a list of multiple-choice answers survey respondents could select from. They also explored what incentives might encourage responses. From that, a SurveyMonkey form was sent out to contact lists from 14 globally focused Christian missions organizations and conferences. All respondents were from the USA and Canada. They already had an interest in missions as they had given their email to a missions organization or conference. The goal of the survey was to understand how to best come alongside people who are already somewhat interested in missions to help them reach the field.

The survey was conducted between January and March 2025 and received 2,428 responses. 991 had already relocated cross-culturally for the gospel and 1,437 were aspiring goers. Respondents were asked to rank positive factors and hindrances using pre-set options. They also provided demographic information. Participants ranked each draw (motivating factor) and hindrance as “Little to No Draw or Concern,” “Some Draw or Concern,” or “Strong Draw or Concern.” A total of 440 Gen Z aspiring goers filled out the survey. There were 87 Gen Z respondents who had already located cross-culturally for the gospel. The Gen Z respondents were 72% female and 28% male.

The authors compared responses of those who expressed their willingness to relocate and those who had already relocated across the world for at least one year or longer. Analysis focused on the percentage of respondents that chose “Strong” for each listed draw or concern. The impact of stage of life related to willingness to explore relocating for the sake of the gospel, preferences for learning about opportunities, and the people most important in the discernment process were also examined. Generations were analyzed based on the following birth year cohorts: 1997–2012, Gen Z; 1983–1996, Millennials; 1965–1982, Gen X; 1946–1964, Boomers. The results for each cohort were analyzed with simple statistics.[ii] 

Key Findings

Sensing God’s guidance and a personal desire to share the gospel were top motivators for all generations of aspiring missionaries. Concern for the salvation of others, a desire to share Christ with the unreached, God’s guidance through Scripture, and prayer were ranked as “strong” draws by over two-thirds of Gen Z, Millenials, and Gen X respondents. Another significant motivator for each generation was being aware of a position to use their specific skills, gifts, and passions. This motivator was ranked “strong” by 74% of Gen Z, 71% of Millennials, and 77% of Gen X. Matlock, Linhart, and Davis found the same in their research among university students.[iii] All generations ranked providing practical service to those in need as an important motivator (63% of Gen Z, 60% of Millennials, and 69% of Gen X).

Interestingly, a desire to share Christ with a specific group or city or country ranked near the bottom. It was 19th out of 21 for Gen Z, 15th out of 21 for Millennials, and 18th out of 21 for Gen X. This is a significant finding, as traditional mobilization approaches tend to focus inspiration and recruitment on geographic location or people group.

In addition, 65% of Gen Z respondents indicated a strong draw for them was joining a healthy community. Since Gen Z is more aware of mental health issues than previous generations, they want strong support systems and guidance from the older generations, especially when navigating major life transitions such as moving overseas.[iv]

The number one concern for all aspiring missionaries was lacking clear guidance and direction. This concern was actually the only one that was ranked “strong” by half or more of each generation (50% of Gen Z, 50% of Millenials, and 64% of Gen X).

Generational differences became more apparent in the other concerns for each cohort. Gen Z’s second strongest concern was feeling spiritually unprepared (36%). The second strongest concern for Millennials and Gen Xers was raising financial support (35% and 38% respectively). Gen Z and Millennials were also strongly concerned about loneliness/isolation (35%, 33%) and being far from friends and family (32%, 30%). Stage of life concerns such as spousal objections, concerns for children, and concerns for aging parents were near the top of the list for Gen X (33%, 30%, and 25%).

Another possible barrier that was shared by every generation was if a role was undefined or ambiguous. This was chosen as “strong” by 30% of Gen Z, 29% of Millennials, and 34% of Gen X. 

Implications for Future Mobilization

Calling

Having conversations with aspiring missionaries about calling is imperative. It appears that lacking clear direction/guidance may be keeping potential missionaries from the field. When surveyed about their main concerns before launching, current missionaries did not indicate lacking clear direction/guidance as a barrier. Of those already on the field, only 8% of Gen Z, 5% of Millennials, and 9% of Gen X ranked lacking clear guidance/direction as a strong concern. One possible interpretation of the wide gap in this data between aspiring missionaries versus current missionaries could be that those who experience clear callings are more likely to make it to the field.

Defining calling biblically and offering support in discerning direction may be a helpful strategy to facilitate aspiring missionaries relocating across the world for the gospel. Katy White has seen this strategy bear fruit in her personal ministry context. One missionary preparing to launch to the field shared how clarifying the idea of calling helped her have the confidence to say yes. “It was encouraging to learn that God has called us each to missions, and I do not need to wait for a big moment or obvious calling to go into missions; I can move forward with confidence in my calling, even if I never had a big or dramatic moment. It was also helpful to learn that God does not always desire for us to feel certainty about our calling, but rather, sometimes He wants us to step out in faith even if the outcome is uncertain. I should look to Christ alone for peace, as well as hold onto the truths of Scripture, rather than trying to find peace in knowing my future.”^[v]

Clearly Defined Skills-Based Roles vs Location-Based Recruiting

Some mission organization websites or brochures focus their messaging around location and people groups.[vi] This is understandable as older generations of missionaries already on the field recalled a desire to serve among a specific location or group as a strong draw – 50% of Boomers and 48% of Gen Xers. Yet, as previously mentioned, this was not a strong motivator for the emerging generations of aspiring missionaries. Of similar note, undefined or ambiguous roles were demotivating to aspiring missionaries. Therefore, centering mobilization messaging around opportunities to use specific skills, gifts, and passions should be more motivating for potential missionaries.

This affects more than just marketing materials. It affects the entire pipeline. When preaching and teaching about missions, consider including ways God can use specific skills to further his kingdom globally instead of basing calls to action on location, religious blocks, or people groups. In the recruitment phase, mission agencies could reframe new positions based on skill sets, giftings, or education that would benefit teams’ ministries. During the assessment process, instead of expecting potential candidates to express a burden to a certain area of group, consider additional ways God can lead people into global service, such as through a desire to make their gifts available to be used for His glory.

Healthy Teams and Healthy Goers

Two thirds of aspiring Gen Z missionaries would be more likely to relocate across the world if there was a healthy community to receive them. The desire for teamwork, collaboration, and community is especially pronounced for the emerging generation.^[vii] A Gen Z survey respondent highlighted just how important this factor was in an open-ended comment section. “My main draws to be willing to consider going were scriptural mandate, experiences with the lost, and the reality of the unreached. However, my main draws to ACTUALLY going include confidence that the team there is healthy & will care for me…” (original emphasis).

If churches and organizations desire to unlock the potential missions force among Gen Z, consider investing in creating and sustaining a healthy organization and healthy teams on the field. Authenticity and transparency are key to Gen Z’s trust in organizations and teams.^[viii]

In addition to desiring healthy teams, Gen Z potential missionaries also desire to be spiritually healthy before they go. Feeling spiritually unprepared was the second highest concern (36% of aspiring Gen Z). Churches, pastors, mobilizers, and current missionaries are well-positioned to come alongside young people to encourage them in the areas where they are spiritually healthy, and lovingly disciple them in the areas of growth they need.[ix]

Spiritually Saturated Pipelines

Some of the strongest observed motivators for all generations of aspiring missionaries were God’s guidance through Scripture and prayer.[x] One question for churches to ponder is how to present God’s heart for the nations and the biblical basis for cross-cultural ministry frequently and in a variety of ways – such as weekly services, small groups studies, and one-on-one discipleship. Churches and sending agencies can partner together to educate believers and spiritually prepare potential missionaries. An example of a partnering agency is TMS Global. It offers missions coaching, short-term team training, a small group study course, and a pastor’s cohort to help churches engage in local, national, and international outreach.[xi]

Furthermore, 83% of aspiring Gen Z survey respondents and 72% of aspiring Millennials wanted to talk with their pastor/mentor/teacher/leader to help them process the possibility of moving overseas. Pastors and agency mobilizers can work together to foster these conversations. They can meet together with aspiring missionaries in person or online, aiding in their spiritual preparation.

A question for mission agencies to consider is how to include Scripture study and discussion throughout each step of the mobilization pipeline. Perhaps thinking of mobilization in terms of discipleship as opposed to recruitment will result in more spiritually prepared candidates. Placing people in front of God’s word may also ensure greater numbers of applicants reaching the end of the pipeline.

Mobilization could include spiritual formation practices such as listening prayer. Cultivating the Spirit in the lives of aspiring missionaries may help more of them hear and respond to God’s guidance through prayer.

Including practices that aid spiritual growth in the pipeline process may also help lessen the barrier of feeling spiritually unprepared. 49% percent of Gen Z marked, “if I am/was already involved in sharing the gospel here before I relocate to share the gospel somewhere else” as a strong motivator that would encourage them to take steps overseas. Mobilizers and church leaders alike can provide training and practical opportunities like these throughout the discernment journey.

The Art of Listening

Aspiring missionaries were 7 times more likely to prefer mobilizers who take time to listen well over mobilizers who just share information. Effective mobilization includes building intentional relationships and using tools that help aspiring relocators recognize and respond to the factors drawing them and the obstacles they face.

A good practice for mobilizers is to prioritize listening, asking good questions to draw out the aspiring missionary’s thoughts and concerns. When asked what mission agency staff could do better, one respondent from the Boomer generation wrote, “[the mobilizer] could have listened better to how I felt the Lord was directing me rather than trying to persuade me to fill slots that the mission saw as crucial.” An Australian study also discovered that mobilizers are more effective when taking the time to ask questions and prioritize what God is doing in people’s lives rather than pushing the agency’s agenda on people.[xii]

One final observation we noted from the survey responses is that there may be two different types of motivations and barriers at work in someone’s journey. We title these door-opening and threshold-crossing. Draws and concerns that help or hinder someone to consider going (door-opening) may be different than draws and hindrances that hinder or help someone to go (threshold-crossing). For example, the idea of fundraising may be an initial hindrance to going, but once that concern is addressed, the barrier keeping them home may be something different such as feeling spiritually unprepared. Resources to help aspiring missionaries overcome common door-opening hindrances can be found online.[xiii] Mobilizers and pastors can help them synthesize, process, and apply content to their unique circumstances and situations.

Listening well can help mobilizers support the ways God is deeply moving in someone’s life and address barriers that threaten to stop them. In an open-ended comment section, one Gen Z aspiring missionary respondent wrote, “the pre-field journey is particular to each person and is far messier and more complicated than just deciding and going.”

Conclusion

One of the biggest takeaways we learned from the 2025 Launch Survey is that conversations about motivators and barriers mobilize people. At the end of the survey, respondents were given the chance to answer an optional question, “Would you like to have a one-on-one conversation to help you discern and explore your potential interest in relocating for the gospel?” We were pleasantly surprised to see several hundred people respond yes.

One respondent, who had been dormant on a list for almost five years prior to responding to the Launch Survey, said yes to a follow up Zoom call. Across the screen and at least one time zone, he admitted to a mobilizer that although the barriers seemed insurmountable, the passion for serving God cross-culturally had never gone away. He was grateful that someone still cared enough to engage these topics deeply with him.

“Being asked and answering these questions feels very validating,” one aspiring global worker, a millennial respondent, wrote. “Over the years my questions about how I engage in cross-cultural ministry have taken many turns but it remains a core value. It is encouraging to return to these topics with hope and an edge of action.”

The way we have thought about mobilization strategies and practices in the past may no longer be effective. The data from the 2025 Launch Survey suggests that while relationships are still vitally important to mobilize aspiring missionaries, it is often what occurs during the conversations that make the most impact. Pastors and mobilizers who prioritize listening, discernment, and spiritual guidance in their conversations will likely be more effective in helping to send the next generation of missionaries. Additionally, focusing on how aspiring missionaries’ skills and talents can impact people living overseas, rather than promoting location-based opportunities, should be more motivating for many.

Traditional recruitment strategies may no longer work well for today’s aspiring goers. Mobilization based on healthy discipleship practices may be the way forward.

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Visit gospelmobilization.org/launchsurvey and The Gospel Mobilization podcast to find more survey data, analysis, and practical recommendations.

[i] Megan Brown and John McVay. “The Launch Survey: Helpful and Hindering Factors for Launching into Long-Term Missions.” Evangelical Missions Quarterly 52, no. 4 (2016). https://missionexus.net/2016/10/01/the-launch-survey-helpful-and-hindering-factors-for-launching-into-long-term-missions/.

[ii] See the full survey, data tables, and more information about the survey’s demographics and limitations at https://gospelmobilization.org/launchsurvey.

[iii] Mark Matlock, Terry Linhart, and Ebonie Davis. What Urbana’s Latest Research Says About the Attitudes and Behaviors of This Emerging Generation. Missio Nexus, 2025. https://app.missionexus.org/webinar-recruiting-gen-z-what-urbanas-latest-research-says-about-the-attitudes-and-behaviors-of-this-emerging-generation/.

[iv] Barna Group, Gen Z Vol 2: Caring for Young Souls and Cultivating Resilience (Barna Group and Impact 360 Institute, 2021), 9-11.

^[v] GoCorps missionary, (name withheld due to serving in a sensitive country), email to author, July 12, 2025.

[vi] For example, see https://www.imb.org/people-and-places/, https://wgm.org/go, https://cmalliance.org/serve/#page-contents, and https://onemissionsociety.org/go.

^[vii] Barna Group. “Building Authentic Community Among Gen Z: Discipleship & Connection at Transformation Church.” Barna Group. https://www.barna.com/research/authentic-community-gen-z/. Also see Ebonie Davis, Terry Linhart, and Eric Shieh. Gen Z Focus Groups. Missio Nexus, 2025. https://app.missionexus.org/webinar-recruiting-gen-z-what-urbanas-latest-research-says-about-the-attitudes-and-behaviors-of-this-emerging-generation/.

^[viii] Davis, Linhart, and Shieh, “Gen Z Focus Groups.”

[ix] For a list of character qualities and healthy spiritual attributes recommended for missionaries, see Hibbert, Evelyn and Richard, Training Missionaries: Principles and Possibilities (Pasadena, CA: William Carey Library, 2016), 20-31,

[x] For a discussion on God’s guidance in the missionary call see Jay Matenga and Malcolm Gold, Mission in Motion: Speaking Frankly of Mobilization (Pasadena, CA: William Carey Library, 2016), 155-169.

[xi] See https://www.tms-global.org/churches.

[xii] Richard Hibbert, Evelyn Hibbert, and Tim Silberman, “Mobilizing New Missionaries,” EMQ 52, no. 2 (April 2016), https://app.missionexus.org/mobilizing-new-missionaries/.

[xiii] E.g.,  www.askamissionary.com.

EMQ, Volume 62, Issue 1. Copyright © 2026 by Missio Nexus. All rights reserved. Not to be reproduced or copied in any form without written permission from Missio Nexus. Email: [email protected].