The last few E-Zines have looked a World Evangelical Alliance study which examined practices of missionary organizations that successfully kept their missionaries longer than other organizations. Successful missions showed higher ratings for providing on-field orientation, language and culture training, and ongoing opportunities for training.

The study showed high retaining missionary sending organizations in newer nations had field orientation in place for new missionaries (Bloecher, 2004). However, mission leaders from smaller agencies rated their organizations much lower on giving on-field orientation, possibly due to the “structural limitations of small agencies” (Bloecher, Small Agencies, 3).

High retaining organizations of old sending countries reported they had prearrangements for language training for new missionaries and encouraged ongoing language and culture training (Bloecher, 2004). In contrast, fewer of the newer missionary sending missions offered this training. Bloecher suggests this may be due to the fact that many missionaries from newer sending countries often serve in countries with a similar or related language.

Furthermore, higher retaining agencies showed a 70% higher rate of providing opportunities for continuous training and development of gifts and skills (Bloecher 2003). This is a very strong statement for leaders to be attentive to developing the skills and gifts of their missionaries. The study implies that missionaries who are life-long learners are more likely to stay in the field. This should provoke wise leaders to be proactive in providing training opportunities for missionaries to keep growing.

These high retaining mission practices pose a challenge to examine our own procedures. What practices could help our missionaries to adapt quicker and to remain longer? As a leadership team, please take time to candidly consider the following questions:

• What well-developed orientation practices do you have that will help new missionaries more quickly and solidly bond into the organization and culture?
• What opportunities do you provide for language learning for cross- cultural missionaries? Even missionaries coming from locations with a related language would probably benefit by designated language learning time.
• What ongoing language and culture training do you provide for your missionaries? The international nature of YWAM teams would indicate an even greater need for such ongoing training to enhance working relationships.
• What opportunities do you provide for continuous training and development of the gifts and skills of your missionaries?
  

Compiled by Randy and Jane Rhoades, Staff Development Facilitators, Field Service Team, Youth With A Mission, Africa. Volume 3, Issue No.1