I was 23 when I was first hired as a youth minister. I had energy, enthusiasm, and a lot of ideas—but I also had no clue what the long-term consequences of my decisions would be. Thankfully, I wasn’t left on my own. I had someone older and wiser mentoring me, letting me take ownership of smaller responsibilities like leading prayer or running games, while he held onto the strategic decisions. About six months in, we flipped the script: I would lead while he watched, and then we’d discuss.
That slow handoff gave me confidence, taught me how to think through decisions, and reminded me that youth ministry is not just about energy—it’s about formation, patience, and leadership development. When people say, “Just hire someone young and energetic,” I don’t dismiss it, because I was once that person. But I know now that what made the difference was not my age—it was the investment and mentorship I received.
MENTORSHIP MATTERS
The way my mentor trained me was simple but powerful: “You watch, I do, then we discuss.” Over time it became, “You do, I watch, and then we discuss.” There was no rush, no pressure to prove myself. The attitude was, we have to get this right, because ministry with young people isn’t something you wing.
Now, I know most parishes don’t have someone on staff who’s already a seasoned youth minister. But that doesn’t mean a new hire has to figure it out alone. In those cases, the supervisor or pastor has to see it as a shared learning experience. You don’t need to know all the ins and outs of youth culture or programming to accompany a new minister—you just need to commit to learning with them, asking good questions, and helping them reflect on what’s working and what’s not.
The truth is, youth ministers don’t grow in isolation. Whether through a mentor, a supportive pastor, or a peer network, they need someone walking with them. Without that, the job can feel like trial by fire—and too many good leaders burn out before they find their footing.
THE QUALITIES THAT MATTER MOST
When parishes hire, the default is often: find someone young and energetic. But energy alone won’t sustain ministry. If I were building a profile for the “right person” to serve with kids, teens, young adults, and their families, here’s what I would name:
-
Teachable. A good youth minister doesn’t think they have it all figured out. They’re open to feedback, professional development, and learning as they go.
-
Relatable listener. Relatability isn’t just about knowing the latest slang or trends. It’s about empathy—being able to listen, understand, and walk with people of all ages.
-
Problem solver. Working with young people is unpredictable. Retreat emergencies, upset parents, a shortage of volunteers—it takes someone resourceful who won’t freeze when challenges come.
-
Creative and innovative. Programs don’t grow by recycling what’s always been done. You need someone willing to ask questions, take risks, and try new things.
-
Passionate disciple. Knowledge of the faith is important, but even more critical is a personal relationship with Jesus. A growing disciple will naturally help others grow as disciples too.
These qualities go deeper than age or personality type. They shape whether a minister can not only connect with young people but also build a sustainable ministry that invites others into leadership.
WHAT WE OFTEN OVERLOOK
Two areas that rarely make it onto a job description, but matter tremendously, are:
-
Volunteer management. A youth minister who can recruit, train, and support adults will multiply their impact. Too often, parishes look for someone who can “do the work,” when what they need is someone who can equip others to do the work.
-
Strategic planning. Ministry takes time to grow. If a parish expects instant results, it discourages the slow, deliberate work of setting goals, building relationships, and laying a foundation that lasts. A youth minister who can think 3–5 years ahead is building something the whole parish can stand on.
The challenge is that neither of these produce quick wins, which is why they get undervalued. But if we want long-term success, we have to look for leaders willing to make long-term investments—and parishes willing to invest in their leaders’ longevity.
The Final Report on Qualitative Research Study of Pastoral Leaders Serving the Young Church (Ministry Training Source, 2024) notes the same reality in Part One: Ministerial Identity and Formation (pp. 16–23). Too often, ministers enter roles without clarity, support, or pathways for formation. Without intentional investment in skills like volunteer development and long-term planning, leaders burn out quickly, and parishes find themselves in a constant cycle of turnover.
A CHALLENGE TO PARISHES
My advice is this: don’t just look for someone who can run programs for kids and teens—look for someone who can lead with adults. The right hire will not only engage young people but also collaborate with parish leaders, contribute to broader initiatives like capital campaigns or strategic planning, and challenge the parish to grow.
Most importantly, choose someone you are willing to invest in. Don’t simply hire a person to “do youth ministry.” Hire someone you want to see flourish as a leader in your parish. I thrived in ministry because people invested in me—even when I thought I had it all figured out. They were humble enough to walk with me, challenge me, and help me grow.
The best youth ministers are not just energetic or charismatic. They are disciples who are being formed while forming others. When parishes commit to investing in the person, not just the position, youth ministry doesn’t just survive—it flourishes.
To download the Final Report on Qualitative Research Study of Pastoral Leaders Serving the Young Church (Ministry Training Source, 2024) click HERE