The Simplified, Accountable Structure (SAS) is transforming how churches lead and sparking renewal. Learn the three phases and then reach out to the Michigan Conference SAS Team to explore this church governance model to see if it’s right for you.
REV. DIRK ELLIOTT
SAS Certified Coach
Your church doesn’t need another meeting. It needs movement. Imagine a church where meetings are brief and leadership aligns around a clear vision that guides every decision and inspires members to participate in God’s work. It’s not just a dream, but a reality for churches that have adopted the Simplified, Accountable Structure (SAS), also known as the single-board model of church governance.
For decades, church governance has been dominated by committees, reports, and meetings that often drain energy instead of fueling mission. But what if there were a more focused, more accountable way to lead that empowered ministry rather than managed it? The Simplified, Accountable Structure (SAS) is transforming how churches lead and unleashing new momentum in the process! As congregations face increasing complexity and declining engagement, streamlining governance can spark renewal and purpose. The SAS model helps churches align leadership with vision and ministry with impact.
For the SAS model to be effective, churches must avoid pitfalls such as pastoral overreach or continuing the same patterns from the former Administrative Council model, albeit with fewer people, while implementing the three-phase process outlined in Mission Possible: Third Edition, by Kay Kotan and Blake Bradford. This process helps churches transition to the SAS model with minimal challenges. The three phases are: Discerning, Equipping, and Implementing.
Phase One: Discerning
The first step is to determine whether SAS is right for your church — and whether it’s the right time to make the transition. This phase involves intentional conversations with your congregation to provide a clear understanding of what this new governance model entails. A critical part of this phase includes receiving permission from your district superintendent (DS) to explore the model, as well as working with a trained SAS coach to guide your church through the process.
The Discerning Phase should be led by the council chair, lay leader, and pastor, in partnership with a coach. Ideally, this phase begins in the first quarter of the year and spans three to six months, paving the way for implementation by January 1 of the following year.
Mission Possible: Third Edition includes numerous resources to support discernment. One particularly valuable tool is a Discernment Checklist on page 19, which includes the following items:
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- Read the entire Mission Possible 3+ book before making a decision.
- Conduct a SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis of your current governance structure.
- Clearly articulate your church’s “why.”
- Undergird the entire process with prayer — establishing a prayer team is highly recommended.
- Ensure transparency with clear, consistent communication across the congregation.
- Don’t rush. This phase requires time to build trust, understanding, and readiness for change.
Utilizing a trained SAS coach throughout the process is highly beneficial. Coaches bring expertise from working with other churches and can offer tailored guidance. The Michigan Conference SAS Team can help connect your church with a certified coach. Email Rev. Ron Brooks, SAS Coordinator for the Michigan Conference, at revbrooks.ron@gmail.com to set up that first conversation.
Once the checklist is completed, the church is ready to vote. The DS will schedule a Church Conference once he or she is confident the discernment phase is complete. A recommended best practice is for the Church Council to vote first to approve the move to SAS, followed by the Church Conference vote.
Phase Two: Equipping
Once your church has voted to adopt the SAS model, the Equipping Phase begins. This phase centers on training the Committee on Nominations and Leadership Development, which takes on a significantly expanded role in the SAS framework.
Unlike the traditional Administrative Council model, the SAS Nominations Committee is responsible for nominating only nine members in the first year, and three members in each following year. Ministry team members (for example, children’s ministry, worship, facilities, youth) are not nominated by the committee. Instead, they are invited to serve based on their gifts, passion, and calling.
An important difference in the SAS model is that the committee’s work does not end after the initial nominations. Its ongoing role in leadership development includes identifying, equipping, and supporting new leaders throughout the year to carry out the ministry of the church.
The SAS coach plays a key role in equipping both the Nominations Committee and the newly formed Leadership Board. Training typically occurs in November or December, preparing the Leadership Board to begin their work at the start of the new year.
Phase Three: Implementing
The final phase is Implementing. In November or December, the newly elected Leadership Board should participate in a day-long workshop led by the SAS coach. This intensive session provides a deep dive into the SAS structure and clarifies the distinctions from the previous governance model.
In the first year, the Leadership Board will establish new rhythms, behaviors, expectations, and methods of decision-making (Mission Possible: Third Edition, page 106). This includes creating:
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- a Leadership Covenant to guide healthy collaboration, and
- Guiding Principles to streamline decision-making and maintain focus.
Templates and examples are provided in Mission Possible: Third Edition, but each church is encouraged to tailor these tools to reflect its unique identity. The coach remains a critical resource throughout this phase, supporting the Leadership Board as it builds strong foundations for leadership.
Conclusion
Many churches mistakenly believe that adopting the SAS model is simply a matter of reducing the number of people on the Church Council. This is a serious misunderstanding. In the SAS model, the Leadership Board does not spend time reviewing individual ministry reports during meetings. Instead, these are reviewed beforehand and approved via a consent calendar. Meetings should not exceed 90 minutes and must include:
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- 15 minutes of spiritual formation,
- 15 minutes of leadership development,
- a primary focus on advancing the church’s vision, and
- a check-in on accomplishing the current year’s goals
Churches that have faithfully transitioned to the Simplified, Accountable Structure — and shaped their Leadership Board around a clear, missional vision — have experienced renewed effectiveness and vitality.
To begin your church’s discernment journey, email Rev. Ron Brooks at revbrooks.ron@gmail.com for more information, coaching support, or to take the first step in evaluating whether the SAS model is right for you.
Last Updated on July 2, 2025