A free webinar focused on mid-sized churches (51 to 120 people) will be held on October 23 at 11 am ET. This article explains the value of the Simplified Accountable Structure (SAS) for churches of that size.
REV. JAMES C. NOGGLE
SAS Certified Consultant, Michigan Conference
Editor’s note: The second of three webinars on the SAS / single-board model of church governance, focusing on medium-sized churches (50 to 120 people), will be held on October 23. Register now. A final webinar, geared toward large churches (with 121 people and above), is scheduled for November 20. Register now.
Having been involved in coaching and facilitation for the Simplified Accountable Structure (SAS) in the Michigan Conference since its inception in 2022, I have had the pleasure of working with churches of every size and have witnessed the uniqueness of each in their mission field. This uniqueness leads to the implementation of the SAS model in many different ways. However, there is one thing I believe all churches in the twenty-first century have in common. And that one thing is leadership shortages.
The most common dilemma churches face is the lack of willing leadership. Other organizations are struggling to some degree, but not to the crisis level that churches face in terms of the lack of people willing to serve in leadership. In many cases, filling leadership positions is seen as the pastor’s responsibility. Warren Bennis reminds us, “Growing other leaders from the ranks isn’t just the duty of the leader, it’s an obligation.” The implication here is that the “leader” referred to is the pastor. This perspective has been an exercise in futility. The fact is, the pastor has many other responsibilities of higher urgency. And the larger the church, the greater the number of responsibilities there are. There is a better way, and that way is SAS.
For the mid-sized church, one with average weekly worship attendance of 50 to 120 people, the SAS model involves the basic description described in Rev. Carol Blair Bouse’s earlier article. The Leadership Board serves as the Administration, Trustees, Finance, and Staff-Parish Relations Committee (SPRC) functions. The difference for the mid-sized church is that it has a slightly larger team with nine board members. The same is true for the Nomination and Leader Development Team, which also includes nine members.
The function of the Leadership Board in the four responsibilities described is somewhat obvious. However, the difference for our current function is the fact that the SAS board makes only administrative decisions, thus streamlining the work of the Leadership Board.
The pastor and the Ministry Team Leaders oversee mission and ministry. Note that these Ministry Team Leaders are not members of the Leadership Board. The pastor represents the Ministry Teams to the Leadership Board. If your church is using the traditional Administrative Council structure, try this at your next meeting. Keep track of the amount of time the Ad Council spends on reporting and discussing ministry and mission in the church. You will likely find that this represents 50% to 75% of the meeting time. That is time better spent by the actual Ministry Teams, their leaders, and the pastor. This represents the impact of the “S” in SAS, Simplified!
All members of the board serve a maximum three-year term. The Leadership Board stays on track by following clear, written guidelines that are developed by a Board Task Force and approved in its initial meetings. Every member of the board agrees to the guidelines by signing a written covenant when taking office. Board members then hold each other accountable to the commitments made by each. This encompasses decision-making processes, meeting attendance, confidentiality, transparency, task force participation, leader development moment sharing, devotion sharing, prayers, and mutual support. This represents the “A” in SAS, Accountable!
Certified coaches and facilitators help churches navigate the paradigm shift necessary to implement SAS. The church first discerns if this is the right thing to do. A Discernment Team is assembled, and the coach trains the team on the process so they can assist the congregation in making an informed decision regarding the adoption of SAS. The text for the training is contained in the book Mission Possible, Expanded Third Edition, by Kay Kotan and Rev. Blake Bradford. So, the second “S” in SAS is Structure.
Next, we have the Nomination and Leader Development Team (NLDT). Remember the misconception at the beginning of this article? Contrary to traditional practice, this is not the pastor’s job! The pastor is part of, and in most cases chairs, the NLDT, but the emphasis is on the T, Team. All members of the NLDT also serve a term of no more than three years. The NLDT fills vacancies and provides the training needed for every position. Training helps the reluctant nominee serve in a position and know exactly what is needed.
The NLDT begins the process by distributing Spiritual Gift Inventory surveys to the congregation. At the same time, the congregation is given interest forms to fill out, allowing them to share their sense of calling to serve in mission, ministry, or leadership. This is not just a one-time practice. These forms will repeatedly be shared with members of the congregation and included in all newcomer handouts to help everyone discover where God is calling them to serve.
Discussions are held between the NLDT and candidates for leadership. Spiritual Gifts Inventories are shared, and discernment begins. The NLDT discerns where each candidate should be asked to serve. Thus, the Leadership Board and the NLDT vacancies are filled. And every candidate is asked to serve either in leadership, NLDT, or on a ministry team. Leadership Team nominees remain in the leadership reservoir for future vacancies on the board or NLDT.
Want to learn more about the SAS model, especially for your mid-sized church? Join the free webinar on Wednesday, October 23, to learn how SAS flexibility can help your mid-sized congregation simplify and save more time for ministry. Register now for the free SAS webinar.
Did you know that the Michigan Conference Board of Congregational Life offers a variety of Church Vibrancy resources and trained facilitators to walk alongside churches as they grow in faith and reach out to their communities? Helping churches implement the SAS model is just one of them. Review all the resources and programs that are offered, and then contact us for more information. We are here to help your church discover and live out the full potential God has for your mission field.
Last Updated on October 1, 2025