As long as I have legs I will
run with the squirrels…
Arlin Rothauge on
church size/style
Role of pastor
 What people expect
 How church engages in mission
 How church incorporates new people
 What kinds of people want to be part of
church
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AWA of up to 75
(median of 35)
Single cell church
(extended family)
Governed by
patriarchs/
matriarchs (plus
gate-keepers)
Newcomers via
marriage,
adoption or birth
Best are known
for one vibrant
ministry focus
Family-style
Church
P
M
M
P
G
Clergy Roles:
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Minister seen as
‘family’ chaplain
Provide pastoral
care at transition
points
Worship Leader
Work with
influencers
(matriarchs/
patriarchs &
gate-keepers)
Family-style
Church
P
M
M
P
G
Value Add
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Spirit-filled
conversation with
culture
Motivational faith
sharing
Small group based
adult spiritual
growth
Ministry gift
discernment,
discovery &
empowerment
Family Style
Church
P
M
M
P
G
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AWA 76-140
(median 110) –
60-80 families
Has a
‘village/tribe’
feel – functions
like 1 fellowship
Organised
around person,
role & support
of full-time
minister
Best are known
for 2-3 vibrant
mission foci
Pastoral-style
Church
P
M
P
M
Clergy Roles
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Delegate authority,
assign responsibility,
recognise achievements
of others
Expected to attend all
meetings
Meet spiritual needs of M
members – preaching,
lead groups, pastoral
care
Lay leaders role to ‘help’
minister
Pastoral-style
Church
P
P
M
Value Add
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Discerning church’s DNA –
values, core beliefs, vision
& mission
Systems to embed DNA
Members’ spiritual
formation to support
change
Members’ personal
mission feeds shared M
mission
Minister able to work 'on'
as much as 'in’
Coach and support
existing and emerging
leaders
Link with wider community
Pastoral-style
Church
Pastoral-style
P
F
M
Church
P
M
• Churches with AWA
140-225 don’t fit into
system that reinforces
congregational culture
The Church in
Transition
P
•Tend to burn up lay
leaders through overuse > burnout
• Often need new staff,
facilities & programs all
at same time
• Often conflict due to
different expectations
re style (programs or
relationships)
M
P
F
F
M
F
F
Clergy Roles
• Often caught in
cross-fire of conflicting
expectations re
pastoral vs program
style
• Beyond AWA 140
minister finds it hard to
relate personally to
everyone
• High stress for clergy
• Can often approach
program size but fall
back, resulting in
frustration and burnout
for clergy
The Church in Transition
P
M
F
P
F
M
Value Add
• Revision for growth
The Church in Transition
• Employ personal assistant
• Develop program plan
• Employ 1 program staff
• Change & prune
minister’s job description to
transformational leader
• Think/act like large church
• Review site plan &
facilities plan
Part-time ?
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AWA 225 to 1000 :
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Small = 225-400
Medium = 400-600
Large = 600+
Critical mass of
people from different
age, cultural &
interest groups
At least 3 cells
(congregations)
Leadership includes
paid program staff
Known for quality &
variety of programs
Program-Style
Church
Clergy roles
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Lead consensus on
mission direction
Plan with staff & lay
leaders
Recruit, equip,
oversight & support
program staff
Program staff recruit,
equip & support
ministry team leaders
Ensure excellence in
programs
Ensure adherence to
church’s core values
Program-Style
Church
Value Add
 Clergy growing via mentoring
relationships
 Relational discipleship at all
levels
 Small groups & mission teams
 Coaching for all program staff &
group/team leaders
 Missional context shaping
mission teams
 Clarity re DNA (mission focus,
values, beliefs & vision)
 Systems & processes to embed
DNA
 Board focuses on big picture,
clergy & program staff on
ministry leadership
 Sharpening program excellence
 Seeker sensitivity in all areas
Program-Style
Church
Useful Books on Small
Churches
The Cavalry Won't Be
Coming
Strategies for local shared ministry by
volunteer teams in small congregations
Dave Mullan, Paihia, NZ
ColCom Press, 2003
dave-mullan.blogspot.com
Intimacy Levels in
Group Settings
High
Low
Small Group
Instruction/Fellowship
Celebrative Worship
(5-15)
(50-80)
(120+)
Creating Strengths
and Health for
Your Congregation
Small is Strong
4 Futures
1.
2.
3.
4.
Small, strong congregations
Middle-sized congregations
Large, regional congregations
Mega-congregations
Small is Strong
4 Futures (2 easier to maintain)
1.
2.
3.
4.
Small, strong congregations
Middle-sized congregations
Large, regional congregations
Mega-congregations
Possible Scenarios
Congregations
Small
Middle
Large, regional
Mega
Strong
Weak
Dying
12 Characteristics of strong
healthy congregations
7. Several programs and
1. Specific, concrete
activities
missional objectives
8. Open accessibility
2. Pastoral & lay
9. High visibility
visitation
10. Adequate land and
3. Corporate, dynamic
parking
worship
11. Adequate space and
4. Significant relational
facilities
groupings
12. Solid Financial
5. Strong leadership
resources
resources
6. Solid decision making
Kennon Calllahan, Twelve Keys to an Effective Church, 1983
8 Characteristics of
strong small congregations
1. Mission and Service
2. Compassion and
shepherding
3. Community and
belonging
4. Self reliance & self
sufficiency
5. Worship and hope
6. Leaders and team
7. Just enough space
and facilities
8. Giving and
Generosity
1. Mission and Service
• Share one excellent mission
• Gift to the whole community
• Theology of service not survival
– Mission begins with Decisive Events
– 3-5 people in team
• Mission is mutual – new helpers come
from among people helped
2. Compassion & Shepherding
• Compassion-Driven
• Share sacrament of compassion
– in celebration, in tragic times
• Live a theology of forgiveness
• Legend for spirit of a loving heart
3. Community & Belonging
• Open and inclusive
• Helps people discover family
• Serves multiple neighbourhoods
– Relational, vocational, sociological,
geographical, genealogical
• Lives healthy life as 1, 3 or more
groupings
4. Self-Reliance & SelfSufficiency
• Consistent spirit of self-reliance
– Not dependent on denomination
– Trust and hope
• Encourages creativity & improvisation
• Benefits from community resources
• Has reasonable pastoral resources
5. Worship and Hope
Worship Services are:
• Warm and welcoming
• Stirring and inspiring (music)
• Congregational and sacramental
– touches hearts, stirs longings for whole healthy
life, advances understanding of life, helps people
discover hope for week to come
– Simple rather than complex
• Helpful and hopeful
– whole service touches whole person with the
whole Gospel
6. Team, Leaders &
Congregation
•
•
•
•
TEAM
Capacity to see the whole, not the parts
Diversity of gifts
Appreciation of gifts of pastoral leader
6. Team, Leaders &
Congregation
LEADERS
• Imagination & Creativity
• Encouragement & coaching
• Appreciation of steps of loving,
listening, learning, leading
6. Team, Leaders &
Congregation
CONGREGATION
• Spirit of continuity
• Appreciation of being informal
• Ability to pass the power
7. Space & Facilities
• Adequate for mission
– focus on building congregation, not
building
• Both sacred and shared
• A blessing, not a burden
A house does not make a home.
People do.
8. Giving & Generosity
• Informal giving
• Make available all 6 sources of giving
• Alive with the strengths for giving
– compassion-driven, marked by solid
financial leadership, developed with
positive reinforcement
• With the grace of God, the spirit of
giving is present with us
Sources of Giving
1.
2.
3.
4.
5.
6.
Spontaneous giving
Major Community Sunday giving
Special planned giving
Major project giving
Annual giving
Enduring giving
Living with Spirit of Promise
• Promise of our life together
• Promise of possibilities God gives us
• Promise of resurrection and new life