Church Board vs. Leadership Team: Effective Models of Local Church Government

So Christ himself gave the apostles, the prophets, the evangelists, the pastors and teachers, to equip his people for works of service, so that the body of Christ may be built up. – Ephesians 4:11-12 NIV

If you’re a pastor, there are meetings you look forward to and some you dread. At one church I led, each month I would be filled with anxiety as the church board meeting drew near. What kind of fight will there be tonight?

In some churches, the pastor has to be sure and please the church board if he hopes to keep his/her job. In others, the meetings go on for hours as one report after another details the problems the church is facing. And perhaps the biggest hurdle each year is voting on who will be on the board.

This brings to mind a few questions I’ve helped several churches navigate: Are church boards all they’re cracked up to be? Has the size of your church declined to the point it’s difficult to find enough people to fill the positions on the board? Has our current culture made them ineffective in keeping the church focused on the mission of making disciples? Are Leadership Teams something smaller churches should be migrating to? Are there other options available for smaller congregations that want to be effective in their mission for Christ?

In this article, we will discuss how church boards came into being, the benefits and drawbacks of continuing to have one if your church averages less than 100 in weekly attendance, and whether a Leadership Team or other model might be more suited for your smaller church. Additionally, we’ll explore other governing methods and how they can work effectively in congregations of this size.

The Origins of Church Boards

Church boards have long been a cornerstone of local church governance, rooted in the early practices of Protestant churches. Boards typically consist of elected members tasked with making decisions about church operations, finances, and facilities. Some mainline denominations layout specific board positions and duties that were perhaps well suited for 1950 and larger congregations. However, the changing culture of the institutional church has had many folks questioning the integrity of such models.

While effectively providing oversight and accountability, the traditional board model often becomes overly bureaucratic or bogged down in minor issues, especially in smaller congregations.

For churches averaging less than 100 in attendance, maintaining a formal board structure can present unique challenges:

• Limited Participation Pool: Smaller churches may struggle to find enough qualified or willing members to serve on a board. Appointing someone to the task just because they are willing and available may not be best for them or your church.

• Overemphasis on Business: Board meetings can become focused on administrative matters at the expense of vision and ministry. They get tunnel vision on numbers and procedures and forget why they are there in the first place.

• Resistance to Change: Boards rooted in tradition can sometimes hinder necessary adaptations to a changing culture. Members often become territorial about their job on the board and anything that might challenge that status. This leads to regular conflict among the leaders.

The Case for Leadership Teams

A Leadership Team, in contrast, is designed to be more streamlined and mission-focused. Rather than emphasizing governance, leadership teams prioritize vision, strategy, and ministry execution. They often include key staff, lay leaders, and volunteers who are passionate about specific areas of church life.

Advantages of Leadership Teams for Smaller Churches

1. Mission-Centered Focus: Keeps the church aligned with the goal of making disciples.

2. Flexibility: Smaller teams can adapt quickly to challenges and opportunities.

3. Engaged Members: Team members are often selected for their passion and skills, not just their availability.

Challenges with Leadership Teams

• Requires clear communication to avoid a lack of accountability.

• May unintentionally sideline congregational input, leading to dissatisfaction.

Other Governing Methods for Smaller Congregations

Smaller churches have unique dynamics that allow for alternative governance models, often blending traditional approaches with flexibility. Here are a few options:

1. Committee or Ministry Team Structure

• Description: Small, task-oriented teams focus on specific areas (e.g., worship, outreach, youth).

• Why It Works: Engages members with specific gifts while avoiding unnecessary complexity.

2. Elder-Led Governance

• Description: A group of spiritually mature leaders oversees the church’s spiritual and practical needs.

• Why It Works: Focuses on shepherding and discipleship, aligning with smaller churches’ relational strengths.

3. Congregational Involvement Model

• Description: Major decisions are made by the whole congregation, often through meetings or votes.

• Why It Works: Fosters a sense of ownership and transparency in smaller, tight-knit communities.

4. Staff-Led Model

• Description: Paid staff, often the pastor and a few others, lead the church, supported by volunteers.

• Why It Works: Simplifies governance in churches with limited active members.

5. Small Group Leadership

• Description: Leaders of small groups act as de facto ministry leaders, providing care and guidance.

• Why It Works: Decentralizes leadership while nurturing personal discipleship.

Key Considerations for Choosing a Model

When deciding whether to maintain a church board, transition to a leadership team, or adopt another model, ask these questions:

1. Mission Alignment: Does the structure help the church focus on making disciples?

2. Participation: Can you realistically staff this model with qualified and willing members?

3. Flexibility: Can this model adapt to the unique challenges and opportunities of a smaller congregation?

4. Accountability: Does it ensure transparency and integrity in decision-making?

Church Boards vs. Leadership Teams: A Comparison

Aspect	Church Board	Leadership Team
Focus	Administrative and operational	Vision and ministry execution
Structure	Formal and often rigid	Flexible and collaborative
Decision-Making	Democratic, slow-moving	Mission-driven, faster decisions
Best for	Churches with stable traditions	Churches needing innovation

Introducing a Leadership Team Concept in Your Church

Transitioning from a traditional church board to a leadership team requires intentionality and patience. For pastors or church leaders, the process begins by teaching leaders what their new roles will look like and casting a clear vision for how this new structure supports the church’s mission to make disciples. The ultimate goal is to create a more nimble, forward-thinking governance model that empowers leaders and adapts quickly to the needs of the community and the congregation while at the same time maintaining accountability and culture.

Teaching Leaders About Their New Roles

Many long-standing board members may be accustomed to focusing on administrative duties or reviewing past decisions. To shift toward a leadership team model:

Cast Vision for the Change:

• Communicate how this transition aligns with the church's mission to make disciples.

• Emphasize that the focus is shifting from maintenance to mission.

Clarify Expectations for Leadership:

• Each leader is responsible for a specific ministry area (e.g. worship, children's ministry, outreach).

• Their role is to not only oversee operations but also ensure their ministry is actively contributing to disciple-making.

Provide Training and Support:

• Offer workshops or resources on leadership development and disciple-making strategies. At one of my churches, I took the first fifteen minutes of each board meeting to teach how a leadership team would benefit the church. I took questions and provided answers to their concerns. We regularly prayed for God's leading.

• Meet individually with leaders to help them envision how their ministry fits into the larger mission. Help them realize how important they are to the success of the transition and the overall health of the church.

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Fostering a Nimble, Adaptable Church

One of the greatest advantages of a leadership team is its ability to respond quickly to new opportunities and challenges. By empowering leaders with decision-making authority within their ministry areas, the church can:

• Adapt to Community Needs: Leaders who are deeply connected to their ministry can identify changes in the community and pivot strategies to meet those needs quickly and effectively.

• Reduce Bureaucracy: Fewer layers of decision-making enable the team to take action more efficiently. If you’ve dealt with larger church boards, you know how it goes. The janitor tells you the toilet is broken. The trustees have a meeting to discuss how they will fix the toilet. Then the board meets to approve the motion to fix the toilet. Then the finance committee has to meet to approve the funds to fix the toilet. Then the trustees meet to decide where they will buy a new toilet. All this leaves the restroom out of commission for weeks! When all of those people are in the same room at the same time the decision can be made in a matter of minutes.

• Focus on Forward Momentum: Shifting from a retrospective mindset to a forward-looking one keeps the church innovative and mission-oriented.

Structuring Leadership Team Meetings

Leadership team meetings are significantly different from traditional board meetings. They are not about rehashing past events or operational details but about strategizing for future ministry impact. Here’s how to structure them:

Shared Vision for the Future:

• Meetings begin with a devotional or prayer that reminds the team of the mission.

• Time is dedicated to brainstorming or planning strategies to address challenges or seize new opportunities.

Reports Focused on Disciple-Making:

• Each leader prepares a concise report that answers the question: How is my ministry making disciples?

• Reports focus on current efforts and upcoming plans rather than detailing past activities.

Collaboration Over Silos

• Leaders discuss ways their ministries can work together for greater impact.

• Encourage cross-ministry partnerships (e.g., outreach and children's ministry teaming up for a family-focused event).

Practical Example: Shifting the Mindset

• Old Model: A board member in charge of children’s ministry gives a report about attendance at recent events and how much was spent on supplies.

• New Model: The children’s ministry leader reports how their team is engaging kids in faith development, shares testimonies of spiritual growth, and presents plans for an upcoming event designed to connect families to the church.

This shift transforms meetings into inspiring, mission-driven conversations that energize the entire leadership team.

Making the Transition Gradual

Change can be intimidating, especially for leaders accustomed to a different governance style. To ease the transition:

1. Start Small: Begin by introducing the new leadership structure alongside the existing board to allow time for adjustment.

2. Celebrate Wins: Share stories of how the new structure is making an impact, such as how a nimble response to a need led to community transformation or spiritual growth.

3. Encourage Feedback: Create opportunities for leaders to share their experiences and refine the process together.

By teaching leaders to focus on disciple-making and embracing a forward-looking leadership style, smaller churches can adapt more quickly to the needs of their community while staying grounded in their mission. This transition empowers ministry leaders to lead with vision and purpose, creating a thriving, effective church culture.

Conclusion

Church governance is not one-size-fits-all, especially for smaller congregations. While boards have a long history of providing oversight, they may not always be the best fit for today’s smaller churches. Leadership Teams or other flexible models might better serve congregations looking to focus on their mission in a changing world.

Take time to evaluate your church’s needs and explore options that empower leaders, involve members, and keep the focus on making disciples.

Let’s continue the conversation! Share your thoughts on church governance in the comments or on social media. Connect with me on Facebook @ItsTimeSam, in the Facebook group Leadership Edge for Smaller Churches, or on X @ItsTimeSam. Don’t forget to share this article with others in your church network!