As long as I have legs I will run with the squirrels…

Arlin Rothauge on church size/style

Role of pastorRole of pastorWhat people expectWhat people expectHow church engages in missionHow church engages in missionHow church incorporates new peopleHow church incorporates new peopleWhat kinds of people want to be part of What kinds of people want to be part of

churchchurch

Family-styleFamily-styleChurchChurch

AWA of up to 75 AWA of up to 75 (median of 35)(median of 35)

Single cell church Single cell church (extended family)(extended family)

Governed by Governed by patriarchs/patriarchs/matriarchs (plus matriarchs (plus gate-keepers)gate-keepers)

Newcomers via Newcomers via marriage, marriage, adoption or birthadoption or birth

Best are known Best are known for one vibrant for one vibrant ministry focusministry focus

M

M

P

P

G

Family-styleFamily-styleChurchChurch

Clergy Roles: Minister seen as

‘family’ chaplain Provide pastoral

care at transition points

Worship Leader Work with

influencers (matriarchs/

patriarchs & gate-keepers)

M

M

P

P

G

Value AddValue Add

P M

M P

Family Style Church

G

Spirit-filled Spirit-filled conversation with conversation with cultureculture

Motivational faith Motivational faith sharingsharing

Small group based Small group based adult spiritual adult spiritual growthgrowth

Ministry gift Ministry gift discernment, discernment, discovery & discovery & empowermentempowerment

AWA 76-140 AWA 76-140 (median 110) – (median 110) – 60-80 families60-80 families

Has a Has a ‘village/tribe’ ‘village/tribe’ feel – functions feel – functions like 1 fellowshiplike 1 fellowship

Organised Organised around person, around person, role & support role & support of full-time of full-time ministerminister

Best are known Best are known for 2-3 vibrant for 2-3 vibrant mission focimission foci

Pastoral-stylePastoral-styleChurchChurch

M

M

P

P

Clergy Roles Delegate authority,

assign responsibility, recognise achievementsof others

Expected to attend all meetings

Meet spiritual needs of members – preaching, lead groups, pastoral care

Lay leaders role to ‘help’ minister

Pastoral-stylePastoral-styleChurchChurch

M

M

P

P

Pastoral-stylePastoral-styleChurchChurch

Value Add Discerning church’s DNA –

values, core beliefs, vision & mission

Systems to embed DNA Members’ spiritual

formation to support change

Members’ personal mission feeds shared mission

Minister able to work 'on' as much as 'in’

Coach and support existing and emerging leaders

Link with wider community

M

MF

P

P

Pastoral-style Pastoral-style ChurchChurch

M

F

F

P

M

M

F

F

The Church in The Church in TransitionTransition

P

• Churches with AWA Churches with AWA 140-225 don’t fit into 140-225 don’t fit into system that reinforces system that reinforces congregational culturecongregational culture

•Tend to burn up lay Tend to burn up lay leaders through over-leaders through over-use > burnoutuse > burnout

• Often need new staff, Often need new staff, facilities & programs facilities & programs all at same timeall at same time

• Often conflict due to Often conflict due to different expectations different expectations re style (programs or re style (programs or relationships)relationships)

• Attendances can see-Attendances can see-saw dramaticallysaw dramatically

Clergy Roles• Often caught in Often caught in cross-fire of conflicting cross-fire of conflicting expectations re expectations re pastoral vs program pastoral vs program stylestyle• Beyond AWA 140 Beyond AWA 140 minister finds it hard to minister finds it hard to relate personally to relate personally to everyoneeveryone• High stress for clergyHigh stress for clergy• Can often approach Can often approach program size but fall program size but fall back, resulting in back, resulting in frustration and burnout frustration and burnout for clergyfor clergy

The Church in TransitionThe Church in Transition

P

FPM

MF

The Church in TransitionThe Church in Transition

Part-time ?

Value Add

• Revision for growthRevision for growth

• Employ personal assistantEmploy personal assistant

• Develop program planDevelop program plan

• Employ 1 program staffEmploy 1 program staff

• Change & prune Change & prune minister’s job description to minister’s job description to transformational leadertransformational leader

• Think/act like large churchThink/act like large church

• Review site plan & Review site plan & facilities planfacilities plan

AWA 225 to 1000 :AWA 225 to 1000 : Small = 225-400Small = 225-400 Medium = 400-600Medium = 400-600 Large = 600+Large = 600+

Critical mass of Critical mass of people from different people from different age, cultural & age, cultural & interest groupsinterest groups

At least 3 cellsAt least 3 cells(congregations)(congregations)

Leadership includes Leadership includes paid program staffpaid program staff

Known for quality & Known for quality & variety of programsvariety of programs

Program-Style Program-Style ChurchChurch

Clergy roles Lead consensus on

mission directionmission direction Plan with staff & lay Plan with staff & lay

leadersleaders Recruit, equip, Recruit, equip,

oversight & support oversight & support program staffprogram staff

Program staff recruit, Program staff recruit, equip & support equip & support ministry team leadersministry team leaders

Ensure excellence in Ensure excellence in programsprograms

Ensure adherence to Ensure adherence to church’s core valueschurch’s core values

Program-Style Program-Style ChurchChurch

Program-Style Program-Style ChurchChurch

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

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, NZColCom Press, 2003

dave-mullan.blogspot.com

Intimacy Levels in Group Settings

Low

High

Small Group

(5-15)

Instruction/Fellowship

(50-80)

Celebrative Worship

(120+)

Creating Strengths and Health for

Your Congregation

Small is Strong

4 Futures4 Futures1. Small, strong congregations2. Middle-sized congregations3. Large, regional congregations4. Mega-congregations

Small is Strong

4 Futures (2 easier to maintain)4 Futures (2 easier to maintain)

1. Small, strong congregations2. Middle-sized congregations3. Large, regional congregations4. Mega-congregations

Possible ScenariosCongregations Strong Weak Dying

Small

Middle

Large, regional

Mega

Kennon Calllahan, Twelve Keys to an Effective Church, 1983

12 Characteristics of strong healthy congregations1. Specific, concrete

missional objectives2. Pastoral & lay

visitation3. Corporate, dynamic

worship4. Significant relational

groupings5. Strong leadership

resources6. Solid decision making

7. Several programs and activities

8. Open accessibility9. High visibility10.Adequate land and

parking11. Adequate space and

facilities12.Solid Financial

resources

8 Characteristics of strong small congregations1. Mission and Service2. Compassion and

shepherding3. Community and

belonging4. Self reliance & self

sufficiency

5. Worship and hope6. Leaders and team7. Just enough space

and facilities8. 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 & Self-Sufficiency• 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 HopeWorship 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. Spontaneous giving2. Major Community Sunday giving3. Special planned giving4. Major project giving5. Annual giving6. Enduring giving

Living with Spirit of Promise• Promise of our life together• Promise of possibilities God gives us• Promise of resurrection and new life