By Brent Lacy

Let me describe a scene you probably know well. The pastor is the one who preaches on Sunday, visits the hospital on Tuesday, fixes the toilet on Wednesday, counsels a couple on Thursday, and then does it all again next week. The church is not growing. The pastor is not thriving. And nobody else seems to carry any of the weight.

This is the reality in thousands of small churches across the country. And the numbers back it up.

These are not just numbers. They describe a system that is breaking down. Pastors are burning out. Churches are plateauing. And the single most common fix — one that has worked for two thousand years — is sitting right inside the church walls, waiting to be activated.

I am talking about deacons.

What Deacons Are Actually For

Most churches have a vague idea about deacons. They know deacons are “helpers.” They know deacons take up the offering and maybe fix the building. But the biblical model is far more intentional than that.

The word “deacon” comes from the Greek diakonos, meaning servant or minister. When the apostles appointed the first deacons in Acts 6, they were not creating a board of directors. They were solving a practical problem: the pastoral staff was being pulled away from prayer and the ministry of the Word to handle logistics.

The apostles said it plainly: “It is not right that we should give up preaching the word of God to serve tables” (Acts 6:2). So they appointed men to handle the practical work of the church, freeing the pastors to focus on spiritual leadership.

That is still the job description. A healthy deacon ministry does not compete with the pastor. It carries the weight that keeps the pastor from breaking.

Why Small Churches Struggle with Deacon Ministry

If deacons are so important, why do so many small churches either have no deacon body or one that barely functions? There are a few common reasons.

1. The pastor does not want to let go

This is the big one. Many pastors — especially in small churches — have been doing everything for so long that the idea of handing responsibility to someone else feels risky. What if they do it wrong? What if they make a decision I disagree with? What if the church falls apart?

Here is the honest truth: the church is already falling apart. It is just falling apart slowly, one exhausted pastor at a time.

2. The church does not know how to choose deacons

Many small churches have never had a formal process for selecting deacons. They either appoint whoever volunteers (which can lead to the wrong people in the role) or they avoid the process entirely because it feels too complicated.

3. Nobody has defined what deacons actually do

Without a clear job description, deacons default to whatever the church has always done. In some churches that means counting money. In others it means sitting in a meeting once a month and approving the pastor’s decisions. Neither of these captures the biblical vision.

4. The church is too small to “need” deacons

This is the most common objection in churches under 100 people. “We are too small for a deacon ministry.” But the size argument gets it backward. Small churches need deacons more, not less, because the pastor is already doing the work of five people.

How to Choose the Right Deacons

The qualifications for deacons are laid out clearly in 1 Timothy 3:8-13. Before you look for people who are willing, look for people who are qualified. Here is what to look for:

• Character first. Deacons must be dignified, not double-tongued, not addicted to much wine, not greedy for gain.
• Spiritual maturity. They must hold the mystery of the faith with a clear conscience.
• Proven faithfulness. They should be tested first, then serve if they prove themselves blameless.
• Family stability. They must manage their own households well.

Notice what is not on this list: business success, wealth, popularity, or willingness to volunteer. The qualifications are almost entirely about character and spiritual maturity.

A Simple Selection Process for Small Churches

You do not need a complicated election system. Here is a process that works in churches of any size:

1. Teach on it. Before you select anyone, preach a series or hold a class on what the Bible says about deacons. Let the congregation understand the role before you ask for nominations.
2. Open nominations. Allow church members to nominate men who meet the biblical qualifications. Give people two to three weeks to submit names privately.
3. Pastoral review. The pastor (or leadership team) reviews the nominations against the 1 Timothy 3 qualifications. This is not about picking favorites. It is about identifying men whose lives match the biblical standard.
4. Conversation. Meet with each potential deacon one-on-one. Explain the role. Ask about their willingness and availability. Make sure they understand the commitment.
5. Congregational affirmation. Present the candidates to the church for a vote of confidence. This is not a political election. It is the church publicly affirming what the leadership has already discerned.
6. Ordination. Hold a simple ordination service where the church commits to supporting these men in their ministry and the deacons commit to serving faithfully.

Defining What Deacons Do: A Practical Framework

Once you have deacons, they need a clear understanding of their role. Without that, they will either do nothing or try to run the church. Here is a framework that works well for small churches.

The Three Buckets of Deacon Ministry

Think of deacon responsibilities in three categories:

Bucket 1: Physical Needs of the Church

• Building and grounds maintenance
• Financial oversight and counting offerings
• Benevolence fund administration
• Hospitality and meal coordination for families in crisis

Bucket 2: Ministry Support

• Visiting shut-ins and hospitalized members
• Supporting Sunday school and children’s ministry logistics
• Helping with newcomers and follow-up
• Assisting with funeral and wedding coordination

Bucket 3: Congregational Care

• Identifying members who are struggling spiritually or practically
• Connecting needs with resources (both church and community)
• Serving as a bridge between the congregation and the pastor
• Praying regularly for the church and its leadership

Training Deacons Without a Seminary Budget

Most small churches cannot afford to send their deacons to a training conference. That is fine. Effective deacon training does not require a big budget. It requires intentionality.

A Simple Training Plan

Month 1: Foundation. Walk through Acts 6:1-7 and 1 Timothy 3:8-13 together. Discuss what these passages teach about the deacon’s role. Answer questions. Set expectations.

Month 2: Roles and Boundaries. Clarify what deacons do and — just as importantly — what they do not do. Deacons serve the church. They do not set doctrine, hire staff, or override the pastor’s spiritual leadership. Clear boundaries prevent 90% of deacon-related conflict.

Month 3: Practical Skills. Train on specific tasks: how to visit someone in the hospital, how to handle a benevolence request, how to identify a need and connect it with a resource.

Month 4 and beyond: Ongoing development. Meet monthly. Rotate teaching among the deacons. Bring in outside speakers when possible. Use MinistryPlace.net resources to guide your training.

Common Mistakes to Avoid

After watching hundreds of churches attempt to build a deacon ministry, I have seen the same mistakes come up again and again. Here are the big ones:

What Success Looks Like

When a deacon ministry is working well, here is what you will see:

• The pastor is spending more time in prayer, study, and pastoral care — and less time on logistics.
• Church members’ needs are being met faster because more people are paying attention.
• The church is more resilient when the pastor is sick, on vacation, or facing a personal crisis.
• Men in the church are growing spiritually through their service.
• The church is positioned to grow because the leadership structure can handle more people.

This is not theoretical. This is what happens when a church takes the biblical model seriously and puts it into practice.

Frequently Asked Questions

How many deacons does a small church need?

Start with two or three. A common guideline is one deacon for every 25-30 members, but in very small churches, even two faithful deacons can make a dramatic difference. You can always add more as the church grows.

Can a church have deacons if it is not Baptist?

Absolutely. The pattern of shared leadership appears throughout the New Testament. Whether you call them deacons, elders, ministry team leaders, or servants, the principle is the same: the pastor should not carry the weight alone.

What if no one in the church meets the qualifications?

Then you have identified a discipleship problem, not a deacon problem. Start investing in the men of your church. Teach them. Mentor them. Give them small responsibilities and watch them grow. In the meantime, the pastor continues to carry the load while the church develops future leaders.

Should deacons be paid?

In most Protestant traditions, deacons are lay volunteers, not paid staff. Their reward is the spiritual growth that comes from faithful service and the knowledge that they are advancing the work of the church. Paying deacons can actually undermine the servant-leadership model.

How do we handle a deacon who is not fulfilling his role?

Address it directly and privately. Start with a conversation. If the issue continues, the pastor should meet with the deacon body and discuss whether the man should continue in the role. This is uncomfortable but necessary. An unqualified deacon does more harm than an empty position.

Sources

1. Rural Church Pastors Face Obstacles With Optimism — Lifeway Research, October 23, 2025.
2. Most Pastors Lead a Small Congregation, but Most Churchgoers Attend a Larger Church — Lifeway Research, June 3, 2025.
3. 38% of U.S. Pastors Have Thought About Quitting Full-Time Ministry in the Past Year — Barna Group, November 16, 2021.
4. 3 Steps to Strengthening Your Church Through Your Deacon Ministry — Lifeway Research, September 30, 2020.