Religion, Spiritual Development

Asian Access LIFE Ministries

Changing the few who change the many

aka Asian Access

Cerritos, CA



Asian Access' mission is to identify, develop and release emerging kingdom leaders to unite the church, multiply leaders and congregations, and extend the transforming power of the Gospel of Jesus Christ.

To see a vibrant community of servant leaders with vision, character and competence leading the church across Asia.

Notes from the Nonprofit

Asian Access: Over 50 years of changing the few who change the many

Ruling Year



Rev. Joe Handley

Main Address

PO Box 3307

Cerritos, CA 90703 USA


Japan, Asia, church planting, leadership development, leader development, LIFE MINISTRIES, Asian Access





Cause Area (NTEE Code)

Christian (X20)

IRS Filing Requirement

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Social Media

Programs + Results

What we aim to solve New!

Many pastor across Asia struggle with burnout or persecution. Asian Access helps these leaders thrive. We're a vibrant community that moves the needle. We are a leader development group that identifies and develops the right leaders at the right time through the right process, so they can be released to make the greatest Kingdom impact across Asia. We sustain change through a proven process that takes the region's most promising leaders and equips them to have a disproportionately significant impact in their countries, cultures and continent. Our focus is on intentionally training a few key leaders at a time, through a 2-year transformational process, so they can lead the church with vision, character and competence. We are becoming a vibrant community of leaders in twenty countries of Asia, striving to unite the church, extend the Kingdom, and transform the cultures of Asia for the glory of God. A2 is a vibrant community devoted to helping leaders thrive—DEVELOP. MULTIPLY. TRANSFORM.

Our programs

What are the organization's current programs, how do they measure success, and who do the programs serve?

SOURCE: Self-reported by organization

Leader Development Program

Where we workNew!

Charting Impact

Five powerful questions that require reflection about what really matters - results.

SOURCE: Self-reported by organization

What is the organization aiming to accomplish?

What are the organization's key strategies for making this happen?

What are the organization's capabilities for doing this?

How will they know if they are making progress?

What have and haven't they accomplished so far?

Asian Access is striving for a vibrant community of servant leaders with vision, character, and competence leading the church across Asia. We hope to develop a community of 2,000 leaders from 20 countries across Asia. For the rest of their lives, we hope these leaders will...
1.) Live in a love relationship with God.
2.) Grow as a Christ-like leader.
3.) Reproduce disciple-making leaders.
4.) Planting multiplying churches (or "Catalyzing movements" if in our leader program).

Beyond this personal and corporate transformation, Asian Access strives to achieve genuinely sustainable indigenous ministries in each location. Our objective is to reduce outside resources by increasing resources within each of our partner countries, while fostering interdependence across Asia. Our goal is to accomplish this within a 12-year period. Sustainable ministry will be measured by:
1.) A viable Leadership Team in place.
2.) Increasing number of faculty coming from inside each country.
3.) Decreasing level of financial support needed from outside.

The A2 Leader Development Model brings together 12-20 pastors who meet quarterly over a 2- or 3-year period and is intensive, in-service, in-country, in community, and ongoing. By virtue of the fact that the selected participants move through the two-year transformational process with a group of other like-minded leaders who face very similar challenges, a strong sense of camaraderie develops which motivates the leaders to grow together and to push one another to a higher level of performance. The relationships that develop in the context of this experience often provide a network for ongoing friendship and development long after the program is completed.

A2 Leader Development Model
Asian Access is committed to equipping every leader to nurture a love relationship with God. This is the core from which godly leadership emanates and is the central element of the A2 Leader Development Model. Around this focus, the model is three-dimensional: creating a vibrant learning community through supportive and accountable relationships; incorporating an integrated curriculum through rigorous and extensive training; and fostering a transformational process that promotes life-long spiritual growth.

Focus on Transformation
Asian Access training focuses on a process of transformation rather than on an event for inspiration. As a result these leaders will have time for instruction, experimentation, reflection, evaluation, and relationship building.

Leaders with Potential Trained by Seasoned Leaders
The training is provided for exceptional emerging leaders by experienced senior leaders who are seasoned practitioners. The participants and trainers alike are carefully selected. It is the conviction of Asian Access that leaders are best developed by leaders, not by theorists alone.

Life-on-Life Mentoring
The training is designed to bring about a process of change that is accompanied by a commitment to implementation. This focus is intended to prevent the training experience from being a mere academic exercise. Central to this process is the life-on-life impact of the mentor on the pastor/leader. This mentoring is guided by the Asian Access national director in partnership with the country resource coordinator, along with the guests faculty who come to lecture and present case studies.

Key Church Leaders Included
Asian Access also involves the key leaders in a church so pastors are not learning in isolation of those they are leading. This endorsement by key church leaders at the beginning of the process increases their sense of ownership of the vision and strategy that is articulated as their pastor/leader moves through the program.

Asian Access has nearly five decades of experience working in partnership in Asia. At Asian Access, our most precious resource is our people...

Staff and Alumni
The strength of the ministry has always been the quality of the partnerships God has blessed us with -- strong and enduring partnerships with the highest echelon of Christian leaders across the islands of Japan. Additionally, God has brought a community of highly-motivated staff and well-trained missionaries who bring additional strength and creativity to the ministry. This includes nearly 3,000 alumni from North America. Amazingly, the majority of our senior leaders has 25+ years of ministry with the organization, which has increased its stability.

Board of Directors and Council of Reference
The foundation laid by Asian Access' outstanding Board of Directors has made the work of these missionary-national partnerships effective. We are privileged to have excellent boards in the U.S., Canada and Japan. Our Council of Reference endorses what Asian Access is accomplishing in the trenches.

Partnering Organizations and Teaching Faculty
The partnerships that Asian Access has enjoyed with leading churches, mission-minded schools, and generous supporters all across North America has made possible over forty-five years of fruitful ministry, and have brought us to a place of expanded ministry horizons across Asia. Many of our faculty, teaching across Asia, are serving churches, ministries and schools in North America and Asia.

Participants in the A2 Leader Development Program
Finally, the leaders who are participating in our leader development program are a big part of the A2 Community. Our graduates give back to the program in their given locale. Some serve on the working team to coordinate the work. Some serve on the reference council or board on the national level. Some serve as faculty to teach in country, and some are teaching in several countries across Asia. All of these graduates are volunteers for the movement, largely because they have benefitted themselves from participating in the program; they want to give back.

There are several indicators Asian Access looks at to gauge how we are doing. Here are some indicators:

1.) One indicator of qualitative success, regarding whether we are making a difference in the life of a leader is if their spouse and their church leaders tell us about specific areas of change and transformation.
2.) We also can see change as communicated in the graduate's comments, questions, responses, interaction and ultimately his/her strategy paper. We can see paradigm shifts in their thinking and perspectives from the onset of the program to the graduation, which is usually 2-3 years in duration. Here are some examples of shifts:
a.) from isolated to connected relationally
b.) from constrained by hierarchy to living in community
c.) from mega-church vision to multi-church vision
d.) from vision for personal growth to vision for reproduction
e.) from narrow vision (local or denominational) to broad vision (regional and global)
f.) from proprietary mentality to kingdom mentality

1.) We can measure the number of new leaders the participant has developed.
2.) We can measure the numerical growth in their churches.
3.) We can measure the number of new churches started by the graduate.

One indicator of genuinely sustainable and indigenous ministries is when we have reduced outside resources by increasing resources within each of our partner countries, while fostering interdependence across Asia. We have achieved success if we accomplish this within a 12-year period:
1.) Observe a viable Leadership Team in place.
2.) Measure increasing number of faculty coming from inside each country.
3.) Track decreasing level of financial support needed from outside.

Asian Access is currently in 13 countries across Asia, but we desire to develop church leaders in 20 countries. However, in our current countries, we are seeing significant progress toward our goals and objectives. We have developed nearly 1,000 leaders in these countries and they are a part of our vibrant community of servant leaders. We have seen growth and development in our graduates' personal lives, families, churches, and communities. Not every participant is a success story, but by and large, the majority do see transformation in their own lives. We know we're doing well when our biggest compliments come from the spouses of our graduates.

External Reviews

Affiliations & Memberships

Evangelical Council of Financial Accountability - Member

Christian Management Association (CMA)


Asian Access LIFE Ministries

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The people, governance practices, and partners that make the organization tick.

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Board Leadership Practices

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SOURCE: Self-reported by organization


Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations?



Has the board conducted a formal, written assessment of the chief executive within the past year?



Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year?



Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership?



Has the board conducted a formal, written self-assessment of its performance within the past three years?


Organizational Demographics

In order to support nonprofits and gain valuable insight for the sector, GuideStar worked with D5—a five-year initiative to advance diversity, equity, and inclusion in philanthropy—in creating a questionnaire. This section is a voluntary questionnaire that empowers organizations to share information on the demographics of who works in and leads organizations. To protect the identity of individuals, we do not display sexual orientation or disability information for organizations with fewer than 15 staff. Any values displayed in this section are percentages of the total number of individuals in each category (e.g. 20% of all Board members for X organization are female).

SOURCE: Self-reported by organization


Race & Ethnicity

Sexual Orientation

This organization reports that it does not collect this information.


This organization reports that it does not collect this information.

Diversity Strategies

We track retention of staff, board, and volunteers across demographic categories
We track income levels of staff, senior staff, and board across demographic categories
We track the age of staff, senior staff, and board
We track the diversity of vendors (e.g., consultants, professional service firms)
We have a diversity committee in place
We have a diversity manager in place
We have a diversity plan
We use other methods to support diversity