The purpose of this study is modeling the relationships between servant leadership, empowerment, and effectiveness in sports offices in the north of Iran. Due to the nature of the subject and according to the purpose, the present study is an applied study and in terms of strategy, it is descriptive-survey research. The statistical population of the present study consisted of 220 managers and deputies of sports and youth offices in the north of the country. Since the size of the statistical population was limited; all of them were considered as the sample. In order to collect the data, standard questionnaires of organizational effectiveness of Eidi et al. (2012), Servant Leadership of Patterson (2003), succession Mottaqi and Beheshtifar (2009), and Empowerment of Spreitzer (1995) were used. The construct validity of the questionnaires was confirmed by convergent validity and divergent validity criteria and their reliability was confirmed by factor loading, Cronbach's alpha, and composite reliability. In order to analyze the data and test the research hypotheses, the structural equation modeling method of Smart PLS3 software was used. The results showed that servant leadership, succession, and managers’ empowerment have a positive and significant effect on organizational effectiveness. It was also found that first succession and then empowerment has the greatest impact on organizational effectiveness. Therefore, the mediating role of succession and managers’ empowerment was also accepted in the research model and it was found that the two variables have a minor role as mediators. Managers' empowerment plays the most mediating role in the relationship between succession and organizational effectiveness. It seems that in improving the effectiveness of the organization, the factor of empowering the members should not be neglected. As with the discussion of the previous hypothesis, it should be said that empowering the members of sports organizations also benefits the society in addition to the positive effects it brings to the organization