Episode Details

Welcome back to the unSeminary podcast. Today we’re joined by Jason Hanash, the founding and lead pastor of Discovery Church in California—one of the fastest growing churches in the country.

How do you restructure your staff leadership to keep pace with rapid church growth? Tune in as Jason shares how Discovery evolved from a living room gathering to a thriving church reaching nearly 5,000 people—and the leadership shifts that increased alignment, ownership, and execution.

• Train your team as you grow. // As Discovery grew past the 2,000–2,500 attendance mark, Jason realized their existing pastoral team model was no longer scalable. The team was too broad, meetings were inefficient, and execution lagged. In response, Jason transitioned to a leaner executive team structure, developing four key leaders over two years and empowering them with oversight based on their unique gifting.
• Hire from within. // Rather than recruiting externally, Jason believes in developing leaders from within. Each of Discovery’s four executive team members aligns with the church’s culture, vision, and values, making them ideal for executive leadership. This long-term investment in development allowed for high trust and deep synergy across the leadership team.
• Don’t skip the training runway. // Discovery spent two years intentionally developing its executive team. The first year was spent modeling leadership and included seasonal staff meetings, goal setting, and retreats focused on strategic management. The second year involved gradual empowerment and coaching. This slow-build approach created leaders who understood the organizational DNA and could lead with confidence.
• Navigating change with vision. // Organizational change inevitably causes friction—especially when some staff members lose direct access to senior leaders. At Discovery, staff are reminded to “marry the vision, not the position,” and flexibility is woven into the culture. Involve key influencers early, explaining the “why,” and selling the benefits of change.
• Weekly and monthly rhythms. // Discovery uses a two-tiered meeting system for their executive team. A quick weekly huddle every Tuesday creates space for real-time coaching and decision-making. Then, once a month, the executive team meets for a deep dive focused on five pillars: advancing the vision, influencing the culture, managing the systems, multiplying the leadership, and stewarding generosity. Each season emphasizes one pillar, helping the team stay mission-focused and proactive.
• Daily department huddles. // Each department also holds a five-to-eight-minute daily huddle. These quick stand-ups increase alignment, clarify priorities, and offer real-time coaching. The brief check-ins save time, prevent costly miscommunication and provide a space for the team to exchange ideas.
• Yearly themes that drive culture. // Jason and his wife take time each summer to fast and pray over the coming year. In 2024, the theme was “Year of Freedom,” which led to a yearlong focus on emotional, mental, and spiritual healing. The theme shaped sermon series, events, small groups, and even the launch of a counseling center. In 2025, the theme is “Identity,” with a new devotional, curriculum, and book—Christ Formed in You—guiding a 12-month journey of spiritual formation.

Learn more about Discovery Chur