Episode Details

Welcome to the unSeminary podcast. Today we’re talking with Devin Goins, Executive Pastor of Strategic Development at Biltmore Church in western North Carolina, one of the fastest-growing churches in the country.

Is your church growing but you’re struggling to keep your team aligned and rowing in the same direction? Tune in as Devin outlines a simple yet powerful diagnostic tool that helps churches evaluate and improve staff alignment and organizational health.

• Growth requires change. // Many churches resist change because they assume what got them here is what’s driving growth. Devin challenges this mindset, noting that growth itself creates complexity, which demands new systems, strategies, and adjustments. This means constantly reevaluating lids like parking, kids’ space, and worship environments—not just in moments of constraint but ahead of high-attendance seasons. Leaders must prepare for what’s coming, not just manage what’s current.
• Layers of organization. // To truly understand what’s happening in your church, get to the ground level by listening to volunteers, attending huddles, and sitting with small groups. By observing how messages are communicated down the chain, you gain clarity on whether your team—and especially volunteers—are aligned with your vision.
• Three care zones. // Devin introduces a framework Biltmore uses internally to assess team alignment and well-being. Based on scope of care, this tool identifies how staff are engaging with the organization through red, yellow and green zones. The more of your staff that you can help move to the green zone, the higher alignment will be in your church.
• Red zone signs. // High stress or insecurity causes staff to focus only on themselves. They may appear withdrawn, burned out, or apathetic toward church goals. This could stem from external stress, misalignment with their role, or unclear expectations. They could have burnout from being in the wrong seat. They need honest conversations and be honest about why they do what they do.
• Yellow zone signs. // The yellow zone is the most common zone in growing churches. Staff in this zone have shifted from self-focus to team-focus, but often at the expense of broader church alignment. Teams in the yellow zone may create policies that favor their own department, compete for resources, or unintentionally reinforce silos.
• Green zone signs. // In the green zone staff have high security and low stress. Their scope of care extends beyond their department to the whole church. They’re vision-aligned, collaborative, and proactive. While not every team member can be in the green zone at all times, increasing this number improves organizational alignment dramatically.
• Alignment is not passive. // Misalignment isn’t just operational—it’s spiritual. The enemy often works through disunity, and realignment requires intentionality. Leaders can support movement from red or yellow zones to green by removing resource scarcity, eliminating “zombie” processes, and clearly communicating goals and expectations. It’s also important to reward green zone behavior and affirm cross-department collaboration.
• The role of executive leadership. // Executive pastors must lead the way by modeling unity. It’s easy to roll out new initiatives too quickly, but lasting change requires alignment at the top. Sometimes, slowing down for int