{"id":38169,"date":"2024-07-10T17:37:31","date_gmt":"2024-07-10T21:37:31","guid":{"rendered":"https:\/\/briandoddonleadership.com\/?p=38169"},"modified":"2024-07-10T22:55:42","modified_gmt":"2024-07-11T02:55:42","slug":"50-quotes-and-lessons-on-how-championship-teams-build-culture","status":"publish","type":"post","link":"https:\/\/briandoddonleadership.com\/2024\/07\/10\/50-quotes-and-lessons-on-how-championship-teams-build-culture\/","title":{"rendered":"50 Quotes and Lessons on How Championship Teams Build Culture"},"content":{"rendered":"<p><a href=\"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/07\/Screenshot-2024-07-10-at-4.35.37%E2%80%AFPM.png?ssl=1\"><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-38171 size-large\" src=\"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/07\/Screenshot-2024-07-10-at-4.35.37%E2%80%AFPM-1024x687.png?resize=1024%2C687&ssl=1\" alt=\"\" width=\"1024\" height=\"687\" \/><\/a><\/p>\n<p>Michael Lombardi is someone whose content helps me grow exponentially as a leader. \u00a0He is a former three-time Super Bowl champion executive with the New England Patriots and San Francisco 49ers. \u00a0Michael’s daily newsletter <a href=\"https:\/\/www.thedaily.coach\/subscribe?ref=RENELvc6Pc\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">The Daily Coach<\/a> is a must-read for anyone looking to improve their leadership.<\/p>\n<p>Recently, I had the privilege of attending a webinar hosted by Michael on the subject of how championship teams build culture. \u00a0The content provided could literally transform any organization. \u00a0It was so impactful I want to share it with you.<\/p>\n<p>Also, Michael’s two books <a href=\"https:\/\/amzn.to\/4eZUmbI\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><em>Gridiron Genius: A Masterclass in Building Teams and Winning at the Highest Level<\/em><\/a> and <a href=\"https:\/\/amzn.to\/463xOmG\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><em>Football Done Right: Setting the Record Straight on the Coaches, Players, and History of the NFL<\/em><\/a> are must-haves for your leadership library. \u00a0If you haven’t purchased a copy yet, do so today. \u00a0You can thank me later. \u00a0If you want to join this network, click <a href=\"https:\/\/www.thedaily.coach\/subscribe?ref=RENELvc6Pc\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">HERE<\/a> for more information. \u00a0Now, onto the lessons.<\/p>\n<p><strong>The following are 50 Quotes and Lessons on How Championship Teams Build Culture from Michael Lombardi:<\/strong><\/p>\n<ol>\n<li>“I was fortunate to be around people who help one another.”<\/li>\n<li>“All championship teams have a foundation of where they want to start.”<\/li>\n<li>“1. The person in charge of the organization… . The first core principle must start with is the person in charge of the organization has to explain to everybody the difference between devotion and loyalty. Because we get that really screwed up. People that are devoted to you don’t tell you the truth.”<\/li>\n<li>“2. Telling the organization between accountability and responsibility… For championship teams to build something that becomes a championship. It starts with the understanding of devotion and loyalty. That’s number one that leads into number two, which is then telling the organization the difference between accountability and responsibility. And Coach Walsh did this brilliantly. So Coach Walsh was obsessed, and I mean, underscore the word obsessed with making sure pictures are perfectly hung on the wall, and they’re not crooked. And if you saw one that was crooked, and someone had to tell you to straighten the pitcher out, you were accountable. \u00a0But what Coach Walsh wanted the organization to be is if someone saw a pitcher that was crooked, have the responsibility themselves to go fix the frame. There’s a huge difference. When you’re accountable. somebody’s telling you what to do when you’re responsible. You’re endear to the principles within the company.<\/li>\n<li>“3. The difference between being on the same page and everyone being aligned… Alignment starts with everyone understanding core principles.”<\/li>\n<li>“We want alignment, responsibility, and loyalty.”<\/li>\n<li>“The number one thing we want from our leader is common sense to know what the problem is.”<\/li>\n<li>“Management is about answering questions. \u00a0Leadership is about asking questions.”<\/li>\n<li>“We want the owner to provide stability in the organization.”<\/li>\n<li>“Believe in the people who work for you.”<\/li>\n<li>“Pride in the company. \u00a0Someone has to teach the pride. \u00a0You’re going to have to bring the past into the present.”<\/li>\n<li>“Leaders teach pride, common sense, and responsibility and you have to care more than everyone else.”<\/li>\n<li>“Who are we as a company… We have to have an identity.”<\/li>\n<li>“The process of your company is built by your philosophy.”<\/li>\n<li>“Command of the Message. \u00a0Everyday someone reminds you who we are.”<\/li>\n<li>“Championship teams want to know where we’re going.”<\/li>\n<li>“Command of Self – How we handle ourself… No one is immune to the culture. \u00a0The job of the leader is to adhere to the culture.”<\/li>\n<li>“Command of Trust – Do you trust me to preserve all the things I have to do to preserve the culture.”<\/li>\n<li>“To build a good culture, everyone has to do what they’re asked to do.”<\/li>\n<li>“The most important area is because what we have to be able to do is understand the difference between what is someone who is working and someone who becomes an expert. \u00a0Knowledge, skill and achievement are critical components of expertise.”<\/li>\n<li>“When you are an expert in your field and you teach other people, people will gravitate towards you.”<\/li>\n<li>“Everyone thinks they’re should be one leader, but that’s not the case. \u00a0There should be a lot of leaders within the group.”<\/li>\n<li>“You impact the growth culture by having a growth mindset, by wanting to grow every single day.”<\/li>\n<li>“The leader has to create a sense of belonging.”<\/li>\n<li>“Championship teams want to get better every single day. \u00a0The goal is to improve.”<\/li>\n<li>“Championship teams, the most important part is talent acquisition.”<\/li>\n<li>“We want to encourage people to take chances and think outside the box… \u00a0Define each job in a way we can grow.”<\/li>\n<li>“Every person coming into the building is representative of the culture… One person can destroy a culture.”<\/li>\n<li>“Scouting is about eliminating people, not finding them… It always comes back to ‘Who are we?'”<\/li>\n<li>“You can’t let someone in who doesn’t fit the culture.”<\/li>\n<li>“To make people better, we have to teach. \u00a0To teach, we have to eliminate ourselves from bias.”<\/li>\n<li>“Let the students grade themselves before we grade them.”<\/li>\n<li>“You want your boss to tell you what you need to improve.”<\/li>\n<li>“You’ve got to be able to not have false duality. \u00a0You have to be willing to look at problems in decision making without just having one solution… If you think there is only one way to solve a problem, you’re probably wrong.”<\/li>\n<li>“There’s always solutions to a problem if you’re looking for a better way.”<\/li>\n<li>“Good teams understand the difference between what’s good and great. \u00a0And that’s the hardest thing for all of us to do is to understand what’s the difference between good and great? \u00a0What is good and what is great has to be clearly defined. \u00a0And it can’t be defined by winds and it can’t be defined by one good practice. \u00a0It has to be defined by how we behave as a current team, where we go and what we do collectively. \u00a0That will make us great. \u00a0And so as the leader, we have to have a standard of excellence to understand what is great because if you have a too low, people will only achieve to the lowest level and talent will never get developed.”<\/li>\n<li>“So as you look at this and you go through what a championship teams have in common, will all teams that win, have commonality. \u00a0They all have the three areas that we talked about to begin with. \u00a0They all have somebody who uses common sense who creates stability, who believe in people they have proud the company they care at the person cares more than anybody the leader has a complete plan on where we’re going, what we’re doing. \u00a0There’s a philosophy of the team. \u00a0They understand the characteristics of leadership by the four components. \u00a0They teach and develop culture. \u00a0They create an impact for employees to impact culture.”<\/li>\n<li>“And they understand the difference between what skill is and what an expert is. \u00a0So those are the elements that I think all championship teams have. \u00a0And then the most important one is competitive stamina. \u00a0They’re willing to do it day after day after day. \u00a0And no one’s really happy until they get to the end of the year.”<\/li>\n<li>“Writing every day helps us get better.”<\/li>\n<li>“Brad Stephens wanted players with self-awareness, because he wanted a culture of coachability.”<\/li>\n<li>“Talent comes after you set up the culture.”<\/li>\n<li>“You have to have the culture before you can win.”<\/li>\n<li>“If you’re not at the top of the organization, you live these things out… \u00a0You prepare like you’re going to get the opportunity… You collect intellectual knowledge for the day you will be in charge.”<\/li>\n<li>“The habits that matter most are the things that echo from our lives… The team becomes the personality of the coach.”<\/li>\n<li>“Managers do things right. \u00a0Leaders do the right things.”<\/li>\n<li>“There’s a lot of jobs where we can affect the outcome but we should be responsible for the outcome.”<\/li>\n<li>“In NIL, you have to care so much that the player understands their best interest is in staying with you. \u00a0(In NIL) It still comes down to who develops talent the best.”<\/li>\n<li>“When people think you’re an expert in the field and they think you can help them, you create a following. \u00a0A following is not created by signs, it’s created by knowledge.”<\/li>\n<li>“Inertia is not a lack of action but an inability to recognize the appropriate action.”<\/li>\n<li>“Talent cannot be talented unless it fits into the culture.”<\/li>\n<\/ol>\n<p>What is one thing Michael taught that you can implement today to help you begin building a championship culture?<\/p>\n<p><a href=\"https:\/\/briandoddonleadership.tradepub.com\/c\/pubRD.mpl?secure=1&sr=pp&_t=pp:&qf=w_bril17&ch=\" target=\"_blank\" rel=\"noopener noreferrer nofollow\"><img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" class=\"alignleft wp-image-38125 size-medium\" src=\"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/07\/w_self145402c8.jpg?resize=232%2C300&ssl=1\" alt=\"\" width=\"232\" height=\"300\" srcset=\"https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/07\/w_self145402c8.jpg?resize=232%2C300&ssl=1 232w, https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/07\/w_self145402c8.jpg?resize=790%2C1024&ssl=1 790w, https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/07\/w_self145402c8.jpg?resize=768%2C995&ssl=1 768w, https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/07\/w_self145402c8.jpg?resize=1185%2C1536&ssl=1 1185w, https:\/\/i0.wp.com\/briandoddonleadership.com\/wp-content\/uploads\/2024\/07\/w_self145402c8.jpg?w=1200&ssl=1 1200w\" sizes=\"auto, (max-width: 232px) 100vw, 232px\" \/><\/a><\/p>\n<p>I have recently developed a strategic partnership with an organization called Netline. \u00a0They are an organization which gets content into as many hands as possible. \u00a0Together, we created a FREE resource entitled \u00a0 <span class=\"tp_splashline2\"><a href=\"https:\/\/briandoddonleadership.tradepub.com\/c\/pubRD.mpl?secure=1&sr=pp&_t=pp:&qf=w_bril17&ch=\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">“<i>The Top 90 Leadership Quotes of 2024 – Part 1.<\/i>“<\/a> \u00a0You can click <a href=\"https:\/\/briandoddonleadership.tradepub.com\/c\/pubRD.mpl?secure=1&sr=pp&_t=pp:&qf=w_bril17&ch=\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">HERE<\/a> or on the image provided to receive this complimentary resource. \u00a0<\/span><\/p>\n<p>Now a special request. \u00a0This is a complimentary resource. \u00a0Therefore, if you will make special note of the ads on the pages you will see. \u00a0If any interest you, please click the images and learn more about their products.<\/p>\n<p><strong>Once again, you can get your FREE resource by clicking <a href=\"https:\/\/briandoddonleadership.tradepub.com\/c\/pubRD.mpl?secure=1&sr=pp&_t=pp:&qf=w_bril17&ch=\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">DOWNLOAD NOW<\/a>. \u00a0<\/strong><\/p>\n<p>These quotes will take 15 minutes to read and a lifetime to apply. \u00a0<a href=\"https:\/\/briandoddonleadership.tradepub.com\/c\/pubRD.mpl?secure=1&sr=pp&_t=pp:&qf=w_bril17&ch=\" target=\"_blank\" rel=\"noopener noreferrer nofollow\">Let\u2019s get started<\/a>. You\u2019re about to get smarter and better as a leader! \u00a0#CommissionsEarned<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Michael Lombardi is someone whose content helps me grow exponentially as a leader. \u00a0He is a former three-time Super Bowl champion executive with the New England Patriots and San Francisco 49ers. \u00a0Michael’s daily newsletter The Daily Coach is a must-read for anyone looking to improve their leadership. Recently, I had the privilege of attending a […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"nf_dc_page":"","iawp_total_views":116,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[19],"tags":[604],"class_list":["post-38169","post","type-post","status-publish","format-standard","hentry","category-sports-leadership","tag-coaches"],"acf":[],"jetpack_featured_media_url":"","jetpack-related-posts":[],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/38169","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/comments?post=38169"}],"version-history":[{"count":5,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/38169\/revisions"}],"predecessor-version":[{"id":38182,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/posts\/38169\/revisions\/38182"}],"wp:attachment":[{"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/media?parent=38169"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/categories?post=38169"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/briandoddonleadership.com\/wp-json\/wp\/v2\/tags?post=38169"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}