18 | Coach Knoll

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Welcome Back.

Today we’re going to talk about the type of culture that is built when we don’t have a culture of honor. and that’s a conditional culture.

And i know i sound like a broken record but

the change in culture will always be something that starts

from the inside and moves outwards.

it starts with yourself.

And then moves outwards to others.

Honor’s one of those things that can’t be given if we don’t already have it in us.

Anyone who tries to extend honor without first developing

an honor for themselves

will at some point - return to their old ways of gossip dishonor disrespect,

and a performance only mindset. a mindset that seeks value from WHAT they do.

And this is what creates that conditional culture.

Conditional cultures happen when “WHO people are” is being dishonored like jabby comments being made about their character.

“WHO they are” is being forgotten about because their performance/or WHAT they do has become more important.

In a conditional culture, when you’re performing well and adding measurable value to the team, you’re in great standing.

But the minute you start contributing less to that ROI, you’re forgotten about, or no longer matter.

In a conditional culture family, when you’re meeting all expectations you feel loved, known, seen, but when you make a mistake, you feel shame, dishonor, lack of being believed in. lack of belonging.

In a conditional culture you feel you need to be perfect to belong.

In a conditional culture mistakes are handled with shame, as a means to try and motivate someone to perform better or work harder.

Conditional cultures - don’t do the hard work of figuring out someone’s motivation language, seeing someone as a whole person in the context of their story and what might the bigger picture going on in their lives would look like.

Conditional cultures are easy to make. It’s what happens when you don’t put energy into getting to KNOW people.

Which brings me to discussing the opposite of conditional cultures and that’s a culture of honor.

A culture that believes the best in people. A culture where people have the space and freedom to grow into everything that have to be, knowing there will be some moments that are out of character, but ultimately believed, in respected and called up to greatness.

So let me introduce you to coach knoll.

Chuck Knoll - was the coach for the Pittsburgh steelers. why pay attention to his coaching career?

• under his leadership in 1960s to the 1970s they went from a laughingstock into one of the NFL's most successful and beloved franchises.

• From four decades of futility to winning four Super Bowls in six years.

• 1964 season 5-9 losing record.

• 1965 season league worst of 2-12 losing record

• 1965-1969 - team went through 8 quarterbacks

• despite the Steelers being in an area of the U.S. producing top quarterbacks, they never managed to keep them

• 1972 - first-ever playoff win with the "Greatest Play in NFL history"

• 1974 - played in Super Bowl

• 1975 - Won the Super Bowl

• 1976 - Won the Super Bowl

• 1979 - Won the Super Bowl

• 1980 - Won the Super Bowl

• I kept reading things like: “As poor as the 1969 season was, it turned out to be a springboard for one of the most successful decades any NFL team has ever had.”

• Some of the best coaches we know of now played for Coach Knoll.

• I know that Culture of Honor can UNLOCK a team’s potential and a team’s legacy.

• And that’s exactly what happened when chuck knoll became The Steelers coach

• And here’s his coaching style described:

• “Respect for people first.”

• “During his career, he was notable for the opportunities he gave African Americans, starting the first black quarterback in franchise history and hiring one of the first black assistant coaches in league history.”

• “An relenting desire to build camaraderie, and a deep understanding of how each individual on their team was motivated.”

Here’s where we’re focusing today: in a culture of honor - when someone’s performance dips, instead of dishonoring someone’s character based on actions that didn’t hit expectations,

they are reminded of their character, what’s inside of them, and empowered with clarity, support and training of their actions.

Coach Knoll seemed to be a coach that got to know his athletes enough to ACTUALLY KNOW THEIR CHARACTER; to be able to pull on different levers of motivation to elevate their performance, actions and behavior.

At minimum he saw the person, in front of him.

and then called him up towards greatness.

…

This is the opportunity in front of us.

In not only our work, our offices, our teams outside the home, but our team IN the home.

What would it look like to create that type of culture in the house?

Where you actually spent time in thought about SOMEONE’S character. WHO they are.

And genuinely developed an internal respect for who they are.

Wouldn’t that unlock your actions and behavior and connection towrad them to be honoring respected, even more enjoyable.

When they make mistakes, would their be more openness to discuss, because the value of who they are hasnt been hit, they simply didn’t hit an expectation.

So let’s discuss, talk it out, move on better together.

But i’m getting ahead of myself. we’re going to get into healthy conflict later on.

For now, let’s stay clear in the type of culture we’re building up around us, in our home, in our work, in our communities.

Are we getting to know WHO someone is, their character, honoring WHO they are first, expressing specific affirmation towards who they are, making pivots in how we connect, relate and motivate based on how they are wired and designed.

We have it in us to either build conditional cultures where those around feel like they need to walk on egg shells to make sure they hit all expectations we have, to keep us happy, to keep connection, to not be written off, to never make a mistake.

Or are we building up cultures of honor, that no matter what, even on your worst days, you’re going to be given love, some space, some permission, knowing they know you, they know who you are, you’re believed in, truly respected, and deeply honored.

We have that choice of what kind of space we build.

To give people the chance to learn and level up and be believed in.