Nick Saban said, “Mediocre people can’t stand high achievers, and high achievers can’t stand mediocre people.”
Let’s sit on that for a second…
If you’ve ever played sports or watched your team chase a title, Go Birds, you know it’s not about friendship; it’s about alignment, excellence, discipline, and the desire to WIN.
And guess what?
Your business should operate the same way.
One of the biggest challenges I’ve faced over the years as a business owner was my mindset around building a work family. While that approach has its benefits - strong bonds, loyalty, and camaraderie - I’ve come to realize it also held me back from unlocking the next level of productivity and growth.
At the core of it, my hesitation to shift away from that model was driven by fear.
Fear of hurting people’s feelings.
Fear of disrupting a welcoming environment.
Fear of losing good people.
Fear of damaging our culture.
Fear of the rumor mill branding us as a company that “doesn’t care.”
But as I’ve grown in leadership, still so much to learn, I’ve seen the opposite to be true.
When I began focusing on building a championship team over the past few years, instead of a work family, a lot has changed.
There was more clarity for the team and myself.
There was stronger accountability to individual performance and team outcomes.
And most importantly, we are wasting less time on drama and miscommunication.
But what surprised me most? The emotional pressure that comes with a “family dynamic” started to fade for me. Especially as a people person. Why? Because when I set the tone of professional excellence, people rose to meet it. Conversations become about standards, not feelings. Feedback is becoming expected, not resented. Expectations are becoming clearer. I can’t stress this enough: do everything you can to overcommunicate!
Now, let me be clear: this approach still demands high emotional intelligence, strong leadership, and genuine empathy. It doesn’t mean you stop caring. You still pour into your people. You still remind them that your goal is to help them become the best version of themselves. It’s still about people with real emotions, real goals, and real potential.
I like to put inspirational quotes on Post-its and place them on everyone’s monitors that’s specific to their strengths or what they need to improve, to challenge them. Some of the examples were on Consistency, Focus, Gratitude, and being Relentless.
One of the recent changes we have made is empowering our team leads. We are now having them conduct interviews after my business partner and myself finished with our phase of the interview process. After all, they’re the ones who will be working with and leading that person. They need to feel confident that this is someone who will elevate the team. And let me tell you, they will see things I miss. That’s how you build trust, alignment, excellence, and buy-in.
But before you give this empowerment away, you must know that they are all-in with the vision and mission of the company.
And when the culture is rooted in performance and accountability, people don’t try to take advantage of your kindness. They respect it. Because they know it’s backed by high standards, not just good intentions.
Keep putting the best player in the right position, performing at their absolute best.
That’s how championships are won.
And that’s how businesses grow.
Reed Hastings (Co-Founder of Netflix)
“We’re a team, not a family. We’re like a pro sports team, not a kid’s recreational team. Netflix leaders hire, develop, and cut smartly, so we have stars in every position.”
Ben Horowitz (Entrepreneur & Co-founder of Andreessen Horowitz)
“Take care of the people, the products, and the profits, in that order. But remember, you’re not building a family; you’re building a team that’s capable of winning championships.”
Why Not To Build A Work Family
Now let me say this: families are awesome. But let’s be real: in families, people get away with too much. I’m guilty as charged, but in business, that can kill growth.
A work family can become an emotional comfort zone. But a championship team? That’s where performance meets purpose.
Here’s why:
If I’m working 50-60 hours a week building a dream, I want to know the people next to me are giving the same energy.
If I’m pushing for growth, I need teammates who chase excellence, not mediocrity.
If I want to be the best version of myself, I can’t be surrounded by people who are coasting.
Otherwise? Motivation drops. Disconnection sets in.
And eventually… burn out.
We don’t need warm and fuzzy. We need fire and focus.
We need a championship mindset.
I hired my daughter a few years ago. It was her idea; she approached me, and I said You have to be a five-star on the assessment to have a shot at an interview. Fortunately, for her and my marriage, she was a five-star. But again, I want to make sure we have the best person in the best seat. She has been given clarity to her position and role, and that is you better outwork everyone. Mediocrity is not acceptable. So we now have a hashtag, and it’s #machine. I love it. She’s gonna be part of the championship team.
Ok, let’s compare the difference between Championship Team and Work Family:
A championship team culture prioritizes performance, clear roles, and accountability. This approach fosters an environment where employees are motivated to excel, leading to higher productivity and innovation.
A work-family culture emphasizes strong interpersonal relationships and a sense of belonging. While this can lead to increased loyalty and morale, it may also result in challenges such as favoritism and resistance to change.
Work Family vs. Championship Team
Work Family Pros:
Fosters social bonds and loyalty
Encourages open collaboration
Builds a supportive environment
Improves retention short-term
Work Family Cons:
Risk of favoritism
Resistance to accountability
Micromanagement culture
Struggles with hard decisions and fast pivots
Now let’s look at Championship Team Pros
Championship Team Pros:
High performance is the standard
Clear roles and accountability
Agile and adaptable under pressure
Reduced emotional drama
Championship Team Cons:
Can feel intense if not balanced with vision
Requires constant alignment and recalibration
Demands leadership that leads by example
Let’s be honest, championship teams aren’t for everyone.
They’re for the committed. The coachable. The courageous.
Let’s talk about one of the greatest teams in sports history.
The 1996 Chicago Bulls went 72–10.
Why?
They had a clear leader (Jordan).
They had defined roles (Rodman = rebounds, Kerr = 3’s, Pippen = defense/assist).
They were obsessed with excellence.
And they didn’t care if you were “family,” you either helped them win, or you sat on the bench.
Check out the Netflix series on the Bulls/Jordan.
Imagine if our businesses had that level of clarity, buy-in, and drive.
You would be unstoppable.
Let’s look at three ways to build a Championship Team:
Clarify the Mission and the Metrics
You can’t win if you don’t know what winning looks like.
Define the goal.
Define the behaviors required.
Define what is unacceptable.
Ask yourself:
Does everyone on your team know the scoreboard?
Do they know how they contribute to the win?
Do they understand what excellence actually looks like?
That’s what overcommunicating in meetings is for. That is what leading by example is for. I shared that we have 15 non-negotiables; you should do the same. That is more for me than the team.
Clear vision = clear expectations = high performance.
Did you know? Companies with clearly defined goals are 3.6x more likely to outperform their peers. (Harvard Business Review)
2. Create a Culture of Accountability, Not Comfort
Championship teams are built on standards, not feelings. Today everyone is butt-hurt.
Accountability:
Doesn’t mean harshness; it means honesty.
Doesn’t mean micromanagement; it means measurement.
Doesn’t mean blame; it means ownership.
Here’s the truth:
People actually WANT accountability. Why? Because it shows you care.
Just like athletes want their coach to push them, your team craves clarity and consistency. I’m going to say it again: Overcommunicate.
Did you know? According to Gallup, responsibility and accountability are two of the top five factors in employee satisfaction.
3. Build a Team That Competes With Each Other, Not Against Each Other
Great teams challenge each other to level up, not tear each other down.
Celebrate the top performers.
Inspire the middle.
Coach the bottom or cut them.
Championship teams don’t tolerate complacency; they eliminate it.
This is such a great quote:
“You don’t rise to the level of your goals. You fall to the level of your systems.” James Clear
That includes your people systems.
Hire slow. Fire fast. Train regularly.
Remember, if your team isn’t raising your standards, they’re lowering them.
Which Approach Is Right for You?
This isn’t about one being “better”; it’s about being aligned with your goals and growth.
Ask yourself:
Are we trying to make people feel good or make an impact?
Are we trying to avoid conflict or maximize potential?
Are we keeping people too long because we’re emotionally tied?
The reality is this:
There’s a cost to comfort.
There’s a price tag to people-pleasing.
But there’s power in performance-driven teams.
So choose wisely.
Your homework:
Audit your roster. Who’s crushing it? Who’s coasting?
Define your “starting five.” Who are the five teammates you build around?
Clarify your scoreboard. What does winning look like in each department?
Clarity is what everyone wants, so give it to them. It will help you and your team.
Up your hiring process. Use tools like Predictive Index to match personality to performance.
Have the hard conversations. That’s what leaders do. And that’s how teams grow.
Let’s look at winning as stewardship, not selfishness.
You want to go fast? Go alone. You want to go far? Go together.
But if you want to go big? Build a team that wants it as bad as you do.
It’s not going to be easy, but it is going to be worth it.
Let’s go crush it!