Sustained underperformance in organizations is rarely the result of insufficient talent or effort. Dig a little deeper, and the real issues tend to reveal themselves: misaligned leadership, fractured communication, and cultures that struggle to bring people together around a shared purpose.

For a franchise as historic as the Chicago Bears, the past decade has been defined less by dominance and more by dysfunction. Inconsistent leadership, extended losing streaks, and organizational instability eroded confidence both inside the locker room and across the fan base.

The 2024 season captured that decline in stark terms. After a promising start, the Bears collapsed into a 10-game losing streak, finishing 5–12 and, for the first time in franchise history, firing head coach Matt Eberflus midseason. More troubling than the record was what surfaced inside Halas Hall: fractured communication, low trust, and a culture that struggled to align talent with purpose. From the perspective of the loyal (but tired) Chicago fans, the team had hit rock bottom.

Enter Ben Johnson. In early 2025, the Bears hired the Lions’ offensive coordinator as their new head coach. As time went on, this decision would come to represent more than a tactical shift in management. Johnson, equipped with his leadership team, would become a catalyst for organizational transformation, breaking patterns of dysfunction and instilling a new identity.

Redefining the Culture: Belief and Cohesion

A winning culture doesn’t materialize overnight, but Johnson’s approach accelerated buy-in. From day one, he emphasized clear standards, shared accountability, and a higher purpose. Importantly, Johnson focused first on belief rather than results.

The players felt the shift early on. Safety Kevin Byard III remarked that even before wins followed, the team felt it was “building something different.” Quarterback Caleb Williams described the belief inside the locker room as “contagious,” a reflection of how buy-in spreads when players trust the process and one another.

In any organization, leaders who foster belief, not just compliance, unlock discretionary effort. People go the extra mile not because they have to, but because they trust where they’re headed and who’s leading them there.

Building Accountability: Clear Goals and Consistent Reinforcement

Johnson didn’t just outline goals; he articulated how the team would work, communicate, and hold one another accountable. In any organization, that clarity is foundational. Without it, even the most talented teams can drift into a sum of disconnected parts.

One of Johnson’s defining strengths has been his balance of honesty and encouragement, i.e., taking personal accountability, calling out mistakes directly, and celebrating excellence. That balance matters. Too much criticism erodes morale, while too much praise dulls standards. Effective leaders apply pressure and protection. They set high standards, address gaps directly, and create enough psychological safety for people to stretch rather than shut down.

Fostering Cohesion: Rituals, Identity, and Shared Meaning

Under Johnson, the Bears developed rituals that reinforced identity. The now-familiar “Good, Better, Best” postgame chant became a symbolic commitment to continuous improvement. When shouted together, it turned a simple phrase into a shared psychological anchor.

His energetic post-game victory speeches and game-ball awards became a pillar of the team’s growth, individually and collectively. After each improbable “Cardiac Bears” victory, fans could see leadership being shared more broadly, bonds strengthening, and a team starting to look like a community rather than a collection of talent.

Rituals like these give teams shared language, reinforce values, and transform abstract ideals into lived experiences. Under Ben Johnson, the Chicago Bears have developed a distinctive culture that the players own and the fans feel a part of.

Strengthening Trust: Authenticity and Community

One of the most talked-about moments of the 2025 season wasn’t a play call; it was Johnson celebrating shirtless in the locker room after a road win over Philadelphia. Why? Because Chicago institution The Wieners Circle had made a deal: they offered free hot dogs for a day if Johnson celebrated a win with his top off. So, when the Bears beat the reigning Super Bowl champions, Johnson delivered, and locals stood in lines wrapped around the block to relish in a free meal and shared lore.  

The moment went viral because it was genuine, not manufactured. That authenticity humanized the leader. It elevated relatability, strengthened trust, and reminded everyone that leadership isn’t only about discipline and strategy. It’s also about nurturing a culture of joy, connection, and community.

Enduring Leadership Lessons

The Bears’ transformation under Ben Johnson didn’t come from a single trade or tactical innovation. It came from a shift in belief, identity, and mutual accountability. For organizations of any kind, the lessons are clear:

  • Invest in culture before expecting results
  • Communicate standards clearly and consistently
  • Hold people (and yourself) accountable
  • Build trust through authenticity, not optics

When leaders cultivate these elements, cohesion becomes the engine of performance. And when cohesion takes hold, results tend to follow.