Sunday Night Accountability: Two Coaches, Two Very Different Leaders

Picture this: It’s Sunday night. You’re sprawled on the couch, ESPN on, cold drink in hand. They’ve just finished airing the game, and now it’s time for the post-game interviews.

Coach One steps up to the mic, calm and collected. He says:

“We didn’t execute as well as we should have today. That’s on me. I didn’t anticipate some of the things the opposition threw at us. The effort was there, but we weren’t fully prepared to adapt.
This week, we’ll address the issues. We’ll work on the weak spots. I know this team has what it takes—and I’m responsible for getting us there. If we’re not ready next week, that’s my fault.
But mark my words—we’re going to win a lot of ball games.”

Then comes Coach Two. He’s fiery, animated—and clearly frustrated. His take?

“That was ugly. Smith threw four interceptions—unacceptable. He can’t do that if we want to win.
Sure, the O-line didn’t protect him, so maybe we need to shake things up there too.
And don’t get me started on special teams. Giving up an onside kick to start the game? Seriously?
I’m starting to question if Coach Jones is the right guy for the job.
But hey, with all the roster turnover in the offseason, this was kind of expected.
Now if you’ll excuse me, I’ve got some aXX to chew.”

Yikes.

Let’s pause here. I’m all for situational leadership. Sometimes you need to be direct. Sometimes you need to have those hard conversations. But here’s where I draw the line:

Leaders who throw their teams under the bus absolutely disgust me.

Let’s get real:

• The leader picked the team.

• The leader trained the team.

• The leader sets the tone, the strategy, and the expectations.

• And when it all goes wrong? The leader owns the outcome.

When things go south, it’s not the time to start pointing fingers. It’s the time to step up. And that brings us to one of the most important leadership principles out there:

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Rule #10: Take Responsibility for Your Team’s Shortcomings and Failures

This isn’t just another leadership cliché. It’s the foundation of real trust.

Honestly? This is my number one pet peeve. I cannot stand hearing leaders make excuses, rationalize failure, or shift blame onto the very people they’re supposed to be building up. It shows weakness. It kills morale. It screams, "I care more about protecting my ego than protecting my team."

The great leaders—the ones who earn respect, loyalty, and long-term results—do the opposite.

When you step in front of the cameras, the boardroom, or the front line and say,

“This one’s on me. I didn’t lead well enough.”
—you’ve just done something incredibly powerful.

You’ve shielded your team. You’ve told them, "I've got your back."
And guess what? They’ll have yours, too.

They know they let you down. They feel the loss. They hate the taste of failure.
But now they’re going to rally. Not because you yelled or humiliated them, but because you trusted them. Because you took the hit, and they won’t let you stand alone next time.

You might have lost that battle.
But you just won your team’s heart—and that wins the war.

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ACTION ITEM #10: Own It Like a Leader

Next time your team stumbles:

• Step up publicly. Defend them like a momma bear.

• Take the blame. Say, “That was on me. I wasn’t strong enough as a leader.”

• Set a deadline to get things back on track.

• Then, rally your team. Let them know what you told the organization.

• And invite them to help you build the new game plan.

That’s leadership. No excuses. No blame. Just ownership, clarity, and trust.

You want a high-performing team? Start by being the kind of leader they want to perform for.