The Secret of the Huddle – Strategic Leadership Changes Culture – with Ben Utecht – [Ep. 293]

Linda J. Hansen:  Thank you for tuning in today. My name is Linda J. Hansen, your host of the Prosperity 101® Podcast, where we seek to unleash the power of employers to reclaim and preserve America by Connecting Boardroom to Breakroom® and policy to paycheck. Employers educating employees about public policy issues that affect their jobs can lead to greater employee loyalty, engagement, and retention, and to an increased awareness of the blessings and responsibilities of living in a free society. 

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Thank you so much for joining with me today. It's a pleasure to have you in the audience. And before I introduce our special guest, I do want to say a special thank you to our prosperity partners.

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If you think of mountains of culture, we have business, family, media, arts and entertainment, government and military, religion, education. These are areas of culture that we need to impact positively, and we can do so through our businesses. Join us in Employers Unleashed™, and again, you can find the information at prosperity101.com.

America is at a cultural crossroads. It is up to us to decide which way America will go. When I think of my life's mission, I sum it up in one sentence, to know Christ and make Him known, and to promote freedom and liberty throughout the land.

I know if I'm faithful to my calling, I can impact culture in families, communities, businesses, and our nation. You can do the same. Someone who is an expert at impacting culture is my special guest.

Ben Utech has made it his mission to help people understand how culture matters and how they can impact culture. He has a quote that I love– it says, You will always have a culture by design or default, so why not design it? And here to help you learn how to design culture, and what we can all do to design a culture in our nation to promote freedom and liberty for future generations, is my special guest, Ben Utech.

Welcome, Ben.

Ben Utech: Hi, Linda. Thanks for having me.

Linda J. Hansen: It's just a pleasure and an honor, and to our audience, his bio is very long. I want you to go to his website and read the whole story because you will be so inspired. I'll just kind of read a chronology here.

In 2003, he was a team captain for the University of Minnesota football team. In 2003, he was first team All-Big Ten tight end. 2007, he was a Super Bowl champion in the 41st Super Bowl where the Indianapolis Colts beat the Chicago Bears.

I've never had a Super Bowl champion on my podcast before, so welcome. And in 2012, he was a Dove Award nominee. Now, you may notice that that's a very different industry, but there's a story.

So in 2012, he was a Dove Award nominee. In 2013, he earned the Minnesota Brain Injury Alliance Ambassador Award. In 2014, he was awarded the Public Leadership in Neurology Award from the American Academy of Neurology.

In 2019, he was awarded the Tony Dungy Uncommon Leader Award. And in 2025, his book, The Champion's Creed, launched. Of course, we invite you to read that.

But now you can see in 2026, he is a professional culture builder through many businesses, and I'm just so excited to have Ben with me today because not only has your career spanned so many different eras and areas, but you have a family. You're raising four daughters. I love some of the stories you tell about that, being the only male in this home of four daughters.

But you also have such a passion for people, for culture, and for making sure that you can help people become the best that they can be. You've taken everything that's happened in your life and brought it to others in such an amazing, compassionate way that I think is going to speak to our audience. So thank you for being here.

Ben Utech: No problem. I'm excited to start the conversation.

Linda J. Hansen: Well, your quote about culture being by design or default, tell me where that comes from.

Ben Utech: Well, that really came out of my time playing in Indianapolis with the Colts and being coached by one of the greatest coaches in the history of the NFL, Hall of Fame head coach Tony Dungy. And Tony Dungy was the first to win a Super Bowl built on the foundation of servant leadership. And his belief was that if you build better men, you get better football players, that not only are we going to practice on the field and work as hard as we can to improve our potential as athletes, but we also have to work on improving our potential as humans.

And if I can help young men grow and develop themselves, you know, around core beliefs and values, then ultimately that will transfer over onto the field. And so he was the one that really taught me that culture doesn't have to be subjective, that it can be an objective strategy, that it can be objective systems that you can actually build and practice in order to develop ourselves. And we know that that's when you look at the three year ministry of Christ and how he coached the disciples, you see that throughout that three year time frame, the consistency of practicing and developing the belief and value qualities that ultimately are designed to reflect who Jesus is.

And so we can bring that, we can bring that by design. You're always going to have a culture by default because culture comes out of the foundation of beliefs, assumptions, and artifacts of every community in the world. That's what organizational psychology says.

So you're always going to have a culture. So if that's true, then why would you not want to design it?

Linda J. Hansen: Absolutely. And that is so good. And I know when we first met, I was impressed with something you said about the huddle.

I'd like you to explain a little bit about that to our audience. I'm sure that the football fans that have watched you in a huddle or they watch our favorite teams in a huddle, you really put a nice twist to that in terms of how to build culture through a huddle.

Ben Utech: Well, thank you for that question. It's a great example of how you take something and identify the core beliefs and values of that process in an NFL offense and understand it more deeply than just a collection of players that are talking to each other. But it's the most important aspect that happens at the beginning of every play because this is where the communication is distributed that tells every single player exactly what they're supposed to do.

And we have to get that right. We can't mess up the huddle, right? Because then that turns into a mistake or a penalty that has a negative effect on the team.

And so it was so important in Indianapolis that our offensive coordinator created a culture of the huddle. And I always look at it through a simply profound way that you identify what is the foundational meaning of the huddle. And for us, it was listening, right?

So how do we develop ourselves into better listeners, which is so transferable into life and our families and our businesses. But in order to develop ourselves as listeners, we have to have some type of a strategy and a practicable system. So what we created was three simply profound practices, stop, look, and care.

And so, stop was the act of selflessness. The minute Peyton Manning stepped into the huddle, our quarterback, everything stopped. And it was an act of humility to give our leader the stage of speech.

Second was look. Look is the pursuit of knowledge. It's active listening.

So not only are we using our ears, but we're also using our eyes. We're looking at Peyton. And we're told to study the words that are being formed by his lips because in front of 80,000 people, we might not hear every word.

So we stopped to give our leader the stage of speech. We use multiple senses. We turn, we actually look at him and we were graded on that.

We were evaluated on whether or not we were looking at him. And then last and most importantly was care. And that's the foundation of empathy.

And empathy is defined as the ability to put yourself in the position of the person you're working with. And so if I'm not empathetic towards the other 10 players on the field, then I can't do my job to the best of my ability. And so I need to be empathetic towards what Peyton is telling us he wants us to do.

I got to care about it for it to really matter and sink in so that I can actually go and execute on the information that he provided. So that's a great example of how we took something as mundane as the huddle. Nobody thinks about the huddle, but actually the huddle has to be perfect.

And the only way that happens is if the 11 players are aligned in an objective belief that has a strategy and a system that gives structure to how we can practice and develop ourselves as better listeners. And that huddle happened 60, 70 times a game. So it's really important.

Linda J. Hansen: It's very important. And when you were first talking about it, when I first met you, I kept thinking about the huddle we need to have with the Lord in that quiet space, in that time with the Lord where we listen and we let him teach us. We look to him for that leadership.

And so I thought about that. But then I thought about in our families or in our businesses, how we have to have that huddle, that communication that keeps us aligned and together in our shared goals and objectives. But we have to be able to communicate that well.

Peyton Manning had to communicate well to you, and you had to learn to listen. So now how has that skillset you learned there taken you from what absolutely destroyed your football career and into this next wave of everything that's happened in your life since that time?

Ben Utech: Well, I always knew I was called to use my voice. My dad has been a pastor for 50 years. I have always felt a pastoral calling to be a speaker.

I just didn't know what the platform was going to be. And so when I retired, I knew that I needed to tell a story. I just didn't know what the story was until the Lord really, I think, inspired me to think deeply through this powerful championship culture that I was a part of in Indianapolis and to extract out of that all of this wonderful fruit that I can bring to the world.

And so I began telling that story. And that's really what began opening the doors. And I think over the last 15 years, really bringing me into focus on what my assignment is.

And that's to unify through the foundation of aligned beliefs and action. And so that opened up the doors for me to become a chief culture officer in a large private equity company in Minnesota, which took me from being not only an inspirationalist of culture as a speaker, but now an operationalist of culture in business. And then in the process of that, being able to write the book and to share all of this with the world has just been awesome.

And so it's been an amazing journey.

Linda J. Hansen: To those who may be going through a hard time in life, too, I do want to highlight just for a minute how your football career basically was cut short and how you dealt with that. But, to anybody listening, if you're going through a really hard time, maybe the goals you set for yourself in life or the things that you are thinking about for your future are just not materializing the way that you want. We want to really encourage you to trust God for what may be on the other side of that because so much of what we're seeing in Ben's life now and the impact he has on millions of people now came from the other side of something hard.

So could you explain that turning point?

Ben Utech: Yeah, I mean, I've got a number of life verses. One in particular comes out of James. Blessed is the man who perseveres under trials of many kinds. For when he has withstood the test, he will receive the crown of life. We're going to face trials.We're going to face obstacles and suffering.

So there's an opportunity in that to really be refined. And, as I exited the NFL due to multiple concussions and was struggling with some of my cognitive abilities and really just leaning and depending on the Lord, that faith was the sustenance and the constant that was able to really challenge my perspectives and my core beliefs on how to endure and persevere through those times. And that's what Dungy's Uncommon Leader Award is all about is when you're faced with the world, how do you behave in an uncommon way?

And so that was always a goal of mine was how do I not lose hope and peace and joy and love in the midst of suffering? And I think that that sets us apart. If we're able to fully surrender and trust the Lord through our suffering and find the spiritual conditions of joy and peace and hope and love, then we are seen through a very unique lens.

And I think that that can be very inspirational to others that are going through times of suffering.

Linda J. Hansen: Well, it really can. And you've gone on to some amazing things. I'd like you to share a little bit about the businesses, whatever you want to share.

There's extensive business experience in things that you're doing, but I know your assessment tool is something you'd like the audience to learn about. But tell them what's going on with your life now. We've talked about the football season and leaving football and just those core beliefs that led you through that journey.

But what's happening now?

Ben Utech: Well, I've always been described as a Renaissance man, and I suppose that it's actually true. I've got a lot going on. I still do music professionally, but it's typically only over the holidays.

And so every December I've got a very successful show here in Minnesota called an Andy and Bing Christmas. So the full albums of Andy Williams and Bing Crosby Christmas. And we have a 16-piece orchestra. And we do 10 to 15 concerts around the cities every year. So I still get to practice that passion in my life. 

But I really found my way into business. I'm a professional speaker. I speak all over the country. I'm also an executive. I've spent time as a chief culture officer. And I have an entrepreneurial side of me. So I am an owner in a few businesses.

One is a fitness entertainment business called Conquer Ninja Gyms. So if you've ever seen American Ninja Warrior, we franchise that, and it's going very well. And as you shared over the last year, I've built the first ever belief in behavioral-driven assessment platform.

It's just a profound AI culture and human development platform. And so we're just now in the beta launch stages of that platform. And so far the responses have just been unbelievable. And so I can't wait to bring that more to the world here in the near future.

Linda J. Hansen: Well, that is incredible. And I know as you've talked to me about that, I think it's very robust. And I think it's something that members of the audience will be very interested in using, both for themselves and for members of their workforce.

You talk a lot about culture and changing culture. And, we both have that passion that we want to see America come through this cultural crossroads in a way that helps us to retain our freedoms and be able to share our faith and live our values and be able to pass them on to our children and grandchildren, that they can enjoy the blessings of life, liberty, and the pursuit of happiness for generations to come. And with that, too, it allows us to flourish.

The things that you've been able to do have been part of this culture that we live in, and that allows you to become a philanthropist. It allows you to be a business builder. It allows you to speak to people all over the world and be able to touch them.

And we want that for people. We want that ability to flourish for people. What would you say to employers who need to help their employees understand these concepts?

Ben Utech: Well, it starts first with asking yourself the question, have we truly defined our culture? And that's probably the most important foundational starting point of any organization, or any family for that matter. Have you defined your culture deeply?

Or is it just a handful of value principles with statements that are hidden on an about page on a website? And that's kind of a confrontational moment where you really have to pause because the definition is what brings clarity. Clarity removes uncertainty, right? It draws a line in the sand. And we've seen Christ do that many times. 

So it starts first with the Word. Like what is the gospel of the organization? What is the definition of the core culture of the organization? Which is a combination of the core values that you've chosen, which are the artifacts of foundational beliefs.

And within those beliefs is the ability to create objective strategy and practicable systems. So that now you can take a defined culture and actually apply it to the operational system of the company. So that you now can launch a strategy that focuses on how to develop people alongside the expectations that they have to execute in their role.

And that's a really big deal. And we talked about this at the IGNITE conference that sports is unique because of the careers that are spent in practice. I don't know if you remember this statistic from the NFL, but for every 280 hours an NFL player practices, they perform for one hour.

It's unbelievable the amount of time that goes into the development of the athlete in order for them to reach their potential. We need to embrace that. That is true of the human condition at work. And so ultimately, your attention is always going to be in the transactional pressure of building a successful business.

But also the relational importance of your human capital. And ultimately now we know from decades of engagement data out of Gallup that a person that feels more valued, significant and full of purpose will give you more at work. They will commit, they will devote themselves, they will execute harder when they're in a healthy environment where they feel valued.

And so that's the first thing that I would do is I would challenge organizations to deeply define their culture. And then once they've done that, how are they applying that to a human development strategy in their company? And you're never going to get a 280 to 1 ratio.

But if you could take the standard 30 minutes a month that most employers give their employees for human development, and what if that turned into an hour or 90 minutes or 120 minutes of focused, intentional human development? You would see a ripple effect over time.

Linda J. Hansen: You really would. And I see it both in the development of the individual. When employers show that they care about the individual, the individual's family, you can see that loyalty, engagement, retention increase.

So it's good for the bottom line. It's good for the culture of the organization. So especially values based employers, faith based employers, if they want to share their faith as well, it tends to open the door because trust is established.

But I say too, because I feel it's so important for employers to educate employees on the policy issues that affect their jobs. People need to understand the foundations of our prosperity. Like what is true prosperity, human flourishing and freedom?

But what is the foundation of that here in our nation? That our rights come from God, not from government. So our government is there to protect those rights.

We have the foundations, but then what are the policies that help to preserve that? The economic policies that help a business thrive, that help a family thrive. And then how do you protect that by becoming an informed and involved citizen?

And that's where we have impact. So all of that comes together and helps us to create a culture so we can do that for our nation. We can do that in our companies. We do that in our families. 

And it's just really important. So I think what you have, not only your own experience, but this assessment that you have to offer people, it's just really going to be revolutionary for some people.

Ben Utech: I totally agree. I mean, on the organizational side, we've fully automated the entire ability for an organization to deeply define their culture, to hire towards their culture, to develop their leaders towards their culture, and to direct their leadership on how to make culture improvements based upon what their team members say needs improvement. And all of that cycle really came out of the three-year ministry of Christ.

And so really wanting to create a structure that is not only scalable, but is going to have the most significant impact on the individual.

Linda J. Hansen: Well, Dawson Trotman from the Navigators Ministry, he said, they don't care how much you know until they know how much you care. And I know many people have coined that phrase as well, and it's become part of our vernacular. But to my knowledge, he was the one who really said it first, because he really devoted his life to making sure people could know Christ, that they could grow in their faith.

And he realized that people didn't care what he had to say unless they knew that he cared. And that's true for employers. It's true for family members. It's true for everyone. 

So, okay, our time is running short. So what would you like the audience to know about you or how to contact you? Or how would you like to close this out so they have something to chew on?

Ben Utech: Sure. Well, I've spent a lot of time bringing new and inspiring culture perspectives into business. But I would say that all of it is transferable to the family.

And I think the most important thing I want people to understand is that, first and foremost, I'm a man of God, but secondly, a husband and a father. And to be blessed with four daughters has been just an incredible journey of development for myself to really grow into what it means to be a man of integrity and character. And how do I fiercely love these girls and protect them, affirm them, educate them?

There's such a high bar. And in order for me to accomplish those things, I have to bring a foundational set of beliefs and values into our family. And we've really done that.

These are concepts and principles that we spend a lot of time talking about. And I just encourage everybody in the business community that's trying to bring this type of culture experience into the workplace to also bring it home.

Linda J. Hansen: So good.

Ben Utech: To also bring it home. And so you can find me at benutechspeaks.com. I'm very accessible on LinkedIn. If you want to connect, if you have any questions or are going through any culture transitions or struggles or growth and you want some insight, please reach out to me. And I'm excited to experience this platform when we're ready to go.

Linda J. Hansen: Well, that is great. And I'm so glad you gave your contact information. But before we close, I do want to say thank you so much for what you talked about biblical manhood.

And I'm glad you brought up your family. I'm so thankful you were discussing your family. And I know when I first met you, you were talking about some interesting times as being the only male in this female household.

And it was rather humorous. But you had such a serious side that you are there to be the true leader of that home. And you have a responsibility, you have a mantle that God has given you and you take it very seriously.

And so I hope for everyone listening, that you will realize that we talk about businesses a lot. We talk about what to do in your business. But when it comes to our last breath, no one says, I wish I would have spent more time at the office.

It's, why do we even do what we do? You know, serve the Lord, do everything we do unto the Lord. And then He will order our priorities. And He knows it's the people in our lives. When we order our priorities, according to God's word, it's the people in our lives and our family is so important. So thank you for highlighting that.

And thank you for exhibiting that in your own life. What an encouragement for men in an age and an era where America is at this cultural crossroads, that the roles of men and women, I mean, good grief, some people can't even define what a man or a woman is. And you have taken a stand and made it clear.

And that's so important. Thank you for leading in that way. So again, give your contact information one more time.

And I look forward to having you back soon. And we can talk about what's been happening with this assessment and how it's been impacting people in their businesses and their families. And I just appreciate so much, your time.

So let people know how to get you one more time.

Ben Utech: Sure. I'm very active on Instagram and Facebook and LinkedIn. So if you want to reach out specifically on LinkedIn, and you can follow all the content that I'm putting out around culture, and then benutechspeaks.com is my speaking platform. So I'm excited for you to experience that.

Linda J. Hansen: Well, thank you so much. And may God bless you as you continue to serve others.

Ben Utech: Thank you, Linda.

Linda J. Hansen: Thank you again for tuning in to this episode of the Prosperity 101® podcast. If you’ve enjoyed this episode, please, subscribe, share, and give us a great review. Don’t forget to visit Prosperity101.com to sign our Employers Unleashed™ pledge, to access our entire podcast library, or to discover resources for use in your workplace. Let us know how we can serve you. Contact us today at Prosperity101.com.