Why New Leaders Should Embrace Rituals and Inside Jokes to Foster Team Identity

Many high performing teams have something in common that is rarely discussed: Rituals and inside jokes.

Recently, ESPN released a 30-for-30 documentary called, “The Bullies of Baltimore” about the Baltimore Ravens’ Super Bowl XXXV winning team. I was amazed by how many rituals and inside jokes that team had, which I believe helped them to win a championship.

Rituals and Inside Jokes helped bring the Baltimore Ravens together to win a Super Bowl

If you are football fan, you may recall that the 2000 Ravens were known for their defense. While their defense was historically dominant featuring all-stars like Ray Lewis and Rod Woodson, their offense was lackluster. In fact, the team went five weeks that season without scoring a touchdown. When their head coach, Brian Billick, was asked about the team making the playoffs, he didn’t want to take any chances; he banned use of the word “playoffs” among the team and subjected anyone who spoke the word to a fine.

In response, the whole city started referring to the “playoffs” using another name– “Festivus,” which was a reference to the popular 1990s sitcom Seinfeld. Players and coaches started using the word judiciously and it became a running joke both inside the team and with the media and fans. Some fans even had t-shirts made referring to “Festivus”.

The story of the 2000 Super Bowl winning Ravens for the 30-for-30 documentary series is told through a panel discussion including both players and coaches. In addition to the “Festivus” inside joke, there were several others, like the back and forth pranks between Shannon Sharpe and Tony Siragusa and even the joke that Brian Billick hated to call plays to run the football and the team pulled him aside to beg him to call more running plays, which energized the Ravens struggling offense.

Creating Language

I remember the first supervisor I had when I was an intern, who fostered an incredible work environment through inside jokes. He almost had his own language that he shared with everyone in the office that only we understood. For example, he would refer to things being extreme using the term “Squared” like saying, “That person was intense…squared.”

It was one of those things where, “You had to be there,” for it to be funny, but that is kind of the point. Teams come together when they are in an environment that creates such an atmosphere to bring people together. Human experiences on a team are shaped by shared experiences, especially unique shared experiences. In leadership, that is the power of an effective off-site meeting, giving a team a memorable shared experience outside of the office that only they can refer to.

The best part of this common language was that everyone was included, which helped to bring the team together, not create cliques or factions. If the group is creating inside jokes to marginalize a member of the team, that is often bullying, not bonding.

Why Inside Jokes Work

These inside jokes serve a dual purpose. First, they help to build team identity and belonging by creating a sense of shared experience and camaraderie. When team members share a common language or joke, they feel like they are part of a tight-knit community, which can help to boost morale and foster a positive work environment.

Second, inside jokes can be incredibly motivating for team members. When your team is working towards a common goal, having a fun inside joke to celebrate each success can help to create a sense of momentum and excitement. Team members will feel more invested in their work when they feel like they are part of something larger than themselves.

Leaders have the power to help instill the camaraderie of many successful teams. Leaders can use tools like unique language, mantras, or stories to create a team dynamic. Even more powerful, leaders can create the space and opportunities for team members to get together and create those inside jokes themselves. Leaders who want to micromanage or hear back on interactions lose out on many opportunities for the team to share something unique together.

From an anthropological perspective, rituals and routines are a cornerstone of human behavior, helping to create a sense of stability and predictability in our lives. This is especially true in the workplace, where employees thrive on a sense of structure and routine. As a leader, incorporating regular rituals and routines into your team’s workflow can help to build a sense of trust and consistency.

The Importance of Rituals

In the “Bullies of Baltimore” documentary, Ray Lewis’ pre-game ritual was to watch the movie “Gladiator” before every game. It was a reference point for him to get himself mentally ready to play at a high level. Throughout the documentary, he quotes the movie and the key points that got him ready and psyched up for every game.

High performing teams have group rituals as well. In healthcare, we use a tool called a daily huddle to get together and share information. It gives the people on the team an opportunity to see and hear from each other every day. It keeps everyone informed and communicating.

The best leaders I have observed understand human psychology and human behavior. Rituals and inside jokes are a part of the human experience, dating back thousands of years, and are therefore part of the experience of being on an excellent team.

While rituals are important, they can’t be forced or manufactured by a leader. They happen as team members spend time together and build trust with one another. A leader’s responsibility is to create opportunities for teams to engage together in a meaningful way that may create these important bonds.

One small word of caution: A leader should be careful that they do not become the inside joke like Michael Scott does in the comedy series The Office. While a leader may not be included in every inside joke, becoming the joke is obviously not positive. Create the environment for bonds to happen, not to target a common enemy or leave anyone out.

Rituals, common language, and inside jokes, developed in an inclusive way can help teams thrive. The teams that bond together stay together, support each other, and pursue the best ideas in an environment of trust.

Key Takeaways

New leaders can use the power of rituals and inside jokes to build a cohesive team. These tools create a sense of identity and belonging that can boost team morale and inspire employees to achieve great things. When used inclusively and appropriately, inside jokes can help new leaders foster a positive work environment and build a strong team.


Don’t miss out on more insights and tips for becoming a successful leader! Subscribe to our newsletter today to receive regular updates and exclusive content straight to your inbox. Join our community of like-minded individuals who are passionate about leadership and team building. Sign up now to stay ahead of the game!

Lessons from the World Series Champion Washington Nationals

On Wednesday night, the Washington Nationals beat the Houston Astros to win the World Series. It marks Washington, DC’s first world championship in baseball since 1924, which was 2 franchises ago. Baseball is special and as a huge fan of the Nationals since they came to Washington in 2005, seeing the team win the World Series brought me more joy than I can really put into words.

2019-11-04 14.58.41

So while I process the emotional significance of the win, this Nationals team provides incredible lessons in leadership, resilience, and the value of culture that is worth exploring.

The season began with the Nationals losing arguably a once-in-a-generation talent, Bryce Harper, to the division rival Philadelphia Phillies. In one of the first games of the season, the team’s leadoff hitter, Trea Tuner, broke his finger trying to execute a simple bunt. Turner was the first in a long line of injuries to starting players.

The Nationals relief pitching was laughably bad, including one player, Trevor Rosenthal, who did not record an out through the first several weeks of the season. The team, who had the third highest payroll in baseball, was a dismal 19-31, 50 games into the season. The media was calling for the manager, Davey Martinez, to be fired and suggesting the Nationals trade away their best players to prepare to rebuild for the 2020 season. During one press conference, Martinez was heard muttering under his breath, “Just wait until we get healthy.”

According to the statistics, when the Nationals were 19-31, they had a 3% chance of making the playoffs and a 0.1% chance of winning the National League championship.

What happened next nobody could have predicted, including yours truly. At the time, I was a proud member of the #fireDavey campaign, and boy was I wrong.

On May 10th, the Nationals signed a veteran outfielder named Gerardo Parra to a one-year deal. Parra’s best years were arguably behind him and he was on his second team in 2019 and in a hitting slump to boot. To break the slump and appease his young children, he changed the music that the home stadium played when he came to bat to the catchy children’s song, “Baby Shark”. Soon, it became a sensation in Washington both among the team and its fans.

But that wasn’t all that Parra brought. He brought fun to the Nationals dugout, which ignited over a dozen rituals and traditions that helped the team bond. From donning rose-colored glasses, to a ritual of the player who just hit a home run dancing in the dugout, to bear-hugging the introverted, shy and now World Series MVP Stephen Strasburg.

Manager Davey Martinez challenged the team to just go 1-0 every day. He coined the mantra, “Stay in the fight” as the team’s rallying cry.

By now, you can probably guess the rest of the story. The Nationals went on a historic run, finishing the regular season 74-38 and making the 1-game, winner take-all, Wild Card against the Milwaukee Brewers. Down late in the game and facing the best closing pitcher in baseball, the Nationals came back and won. They then came from behind to beat the 106-win Los Angeles Dodgers, swept the St. Louis Cardinals, and finally won the World Series in historic fashion against the powerhouse, best record in baseball, 107-win Houston Astros. They did all of this with the oldest team in baseball and the worst relief pitching in the National League.

There are several important leadership lessons in this story. I will touch on just a few of them:

Leadership can come from anywhere – One of the major criticisms of the Nationals carrying over from last season were that the team lacked leadership from its veteran players. Many pointed to the departure of long-time National Jayson Werth as hurting the morale in the clubhouse. It took Parra, a brand new member of the team to help the team play loose and have fun. He was not the team’s manager, best player, or really even one of their good players. He just led from his place in the clubhouse and it made a huge difference.

Never underestimate the value of a rallying-cry – Martinez consistently said, “Stay in the fight” and “Go 1-0”. The sayings united both the players and the fans in understanding the singular focus required to win a championship. If the team knew nothing else, it knew its job was to remain resilient and stay focused on the game today. Providing clarity and focus are some of the main responsibilities of leaders and a rallying-cry is a great way to target everyone’s energy.

Rituals that work help teams come together – The rituals the Nationals used were exciting and organic. Early in the year, the Nationals had a tradition of smashing a cabbage after a big win (I don’t know if it continued). In previous years, they used chocolate syrup to celebrate.

Baby shark, dugout celebrations, and Brian Dozier dancing shirtless to the song “Calma” took rituals to a whole new level. Rituals bond teams together. I am sure there is a scientific reason why that happens in terms of belonging, but I’ll save it for a future post. Regardless, this Nationals team would provide all the evidence needed to make the argument for the value of rituals to a team. I counted a dozen different rituals the Nationals adopted in their historic run and I am sure there are private ones that only the players will ever know about. To me, it looked like those rituals were some of the things that helped the team “Stay in the fight” and keep their optimism even when they had to play from behind, which they had do virtually all year.

The World Champion Nationals are a special group and have taught me a lot about how to never give up. While this team has left me with so much to celebrate, I also greatly appreciate the valuable lessons in leadership we can learn from them as well.

The biggest highlight of the season for me was attending a World Series game with my wife, my father, and my father-in-law. Every year that Nationals made the playoffs, I always secured a ticket to what would be the first World Series game in Washington in 86 years. A “bucket-list” event, I will always have those memories and it was one of the best experiences of my life.


KEY TAKEAWAY: The 2019 World Champion Washington Nationals taught us that leading a team requires building a culture of resilience through team bonding. Giving others the ability to lead, creating focus through a rallying cry, and integrating rituals help create enjoyable, sustainable, and world championship-level teams. 


How Rituals Keep the Main Thing the Main Thing

I was honored with the opportunity to offer a devotional at Adventist HealthCare’s November 5th Mission in Motion conference for its organizational leaders. Here are my remarks:

Good afternoon, colleagues and friends. My name is Jonathan Sachs and I serve as the Associate Vice President for Patient Experience at Adventist HealthCare.

Thank you for the opportunity to share a word of devotion with you before we bless our food and enjoy a meal together.

I would like you to join me for a moment and give thought to a question that has been on my mind: What are we doing here?

We are all busy, we’re all itching to take peeks at our email, patient care at our entity’s continue on, yet we are here at this conference, away from our teams, and sitting a lot. Why?

I’m here to tell you that I figured it out, and the answer is not that our being here is a mandatory condition of employment.

The answer is far more important and deeper than that.

We are here because we are committed to our mission of extending g-d’s care through the ministry of physical, mental, and spiritual healing.

Moralist David Brooks defines commitment as, “falling in love with something and then building a structure of behavior around it for the moment when love falters”.

What we are doing today is a part of the, “structure of behavior” for how we keep love alive with our patients and with each other. According to Rabbi Jonathan Sacks (no relation), “Rituals are the framework that keeps love alive”.

I am Jewish and Judaism is well-known for its many rituals including keeping the dietary laws of kashrut, not using electricity on the sabbath, and men wearing a skullcap (called a kippah) to remind us that g-d is always with us and above us. We do this because, without it, without this structure of behavior, we would lose our commitment to living in faith and doing good deeds when we need g-d the most.

If you have ever been to a Jewish service, you may see the men wearing a prayer shawl with fringes on it. We call the fringes “tzitzit” [pictured] and the reason for their being comes from Numbers 37 in the Torah, which says, “The Lord spoke to Moses, saying: Speak to the children of Israel and tell them to make for themselves fringes on the corners of their garments through the generations…and you shall look upon them and remember all the commandments of the Lord and fulfill them, and you will not follow after your heart and after your eyes by which you go astray – so that you may remember and fulfill all My commandments and be holy to your g-d.”


Photo Courtesy: https://www.enlacejudio.com/2012/08/06/conoce-todo-acerca-del-talit/

We wear the tzitzit because g-d acknowledges our humanity. G-d wants us to “keep the main thing [of doing the good deeds he commands us], the main thing” but knows that we are human and so we are likely to forget or lose track of the main thing in the midst of our busy-ness. For that reason, G-d himself commands Moses to build rituals for us that remind us to stay on track. As leaders, it is up to us to do the same for our team members.

Our teams can lose their way because the world keeps us busy and what we need to do to survive on a daily basis is hard, consuming, and urgent. But often the most important things are those that are non-urgent: Did I say, “I love you” to my spouse and children today? Did I thank a team member for extending g-d’s care in a new way? Did I keep the main thing, the main thing?

Organizational rituals, like today’s conference, like “our main thing”, and like our leadership system are tools for us to use as leaders to keep our commitment to our patients and to build structures of behavior to make sure we never forget what is most important and why we are here.

I always circle the Mission in Motion conference on my calendar because it is a ritual where I get to learn from our speakers and reconnect with you. It renews my commitment to the spirit of our mission and I always look forward to it.

As we go about today, I hope you will join me in thinking of new ways to build rituals in to our daily work so that we stay connected to what is most important more often than just twice a year at this conference. Think about sharing stories or asking questions of your team to keep why we are here at the tops of their minds. By doing so, we will lead team members with purpose, not just with urgency.

Invent new rituals to keep the commitment to our mission alive. Our team and our patients are counting on us.

Let us pray:

Blessed are you lord g-d, king of the universe, for bringing us to this mission in motion conference. Let today be a ritual that creates daily rituals throughout our healthcare system that allow us as human beings to never forget how to achieve our mission of extending your care.

G-d, Please bless our patients as they heal and bless our caregivers as their healers. We are here to support their work, give them guidance, and to nourish their commitment by helping them see the big picture.

As we continue to lunch today, please bless our food.

Baruch atah adonai eloheinu melech ha’olam, she-hakol ni-hyea bidvaro

Blessed are you, lord our g-d, King of the Universe, by whose word all things came to be. And let us say, Amen.