Professional sports and corporate leadership might appear to exist in entirely different arenas, but the principles that drive championship teams apply just as powerfully in the boardroom. George Dupont knows this from experience. After years as a professional hockey player and earning recognition as Canadian University Player of the Year and MVP, Dupont now channels that same competitive mindset into executive leadership coaching, cultural strategy, and team development.
Identifying Why Great Teams Underperform
Here is what Dupont keeps seeing in his consulting work. Around the table sit brilliant executives with impressive resumes and proven track records. Yet when they come together as a team, something is missing. “Most executive teams operate below their potential not because they lack skill, but because of poor communication and undefined cultural standards,” he explains. That gap between potential and performance costs companies far more than most leaders realize. Dupont’s solution draws directly from the playbook he learned on the ice. His Dynasty DNA operating system adapts the mental performance architecture used by championship teams and brings it into corporate environments. “My Dynasty DNA operating system provides the framework for teams to perform consistently, even under pressure,” he says. The results do not take long to appear. Real transformation can begin in as little as ninety days.
Month One: Establish Trust And Alignment
Trust can break down quickly, whether on the ice or in the C-suite. Dupont learned that lesson firsthand during his playing career. “In hockey, a team falls apart the moment players stop trusting each other. The same is true for leadership,” he says. The first thirty days of his process focus entirely on building that foundation. Getting executives to align around shared goals sounds simple until you try it. Add in the need to address conflicts openly and ensure everyone is pulling in the same direction, and the challenge becomes real. Dupont insists teams do not skip this step. “Without this foundation, even the best strategy will not stick,” he warns.
Month Two: Strength In Communication And Accountability
Talking more does not fix broken communication. Dupont has seen plenty of teams that meet constantly but never make real progress. “High-performing teams do not just talk more; they talk better,” he says. The second month of his process focuses on how information moves between leaders. This phase brings order to what is often chaos. Weekly alignment sessions become standard practice. Roles are defined clearly so everyone knows exactly who is responsible for what. Success metrics shift from vague ideas to concrete measures that everyone understands and accepts. The outcome is tangible. “When leaders know what is expected and are empowered to deliver, performance accelerates,” Dupont explains. Accountability stops feeling like pressure and starts becoming the engine that drives results.
Month Three: Drive Culture Through Leadership Behaviors
Culture gets talked about endlessly in business, but most of the time it stays just that, talk. By the third month, Dupont challenges leadership teams to live the culture they say they want. The hockey rink taught him that team culture reveals itself in how people behave when no one is watching. Leadership sets the tone for everything that follows. “Executives set the tone. If they model collaboration, adaptability, and resilience, that cascades throughout the entire organization,” he says. This is not about hanging posters with company values. It is about celebrating early wins, reinforcing the behaviors you want to see more of, and making sure your leadership team reflects the culture you are trying to build.
No one builds a championship team overnight. Dupont knows that better than most. But his ninety-day framework proves that meaningful progress does not take years of struggle. Start with trust. Fix how people communicate. Then make culture something you practice, not something you preach. “When executives operate as one, the entire organization wins,” he notes. The lessons Dupont learned on the ice translate more naturally to the boardroom than most would expect. Resilience, discipline, and performing under pressure matter just as much in business as they do in sports. His work with executive teams shows that championship performance is not limited to athletes. Any leadership team can reach that level with the right approach and a leader who knows what winning truly requires.
Connect with George Dupont on LinkedIn to explore how the Dynasty DNA framework can transform your leadership team.
