This week marks the anniversary of the premiere of The Breakfast Club.

Five teenagers.
One Saturday detention.
And one assistant principal who believed he already knew exactly who they were.

The Brain.
The Athlete.
The Princess.
The Criminal.
The Basket Case.

If you were a teen in the 80s, you didn’t just watch this movie — you felt it. It validated something we all knew: labels stick.

What I didn’t realize at the time is that the real leadership lesson wouldn’t land until decades later.

Because we never stop labeling people.

We just change the language.

In the workplace, it becomes:

The high performer.
The difficult one.
The quiet one.
The emotional one.
The creative.
The numbers person.
The future leader.
The one who’s “not quite ready.”

And sometimes, we label ourselves.

“I’m just support.”
“I’m not executive material.”
“I’m not good at conflict.”
“I’m not a visionary.”

The Breakfast Club reminds us of something powerful:

No one is just one thing.

Leadership Lesson #1: Assumptions Are the Enemy of Culture

The entire movie takes place in one room.

No technology.
No distractions.
No status markers.

Just conversation.

And as the characters begin to talk honestly about their lives, their labels start to crack.

The Athlete admits he’s afraid of disappointing his father.
The Brain confesses he fears failure.
The Princess reveals she feels unseen.
The Criminal exposes neglect.
The Basket Case shares what it feels like to be invisible.

The moment their stories are heard, their behavior makes sense.

In leadership, assumptions create distance.
Understanding creates trust.

Most organizations aren’t struggling because of a strategy gap.

They’re struggling because of a story gap.

When leaders assume instead of ask, culture erodes quietly.

Leadership Lesson #2: Conversation Is a Culture Strategy

Nothing “strategic” happens in that detention room.

No performance reviews.
No metrics.
No leadership training.

Just honesty.

And that honesty changes everything.

As leaders, we often focus on initiatives.
New programs.
New systems.
New policies.

But culture rarely shifts through policy alone.

It shifts when people feel seen.

It shifts when conversations go beyond updates and into understanding.
It shifts when vulnerability is modeled at the top.

Most workplaces are one honest conversation away from transformation.

The question is: who goes first?

Leadership Lesson #3: Delete the Label

One of the most powerful moments in the movie comes at the end when they collectively realize they are all, in some way, each other.

They are not just their stereotype.

And neither are the people on your team.

The quiet employee may be your strongest strategic thinker.
The resistant one may be protecting something important.
The high performer may be carrying invisible pressure.
The “difficult” team member may simply feel unheard.

Leadership requires curiosity.

And curiosity requires humility.

If we want stronger culture, deeper engagement, and real trust, we must be willing to delete the label.

Including the ones we’ve placed on ourselves.

Culture, Coffee & Common Sense Reflection

☕ What label have you outgrown?
☕ What assumption might you be carrying about someone else?
☕ What conversation have you been postponing?

The Breakfast Club may have premiered decades ago, but its message is timeless.

We are not just our titles.
We are not just our past.
We are not just someone else’s perception.

And sometimes the most powerful leadership move isn’t issuing direction.

It’s creating space for dialogue.

Because culture isn’t built through authority.

It’s built through understanding.

And sometimes… growth begins on a Saturday.

If you want more secrets to a thriving workplace, you can:

See why The Hollywood Magazine put Culture Secrets is on it’s must read list in 2025.

Listen to the Culture Secrets Podcast on your favorite platform.

Grab your copy of the book Culture Secrets.

Great leadership conversations often start with a cup of coffee.
Coffee, Culture & Common Sense is my bi-weekly newsletter for leaders who care about people and results — with practical insights, real stories, and no corporate jargon.

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