Here is the transcript from Gregg's talk at the leadership forum. I have zero problem with this. I think it was a fine way to use this example.
An example I can give you: In this last World Cup, we had a player that was clearly not meeting expectations on and off the field. One of 26 players, so it stood out. As a staff, we sat together for hours deliberating what we were going to do with this player. We were ready to book a plane ticket home, that's how extreme it was. And what it came down to was, we're going to have one more conversation with him, and part of the conversation was how we're going to behave from here out. There aren’t going to be any more infractions.
But the other thing we said to him was, you're going to have to apologize to the group, but it's going to have to say why you’re apologizing. It's going to have to go deeper than just ‘Guys, I'm sorry.’ And I prepped the leadership group with this. I said, ‘Okay, this guy's going to apologize to you as a group, to the whole team.’ And what was fantastic in this whole thing is that after he apologized, they stood up one by one and said, ‘Listen, it hasn’t been good enough, You haven’t been meeting our expectations of a teammate and we want to see change.’ They really took ownership of that process. And from that day on there were no issues with this player.