How Great Hires Transform Organizations: Rapid Turnaround Lessons Learned – Part 2

Transformational Leaders Are Hiding in Your Blind Spots. Their force multiplier effect makes a world of difference

In my previous article, I explored the “Messi Effect” — how Inter Miami’s addition of Lionel Messi, combined with the right coach and ownership vision, turned a struggling club into a trophy‑winning, globally relevant brand in a couple of years. It is a powerful example of how one strategic addition can change everything. [1][2]

But Lionel Messi was not the first force multiplier in recent history, and he certainly will not be the last.[1][2]

“We all have a responsibility to try and make this world better, whether it’s through our work, the causes we champion, the way that we treat people, or the values we impart to the next generation.”

Daniel Lubetzky

In fact, as I was writing about Messi’s impact on Inter Miami, I noticed something remarkable happening in real time: another transformation was unfolding in college football.

A 62‑year‑old football coach from James Madison University, Curt Cignetti, was hired by Indiana. The IU Football program at the time had more all‑time losses (715) than any other Football Bowl Subdivision 1 team. In less than 12 months, Indiana went from 3-9 to 11-2. In less than 24 months, they reached 13-0 and became Big Ten champions.[3][4][5]

That’s right. Coach Cignetti took Indiana University football from the bottom to near the top in one year, and to the top in the second!

Cignetti did not have a Messi‑level superstar or unmatched resources. Yet the scale and speed of Indiana’s turnaround are comparable to what Messi triggered in Miami.

This points to something more profound: These may be sports examples, but the force multiplier is a universal leadership and systems principle.

When you understand what makes a force multiplier work, you can learn to spot them in business, technology, education, and government. More importantly, you can recognize them before anyone else realizes what they’re seeing.

What Is a Force Multiplier? Defining the Pattern

Let’s start with a clear definition, because this concept applies far beyond football or soccer.

A force multiplier is any person, asset, or capability that dramatically increases the effectiveness of an entire system, far beyond what its size or cost alone would predict.

Think of leverage. Applying forces in just the right spot, in the right way, at the right time, unleashes incredible multiplicative forces.

When you add a typical leader to a struggling organization, you might see a 10–20% improvement: that’s addition.

When you add a force multiplier, you often see a 5x, 10x, or even 20x uplift: that’s multiplication.[6][7]

A good CEO at Apple, like John Sculley, Michael Spindler, or Gil Amelio, might refine processes and boost output modestly.[8]

A force multiplier like Steve Jobs returns in 1997, slashes roughly 70% of Apple’s product line, refocuses on a small number of core products, and helps turn a near‑bankrupt firm into the most valuable company on earth.[9][8]

The difference is not just the size of the impact; it is the nature of the impact. Force multipliers don’t just optimize one function. They reshape how the entire system thinks, operates, and executes.[8][9]

Across very different domains, force multipliers consistently show a recognizable pattern that helps explain why they are so rare and so powerful. Over the years, a few things have stood out to me about the people who act as force multipliers, and a few things about how they show up in the market. Both angles matter if you want to find them before your competitors do.

Inherent Markers of Force Multipliers (What I’ve Seen Up Close)

Before getting into the external patterns, I want to pause and talk about what I’ve personally noticed in the people themselves who end up behaving like force multipliers.

These are not academic definitions or management‑theory constructs. They’re simply the recurring markers I’ve seen in leaders, athletes, and builders who turn broken systems into high‑performing ones.

They Think in Systems, Not Just Tasks

The first thing I notice about force multipliers is how quickly the conversation shifts from “my job” to “how the whole thing works.”

They talk about practice structure, feedback loops, and how decisions in one corner of the organization ripple across everything else. They’re constantly asking questions like:

• “What’s the system that produces this result?”
• “Where are the bottlenecks?”
• “How do we make this repeatable so it doesn’t depend on me?”

Messi does not just run into space and hope for the ball. He reads the entire field, bends the game around him, and raises the level of everyone else’s decision‑making. Cignetti does not just call better plays; he rarely does. He installs experienced assistant coaches who he relies on to make good calls, and built a complete operating system, from practice tempo to talent evaluation, that makes average players look good and good players look great.

Once you notice this systems thinking, it becomes hard to miss. These people aren’t trying to be superheroes. They’re trying to build engines.

They Reset Culture Through Non‑Negotiable Standards

Second, force multipliers carry a set of non‑negotiable standards that follow them from place to place.

They don’t shout about culture on posters. They quietly insist on certain ways of preparing, communicating, and responding to adversity. Over time, those standards become the “new normal” for everyone around them.

At Indiana, “I win. Google me.” wasn’t just a mic‑drop line. It was Cignetti’s way of saying, “We’re not doing the old ‘lovable loser’ thing anymore.” The same thing happened when Steve Jobs came back to Apple and started killing products that didn’t meet his bar. In both cases, the organization suddenly had a clear answer to: What’s acceptable here, and what isn’t?

In my experience, this culture reset is one of the clearest inherent markers of a force multiplier: the standards travel with them.

They Multiply Other People’s Talent (and Attract More of It)

Third, force multipliers act like talent magnets and amplifiers at the same time.

Around them, careers tend to incline upward. People who have been stuck for years suddenly find themselves doing the best work of their lives. Others are drawn in, sometimes taking less money or prestige, because they want to be part of “whatever is going on over there.”

Messi brought Busquets and Alba and unlocked a wave of younger players who thrived next to him. Cignetti did the same with his staff and his James Madison transfers, then pulled in players like Fernando Mendoza, who chose Indiana for the developmental upside and the chance to build something historic.

When you see people follow someone twice, across teams, companies, or institutions, that’s a strong marker. When you see a cluster of overachievers around them, that’s another.

They Are Reality‑Based Optimists With a Bias for Action

Finally, the force multipliers I’ve seen up close are neither naïve optimists nor cynical realists. They are brutally honest about the current state, but unusually confident about changing it, and they move quickly on the levers that matter.

They don’t waffle for years over the obvious decisions.

• Jobs cut 70% of Apple’s product line almost immediately.
• Cignetti overhauled Indiana’s roster and staff in one cycle, not three.
• Messi stepped into a team at the bottom of MLS and treated every game as if the stakes were already global.

This willingness to confront reality and act decisively on it is, to me, a defining personal marker. It’s what separates force multipliers from very smart people who get stuck in “analysis forever.”

These four markers: systems thinking, culture reset, talent amplification, and reality‑based optimism, are the human side of the story.

Now, let’s look at how these people tend to show up in the market.

The 4 Market Patterns around Force Multipliers

What follows are not personality traits. These are the market patterns I keep seeing around force multipliers, how they tend to be found, priced, recruited, and how their impact curve usually looks from the outside.

Most organizations miss force multipliers because they screen for “safe” choices: familiar résumés, conventional career paths, and brand‑name employers. Force multipliers rarely fit those patterns, and these patterns in turn shape how the market treats them.

They Exist in Your Blind Spots

Standard hiring focuses on obvious talent pools. In tech, that often means targeting executives from the largest platforms. In college football, it’s hiring the hot coordinator from Alabama or Georgia. In business, it’s the executive who just exited a Fortune 500 company.

Force multipliers are found where your industry isn’t looking, in the places considered less prestigious, less obvious, or beneath notice. They frequently come from places the market undervalues.

• Lionel Messi joined Inter Miami at 36, after he departed from Barcelona and a stint at Paris Saint‑Germain, at a time when many European clubs were reluctant to build long‑term around him. Major League Soccer was still widely dismissed in Europe as a “retirement league,” even as Messi’s arrival immediately transformed MLS visibility and engagement.[2][1]
• Curt Cignetti arrived at Indiana from James Madison University, a Group of Five program that had only recently moved up to the Football Bowl Subdivision (FBS), with most of his recent success happening outside the traditional Power Five spotlight. In an industry obsessed with young coordinators at Alabama, Georgia, or Ohio State, a 60‑something head coach from JMU was not the fashionable choice. [11][10] That is, even though he was one of the first assistants of the legendary Coach Saban.[17]
• Steve Jobs was running NeXT when Apple reacquired him, an admired engineering company but a commercial underperformer, and many in the industry saw him as a volatile ex‑CEO whose best days were behind him.[9][8]

The pattern is consistent: Force multipliers exist in blind spots, overlooked markets, forgotten industries, and unconventional career paths. Your competitors aren’t looking there because they’re all looking at the same obvious places.

They Are Available at a “Discount”

Because they sit in those blind spots, force multipliers are frequently undervalued by the broader market. They are not necessarily cheap in absolute terms, but they are arbitrage opportunities: the impact you receive is far greater than the price you pay.[6][1]

The market misprices these people because it misjudges them. It focuses on brand and narrative, not systemic impact.

They Require High‑Friction Recruitment

Here’s where many organizations fail: Force multipliers know their worth. They don’t need you as much as you need them. They won’t move for just any opportunity; they have to be convinced, seduced, and strategically acquired. They don’t do maintenance. They are going to rock the boat. They need to be convinced that your platform matches their ambition.

Standard recruitment is linear. It involves a job posting, an interview process, and a compensation offer. Force multiplier recruitment is entirely different. It requires vision alignment, relationship building, and, often, creative negotiation.

The friction isn’t a bug; it’s a feature. Force multipliers demand friction because they know that organizations requiring proof of alignment are more likely to give them the autonomy they need to operate effectively.

They Transform Results Quickly (The “Hockey Stick”)

The clearest sign you’ve found a force multiplier is the speed of impact. Normal leaders talk about three‑ to five‑year rebuilds. They need time to “understand the culture,” “assemble their team,” and “develop the strategy.

Force multipliers compress change into 12–24 months.[5][3][1]

Inter Miami’s transformation:

• Pre-Martino (2023, Mid-season): Dead last in conference, fans deriding the team as a laughingstock
• Post-Martino/Messi (August 2023 – August 2024): Won the Leagues Cup championship, reached playoff contention
• One year later: Playing in sold-out stadiums, generating $1 billion in brand value, signing record merchandising deals [1][2]

Indiana’s transformation:

• Pre-Cignetti (2023): 3-9 record, 124+ years of losses, most defeats in NCAA history
• Year 1 (2024): 11-2, College Football Playoff team, 8-0 start
• Year 2 (2025): 13-0, Big Ten champions, #1 CFP seed
• Urban Meyer, a three‑time national‑championship coach, called Indiana’s rise under Cignetti “the greatest turnaround in the history of college football,” adding that “it’s not even close.”[13][4]

The speed is remarkable because force multipliers don’t require years to implement their vision. They arrive with proven systems, deep expertise, and the confidence to execute immediately. They don’t ask permission; they transform.

Steve Jobs cut Apple’s product line by 70% in his first year. He fired executives. He redirected entire divisions. Traditional change management would say this is reckless. Jobs proved it was precisely the right move, and the market responded immediately.

This “hockey stick” transformation is the most visible proof that you’ve acquired a force multiplier. If results take 3-5 years to materialize, you probably hired a standard leader. If results show up within 12 months, you likely found a force multiplier.

Parallel Analysis: Messi vs. Cignetti

Now, let’s apply this framework, both the inherent markers and the market patterns, to see why Messi and Cignetti are functionally the same type of change agent in different contexts:

Dimension	Lionel Messi (Player)	Curt Cignetti (Head Coach)	The Universal Pattern
Blind Spot	Joined MLS at 36 in a league many in Europe saw as a semi‑retirement destination.	Hired from James Madison, outside the Power Five spotlight, at age 62.	Impact talent often sits in places the mainstream market undervalues.
“Discount”	Massive impact structured via commercial partnerships and MLS mechanisms rather than a record European transfer fee.	Power Five program landed an elite program‑builder without the mega‑salary and buyout typical of blue‑blood hires.	The market underprices them because it misreads age, league, or résumé.
Recruitment Friction	Required a multi‑stakeholder pitch involving lifestyle, league vision, and commercial partners.	Required a compelling “sleeping giant” vision and willingness to give him wide authority over roster and culture.	They must be convinced that the platform matches their ambition.
System / Approach	His presence and relationships attracted elite teammates (e.g., Busquets, Alba) to MLS on comparatively modest deals.	Emphasizes “production over potential,” targeting proven college starters via the portal, many from JMU, who fit his system.	Purpose: Transform North American soccer; Legacy: World Cup champion, mentoring next generation; Autonomy: Play his way
Domino Effect	Messi → other stars → surge in followers and sponsors → dramatic rise in club visibility and revenue.	Cignetti → wave of JMU transfers and staff → winning seasons → alumni/NIL activation → stronger recruits and transfers.	One addition unlocks resources, which attract more talent, which unlocks more resources.
The Intrinsic Rewards	Purpose: Transform North American soccer; Legacy: World Cup champion mentoring next generation; Autonomy: Play his way	Purpose: Transform North American soccer; Legacy: World Cup champion, mentoring next generation; Autonomy: Play his way	Great leaders are motivated by purpose, mastery, and legacy, not compensation alone
Results	From near the bottom of MLS to Leagues Cup champions and global relevance within one season.	From the losingest FBS program to 23–2 over two years, Big Ten champions, and CFP No. 1 seed.	The “hockey stick” becomes visible within 12–24 months.

The table reveals something profound: Messi and Cignetti aren’t just both successful. They are functionally identical.

Messi operates at the player level; Cignetti operates at the systems level. But the pattern is identical:

• Both were in blind spots
• Both were available at a discount
• Both required high-friction recruitment
• Both delivered hockey-stick results
• Both operated via systems that attracted additional talent
• Both were motivated by purpose, not just compensation

In other words, they share both the internal markers I’ve described and the external patterns I keep seeing whenever a true force multiplier is at work.

The only difference is the domain. And that suggests the principle is truly universal.

How Cignetti Applies Force Multiplier Logic at Indiana

To fully understand how this principle works, let’s examine Cignetti’s transformation of Indiana in granular detail.

The Starting Position: A Historically Struggling Program

In November 2023, Indiana football wasn’t just bad. It was historically, crushingly bad.

The Hoosiers had the most losses of any college football program in NCAA history. Since 1967, they had won only 10 Big Ten games. In the 2023 season, they finished 3-9, dead last in the conference. The program was so broken that most observers considered it impossible to turn around in any reasonable timeframe.[4]

But here’s what Cignetti saw (and what others missed): Indiana had all the assets for success:

• Membership in the Big Ten, with its media revenue and exposure.
• One of the largest alumni bases in college sports, approximately 800,000+, and a population that had never been fully mobilized around football success.
• Institutional resources, facilities, and academic brand strength.

Indiana’s dormant assets were extraordinary. What it lacked was leadership that could activate them.

The Catalyst: Hiring for Vision, Not Hype

In November 2023, Indiana announced it had hired Curt Cignetti.

On the surface, this looked like a strange hire. Cignetti was 62 years old. He had been coaching at James Madison University, a Group of Five school that most Power Five athletic directors didn’t even follow. His salary and hire were announced with far less fanfare than typical Power Five coaching hires.

But the university and Cignetti aligned on something deeper than resume credibility: a shared vision of transformation.

Cignetti’s track record was proven. In 13 seasons, he had compiled a 119-35 record across multiple programs. More importantly, he had done it by building winning cultures, not by inheriting talented rosters.

At IUP, Elon, and James Madison, he had taken struggling programs and transformed them through discipline, systems, and culture. He understood how to build from the ground up.[16][11][3]

When Cignetti arrived at Indiana in December 2023, he made a famous declaration at his first press conference: “I win. Google me.” [10]

This wasn’t arrogance. This was strategic psychology. Indiana’s program was broken psychologically. Players had internalized the belief that winning at Indiana was impossible. The culture was one of accepted defeat.

Cignetti understood that his first job wasn’t to install new offensive schemes or recruit five-star recruits. His first job was to reset the psychological foundation; to convince everyone in the building that winning was not just possible but inevitable.

Profiles of his leadership emphasize:

• A demanding, detail‑focused style and “winning mindset.”[16][10]
• A heavy emphasis on discipline and accountability in every phase of the program.[16][10]
• A belief that the job begins with changing “how people think” about what is possible at Indiana.[10]

That very last belief is at the core of force multiplying. Force multipliers are excellent at getting things done, but what makes them exceptional is that they also raise everyone around them.

Not convinced? Here’s something to think about. In the Big Ten Championship game, Ohio State fielded 11 Five-Star nationally ranked players and 56 Four-Star players. Their lowest-ranked player had 3 stars. The winning Indiana team did not have a single 5-star player, and only 2 four-star players. Eight players had zero stars.

The Indiana Quarterback, Fernando Mendoza, is a junior who transferred from the University of California, Berkeley program. He was a two-star recruit out of high school and was attracted to Indiana after seeing the significant progress his brother Alberto, who is also at Indiana, had made with the coaching he received the previous year. Quarterbacks can be force multipliers; this one came at a discount because of the intrinsic benefits. He won the 2025 prestigious Heisman Trophy, which is awarded to the top college football player.

There is always an ecosystem of successful overachievers around force multipliers.

The average team, by all measures disadvantaged, with the right force multiplier, can beat great teams! [18]

The System: “Production Over Potential”

Cignetti’s roster strategy is a textbook example of system‑first thinking.

Rather than chasing high‑school recruiting rankings, he leans heavily into the transfer portal, prioritizing players who have already proven they can perform at the college level. Leadership analyses describe his philosophy as “production over potential”: better a multi‑year starter with strong tape than an untested five‑star buried on a depth chart.[14][15]

At Indiana, this has meant:

• Bringing in a large wave of transfers, including many from James Madison, who already knew his schemes and expectations.[15][14]
• Retaining or importing key assistants he had worked with for years, so that schemes, teaching methods, and culture messages are aligned.[16][10]
• Treating roster construction with a general‑manager mindset, evaluating fit, experience, and proven performance rather than raw athletic upside alone.[12][15]

By importing both players and staff from JMU, he compressed the normal multi‑year culture‑building phase into a single offseason.[14][15]

He is not looking for superstars; he is looking for good talent, experience, and a willingness to work together as a team!

Year One and Year Two: From Proof of Concept to Domino Effect

Over his first season, Cignetti led Indiana to an 11–2 record, took the school to the CFP, and won Big Ten Coach of the Year. In his second season, they are 13-0, the 2025 Big Ten champion, ranked number 1 in the country, and going on to the CFP.[4][5][3]

Key milestones include:

• A rapid shift from a 3–9 2023 campaign to double‑digit wins under Cignetti, with Indiana quickly emerging as a Big Ten contender.
• A visible “winning mindset” and cultural reset were documented in local reporting, with players and staff describing higher standards and accountability.[10][16]
• Heavy contributions from transfer players, especially those with prior experience in his system, are driving immediate on‑field improvement.[15][14]
• A 13–10 win over No. 1 Ohio State in the 2025 Big Ten Championship Game, securing a 13–0 record and the CFP’s top seed, and giving Indiana its first victory over Ohio State since 1988.[5][4]

National reaction has treated this not as incremental progress but as a historic change. Urban Meyer’s “greatest turnaround in the history of college football” comment crystallized that perception.[13][4]

Why This Matters Beyond Sports

Messi and Cignetti come from different sports and work at different levels (player vs. head coach), but they demonstrate the same force multiplier pattern:

• They arrived in organizations with underused assets.
• They changed the culture and expectations rapidly.
• They attracted more talent and investment: players, staff, sponsors, and fans.
• They turned long‑term losing patterns into short‑term winning streaks with steep improvement curves.

For leaders outside sports, the implications are direct:

• Look in your blind spots. The best candidate for your biggest problem may be winning quietly in a smaller firm, a different geography, or a less prestigious role.
• Value arbitrage. The market often underprices people who are “too old,” “too niche,” or “from the wrong place.” That mispricing is your opportunity.
• Be prepared for high‑friction recruitment. Force multipliers require vision alignment, autonomy, and clarity about the platform you’re offering.
• Prioritize systems builders. Look for leaders who build repeatable systems, not just those with flashy individual accomplishments.
• Watch the curve. If you’ve truly found a force multiplier, you will usually see meaningful results within 12–24 months, not after a half‑decade.

Force multipliers are rarely obvious, but once you see the pattern in Messi and Cignetti, it becomes much easier to ask the right question:

Where, in your world, is the undervalued leader who could turn everything around if given the right platform?

Now What?

Does the Cignetti or Messi story inspire you? 

It’s time to make your strategic moves. 

Whether in business or personal endeavors, remember the power of visionary leadership, the importance of the right talent, and the magic of synergy. 

Take a leaf from these force multipliers and set the stage for your transformative journey. 

Please share this article with fellow leaders and enthusiasts. 

If you want to explore the Power of Purpose in your business, then you really need to talk to Adam Schorr and check out his firm, Rule No. 1 – inspiring stuff.

If you need to find transformational leaders, connect with August Leadership. They are one of the fastest-growing firms helping clients find exceptional talent. Asad and Farah Haider built the firm around the principles of collaborative, entrepreneurial partners filled with purpose, autonomy, and ever in the pursuit of mastery. Watching them deliver some of the most diverse and superbly fitting candidates with breakneck speed to their clients has been a joy. 

I would be happy to make introductions.

Finally, let’s champion the spirit of strategic transformation in all areas of life!

Reference Sources

1. Analyses of Messi’s impact on Inter Miami’s social following, engagement, and brand value. https://www.statista.com/statistics/1410364/inter-miami-messi-social-media-growth/?srsltid=AfmBOorgCI_WO8PFh5LV7sb0PozLILSQX1zbJGVMIOzGAIUz-mFlMW0G
2. Match and trophy reporting on Inter Miami’s 2023 Leagues Cup run and Messi’s goals and appearances. https://www.jhunewsletter.com/article/2025/11/indianas-rapid-ascent-and-its-impact-across-college-football
3. National coverage (e.g., NBC) of Indiana’s 715 all‑time losses, hiring of Cignetti, and 23–2 record with consecutive CFP seasons. https://thelistwire.usatoday.com/story/sports/2025/08/12/college-football-teams-most-losses-ever-navy-rutgers-indiana-tulane/85628289007/
4. Article on Indiana’s 13–10 win over No. 1 Ohio State in the 2025 Big Ten Championship and 13–0 record. https://www.sbnation.com/college-football/1085062/indiana-football-transformation-doormat-to-powerhouse-curt-cignetti
5. Reports (e.g., TalkBig10/SI) on Indiana’s Big Ten title, No. 1 CFP seed, and historic context. https://awfulannouncing.com/college-football/urban-meyer-curt-cignetti-indiana-turnaround-best-coaching-job.html
6. Dictionary and military doctrine definitions of “force multiplier.” https://en.wikipedia.org/wiki/Force_multiplication
7. Leadership and strategy essays applying the force‑multiplier concept outside the military. https://www.forbes.com/councils/forbestechcouncil/2023/03/01/the-key-to-business-success-cultivating-an-a-team-of-force-multipliers/ and https://www.forbes.com/sites/georgebradt/2025/04/21/how-force-multiplying-leaders-build-teams-that-make-other-teams-better/ and https://www.forbes.com/sites/martinzwilling/2015/05/14/every-business-needs-force-multipliers-to-survive/
8. Business histories and reporting (e.g., Business Insider) on Jobs cutting ~70% of Apple’s product lines and focusing the company. https://www.reddit.com/r/CFB/comments/1pg9dbm/norlander_what_curt_cignetti_has_done_in_two/
9. Articles on Apple’s acquisition of NeXT and Jobs’ $1 CEO salary and subsequent turnaround. https://www.reuters.com/article/technology/apple-ceo-jobs-takes-1-for-2010-compensation-idUSN08241360/ and https://www.wsj.com/articles/SB10001424052748704739504576067693546859346
10. Local coverage (e.g., Indiana Daily Student) on Cignetti’s “winning mindset,” culture reset, and expectations. https://iuhoosiers.com/news/2025/10/16/indiana-university-and-football-coach-curt-cignetti-agree-to-new-eight-year-contract-through-2033
11. Biographical sources on Cignetti’s age and prior head‑coaching record at IUP, Elon, and JMU. https://iuhoosiers.com/sports/football/roster/coaches/curt-cignetti/4152
12. Interviews where Cignetti describes his role in modern roster construction, NIL, and the portal as similar to a general manager. https://www.si.com/college/indiana/football/2024-in-review-top-indiana-football-memories-from-an-unprecedented-season-01jgczv9dtt4
13. Coverage of Urban Meyer calling Indiana’s rise under Cignetti the greatest turnaround in college football history. https://www.nytimes.com/athletic/6852835/2025/12/03/indiana-football-coach-curt-cignetti-big-ten-championship/ and https://www.si.com/fannation/college/cfb-hq/news/urban-meyer-names-the-greatest-turnaround-in-college-football-history-indiana-curt-cignetti
14. Reporting on Indiana’s aggressive transfer‑portal use and influx of James Madison players. https://www.idsnews.com/article/2025/10/indiana-athletics-transfer-portal-football-cignetti
15. Leadership/football analysis of Cignetti’s “production over potential” philosophy and emphasis on proven starters. https://endzoneleadership.com/gridiron-ceo-magazine/curt-cignetti-production-over-potential-principle/
16. Leadership Lessons from Curt Cignetti Published by Tony Adragna on November 19, 2024 https://tonyadragna.com/leadership/leadership-lessons-from-curt-cignetti/
17. Indiana football: Three things to know about Curt Cignetti. What you need to know about the Hoosiers’ new head man by Colin Lavery Nov 30, 2023 https://www.crimsonquarry.com/2023/11/30/23982935/indiana-football-three-things-to-know-about-curt-cignetti
18. Various Articles on National Ranking Team Rosters. https://www.elevenwarriors.com/ohio-state-football/2025/08/157553/ohio-state-has-more-than-double-the-amount-of-five-star-players-as-the-second-most-team-in-the-big-ten and https://www.heraldtimesonline.com/story/sports/college/iu/2025/12/05/indiana-footballs-starters-comparison-ohio-state-recruit-star-rankings-big-ten-title-game/87545789007/