Culture or Commodity? Can In-House Teams Become Irreplaceable? (EP 53)
You built a content machine. Now leadership wants magic.
In-house creative teams were designed to move fast and save money—but today’s business leaders want more.
They expect:
bold brand-building
cultural relevance
strategic insight
…from teams still treated like internal vendors.
So what separates in-house teams that thrive from the ones that get quietly downsized?
According to Pete Johnson and Juan Carlos Gutiérrez, it all comes down to culture.
In this episode, they pull back the curtain on the rituals, truths, and team dynamics that unlock trust, talent, and transformative work.
From unspoken disabilities & superpowers to under-measured impact, this is the playbook for making your team irreplaceable.
Key Insights
You can’t process your way to magic. Culture is the real operating system of creative teams.
Creative “problems” often signal cultural misalignment—not lack of talent or effort.
Superpowers and struggles both matter. Great teams make space for the whole human.
Conversation isn’t overhead. It’s where clarity, courage, and creativity begin.
When CMOs and creative leaders align, in-house teams stop surviving—and start leading.
Connect
Follow Today's Guests: Pete Johnson and Juan Carlos Gutiérrez
Follow Me, Your Host: Nish Patel on LinkedIn
Pete Johnson and Juan Carlos Gutiérrez, Co-Founders at LOVE+RESPECT
Pete and Juan Carlos have led iconic creative teams at LEGO, Nickelodeon, Cartoon Network, and Saatchi & Saatchi. Now, through LOVE+RESPECT, they help brands transform their in-house teams into culture-driven, business-moving creative engines. With a mix of radical candor and real-world experience, they bring humanity, honesty, and high performance into the heart of creative operations.
Passive Listening to Active Thinking
Use these prompts to reflect solo—or spark deep conversations with your team:
What does your team optimize for—volume, speed, or belief?
Where is your team using process to avoid conversation?
What’s one unspoken “disability” on your team—and what would it look like to support it?
Are your current metrics proving value—or hiding it?
If you left tomorrow, what would be missing: deliverables or culture?