The atmosphere surrounding the Chicago Bears shifted dramatically following the unexpected departure of two of the most influential assistants on Ben Johnson’s coaching staff. What initially appeared to be a routine offseason adjustment quickly evolved into a much deeper conversation about leadership, communication, and internal culture within one of the NFL’s most storied franchises. Declan Doyle and Eric Bieniemy were not fringe figures or temporary hires; they were central voices in the Bears’ day-to-day operations, trusted with shaping offensive identity and developing key positional groups.
Their simultaneous decisions to walk away sent ripples through the organization and raised questions that can no longer be ignored.
For months, the Bears had projected stability. Ben Johnson, widely praised for his tactical mind and innovative offensive concepts, was seen as the architect of a long-term vision. Players spoke positively about preparation, and executives publicly backed the direction of the team. Yet behind closed doors, tensions were quietly building. According to sources familiar with the situation, the locker room dynamics were far more complex than they appeared from the outside. The exits of Doyle and Bieniemy did not come from a single disagreement or sudden argument, but rather from a series of accumulated frustrations that reached a breaking point.
Declan Doyle, serving as offensive coordinator, was responsible for translating Johnson’s overarching philosophy into executable game plans. By most metrics, his work was effective. The offense showed flashes of creativity and adaptability, and younger players developed at a steady pace. However, insiders suggest that Doyle often found himself sidelined during critical decision-making moments. Game-planning meetings that should have encouraged debate reportedly became one-directional, with Johnson making final calls without meaningful consultation. Over time, this eroded trust and left Doyle feeling more like an executor than a true coordinator.
Eric Bieniemy’s experience followed a similar pattern, though it played out in a different corner of the locker room. As running backs coach, Bieniemy brought with him a reputation forged through years of success and respect around the league. His role went beyond drills and schemes; he was a mentor, a communicator, and often a bridge between players and the wider coaching staff. Sources indicate that Bieniemy grew increasingly frustrated with what he perceived as inconsistent messaging and a lack of respect for his professional judgment.
Situations involving player usage, workload management, and even disciplinary decisions were sometimes altered without his input, undermining his authority in front of the group he was meant to lead.
Both coaches have privately outlined what they describe as five core mistakes in Ben Johnson’s approach to managing personnel. The first revolves around communication. While Johnson is known for his intelligence and intensity, those same traits reportedly manifested as rigidity. Open dialogue was encouraged in theory but limited in practice, leaving assistants uncertain about their standing and responsibilities. The second issue centered on trust. Doyle and Bieniemy felt that despite their experience, their perspectives were often second-guessed or dismissed, particularly when their views diverged from Johnson’s own instincts.
The third concern involved public accountability. According to multiple accounts, assistants were sometimes left to absorb criticism for decisions that were not entirely theirs, while successes were framed as validations of Johnson’s system. Over time, this imbalance created resentment and a sense of unfairness. The fourth mistake related to adaptability. The NFL is an environment that demands constant adjustment, not just in strategy but in leadership style. Doyle and Bieniemy reportedly felt that Johnson struggled to adapt his approach to different personalities, applying the same pressure and expectations regardless of individual context.
The final issue touched on respect. In professional sports, respect is often communicated through small but meaningful actions: being consulted, being heard, and being supported publicly. Both coaches came to believe that these gestures were missing. While there was no single moment of open conflict, the cumulative effect was profound enough to convince them that their future lay elsewhere.
The reported destinations for both men add another layer to the story. Baltimore Ravens and Kansas City Chiefs are not simply alternative employers; they represent organizations with strong reputations for collaborative coaching environments. The interest from these franchises suggests that Doyle and Bieniemy’s departures were not driven by a lack of opportunity in Chicago, but by a desire for professional respect and alignment. Their willingness to move on underscores how seriously they viewed the situation.
Inside the Bears organization, reactions have been mixed. Some players expressed surprise, while others admitted that the news clarified underlying tensions they had sensed but could not fully articulate. Front office officials have refrained from inflammatory statements, instead emphasizing continuity and confidence in Ben Johnson’s leadership. Still, the loss of two senior assistants in such a short span inevitably forces reflection. Stability in the coaching staff is not just about schemes; it directly affects player development, morale, and long-term planning.
Ben Johnson himself remains a polarizing figure. Supporters argue that strong leadership sometimes requires difficult decisions and that innovation often comes with friction. They point to his tactical acumen and vision as reasons to stay the course. Critics, however, suggest that the modern NFL demands a more collaborative style, where authority is balanced with trust. The departures of Doyle and Bieniemy have given weight to those concerns, transforming private grumbles into a public narrative.
As the Bears move forward, the focus will inevitably shift to how Johnson responds. Leadership is often defined not by moments of success, but by how challenges are addressed. Rebuilding trust within the staff, clarifying roles, and demonstrating adaptability will be essential if the organization hopes to prevent further fractures. For a team striving to return to relevance, internal harmony may prove just as important as talent on the field.
Ultimately, this episode is a reminder that football, at its core, is a people-driven enterprise. Playbooks and analytics matter, but relationships sustain progress. The exits of Declan Doyle and Eric Bieniemy were not accompanied by shouting matches or dramatic confrontations, yet their impact may be long-lasting. Whether this moment becomes a turning point or a warning sign depends on what the Bears learn from it. For now, it stands as a quiet but powerful illustration of how leadership choices resonate far beyond the sideline.
