With the football season well under way again and the painful memories of England's World Cup exit lingering on, it's still appealing to couch some HR lessons in footballing terms.
Build team spirit No individual should be more important than the team.
Take Wayne Rooney and Cristiano Ronaldo, for example. In June, they were spitting tacks at each other, but when they were playing together at Manchester United again, they had buried the hatchet.
So do ensure that corporate training programmes include teambuilding and teamworking - it doesn't happen by accident.
There are tools and techniques that strong leadership can use to ensure that team dynamics are strong and are not distracted by incidents between individuals, who may have their own personal agendas.
Set reward strategies Reward strategies should have a strong relationship with staff motivation and business results.
Learn from what happened with Sven Goran-Eriksson. His contract was terminated by mutual agreement before this year's World Cup, yet he was still expected to lead the team for a number of months after termination.
Although he would probably have had his own personal motivation to finish his England reign on a high, the reward strategy did not support the objective of winning the tournament. Bad idea.
Appoint high achievers Do ensure the leaders you appoint set high standards, add creativity to the norm, encourage and share the values and culture of your organisation or team and achieve.
It's results (and penalties) that matter - as England discovered to their detriment against Portugal - not the aesthetics. You may have valuable team members with great skills, but if they do not translate skills into results, the leadership may be lacking.