That’s a powerful question in the business world as well. Riley’s answer — “You motivate superstars by appealing to their pride, to a greater sense of purpose.” — applies in the business world as well.

But why do so many companies who are advanced in so many other ways still insist on throwing more money at employees to encourage them to perform better or reward them for exceptional performance? Not only has research shown that a “thank you” has more impact in driving results, but the promise of a bigger bonus in 8 of 9 tasks actually significantly decreased people’s performance.”

So what does work? Recognition that not only thanks the employee for his or her efforts, but also explains why that exceptional effort was of importance to the company achieving a strategic goal. Sure, direct rewards are important, too, but give them a choice of reward that cannot be easily spent on forgettable necessities like groceries, rent or gas.

Details on the research cited above are available here: http://globoforce.blogspot.com/2008/05/big-money-bonuses-make-performance.html

The team has depth of coaching (DiAntoni and McMillan; the team has depth of talent (little difference between the platoons); the team has high motivation (redeem our spot as the # 1 performers in the world; the team has a discipline and structure which self-regulates based on long-term commitment - three years of interaction and assimilation after being invited. No one was chosen merely because they wanted to participate. They were interviewed and chosen by management.

So, while the surface conditions, such as talent and work ethic, etc. are present in abundance, it is the entire leadership system, including gaining and enforcing commitment, a higher purpose than individual success and recognition, clear goals, and the effective deployment of the talent that makes this team excel.