Harambee Stars have just written history by securing a quarter-final berth in the ongoing 2024 African Nations Championships (Chan). Their 1-0 win over Zambia in Nairobi on Sunday saw the national team win Group “A” on 10 points. The performance by Stars has brought back excitement and pride to the team.

But beyond the wins, there is an equally powerful story: a team driven by the promise of reward and recognition. It will be remembered that President William Ruto promised each player Sh1 million for every win and Sh500,000 for a draw.

That pledge turned out to be more than just a cash incentive, it became the much-needed motivation that turned around the teams’ fortunes . Every match ceased to be merely about national pride or tactical execution. It became a personal mission for each player and each member of the technical bench. Their personal goals aligned perfectly well with the collective ambition of the team and the nation, and the results spoke for themselves.

One would have expected head coach Benni McCarthy to claim glory following months he spent preparing the team for the showpiece. The tactician attributed the wins to President Ruto’s cash rewards.

Are there lessons we can learn from this and apply in the corporate world? The lessons are plenty. To start with, organisations often craft bold strategies to expand into new markets, deliver record profit, or transform customer experience. Yet the question that often decides whether those strategies succeed or fail is deceptively simple: do the employees see themselves in that bigger picture? What is in it for them?

If the corporate mission is not tied to the personal aspirations of the people responsible for delivering it, the plan remains abstract. It is then followed mechanically without energy. When individuals feel their commitment, hard work and sacrifice translate into personal growth, recognition or rewards, they begin to execute their duties with similar intensity as the Stars.

When the two goals do not align, employees will spend more time chasing personal goals and give little attention to the corporate objectives. This is the beginning of failure for most teams. The Stars’ example is a timely reminder of this truth. Every time the players stepped on the field, they knew the result was not only a matter of national pride but also of personal reward. They saw school fees for their children, houses for parents and money for investment.

So winning against Zambia was not just about advancing to the quarter-finals. Big as it is, it was about proving to themselves that personal ambition and collective success are never in competition. Good leaders must try and merge the two.

The beauty of it is that in pursuing individual gain, teams end up delivering the best possible outcome for the company, leading to sustainable productivity.

Many times, strategy documents are never implemented because they are not translated into personal terms that matter to employees. People do not work simply to fulfil the vision statements written in corporate brochures, they work to secure livelihoods, advance careers and to feel valued and recognised.

When companies create an environment where individual dreams are aligned with organisational objectives, they unlock a synergy that transforms performance for good. It could be through financial incentives, recognition, professional growth and meaningful opportunities to contribute.

The President’s promise was not merely about money, it was about demonstrating belief in the players and a willingness to stand behind their efforts. Business leaders who demonstrate the same faith in their teams, by recognising their worth, rewarding their contribution often find that employees give back in ways no strategic document could ever demand.

Motivation rooted in trust and recognition inspires, not just compliance, but ownership. Employees begin to view corporate goals as personal goals, and in turn, they transform into brand ambassadors of the very success the organisation seeks.

The Stars’ success is more than a sporting milestone. It is a living case study that when personal and corporate ambitions align, winning becomes inevitable. Somebody should do a study on this. It might just be what we need to take Stars to the World Cup.

On the pitch, this alignment produced teamwork, hunger and results. In the corporate boardroom, it produces innovation, loyalty and growth. This is a winning formula that works on the football field and in the boardrooms. Organisations prosper when individuals see that in helping the team succeed, they are also advancing themselves.

The question now is whether the rewards have already been met or if the remaining millions post the quarter finals would still be a good motivation to rally the Stars to the end and come out as the champions.