You get what you incentivize.
You can stop reading now.
Do you have a few more minutes? Great, let’s go a bit deeper. 

Within any effort to produce a desired outcome from human beings, regardless of their education level, background, or beliefs you will find that the results of your efforts will be in direct correlation with how well you incentivize the individual and/or the team. Here’s the rub though, and this is one of the reasons why leadership can be so difficult, everyone is incentivized by different things.

One of your team members might be incentivized purely by money. Another might be incentivized more by quality of life while another still could be incentivized by upwards career trajectory. Most people will have a combination of things that drive them towards performance and success. While I would love to discuss Maslow’s Hierarchy of Needs right now that is for a separate piece of writing. Suffice it to say that what drives each and every one of us can be remarkably unique and we should never assume that others are motivated by the same things we are, especially if we are in a position of leadership with the responsibility and trust to lead others. 

It is one of the most important trusts of leadership to know your people well enough, and on a deep enough level, to know what drives them and how to get the best out of them. Creating that meaningful and mutually beneficial relationship between team members is vital towards any future success.  
Regardless of whether or not you are a leader in your current profession, I challenge you to look at the incentives structure that drives your team. If the leader is consistently talking about teamwork and working together for a common goal but the members of the team are rewarded when they perform on an individual basis then there is a clear disconnect in the incentives. The people that make up the team are incentivized to NOT work as a team. They are incentivized, through money, promotions, or other rewards, to do just the opposite. If that structure is in place it is time to make a change and align your incentives with the overall leadership message. 
That consistency, coupled with the tailored approach to incentives, will pay huge dividends for you and your team. Good luck!