- By Charles Miller
On August 19, Auckland FC signed Sam Cosgrove, League One ‘up and comer’ from Barnsley FC.
Sam’s proven track record as a striker, his dedication to hard work, and the adaptability that comes from fitting into different leagues will support the club’s ethos of resilience, togetherness, and mutual accountability.
His arrival is a strong statement about the future of the club.
In their first campaign, the Black Knights became the fastest A-League side to score 50 goals, and the first New Zealand team to lift A-League Men’s silverware, all in their debut year.
Their guiding principle was simple: does it build credibility and momentum? That clarity, coupled with a rock-solid culture and strong community buy-in, turned a new entrant into a force of nature.
Auckland FC’s achievements remind me of another unlikely triumph: Leicester City’s Premier League title in 2016.
Written off as relegation candidates, they rose phoenix-like on the back of another simple leadership mantra – will it help us defend well, break quickly, and play for each other?
In practice it meant relentless adherence to a compact counter-attacking structure, selecting players who fitted roles and culture rather than reputations, managing for minimal injuries, and resisting the temptation to make knee-jerk changes.
Closer to home, Sir Peter Blake remains the quintessential Kiwi example of this.
He led Team New Zealand to a 5-0 victory in the America’s Cup in 1995. His leadership distilled to a single guiding rule: will it make the boat go faster?
He protected his people from distraction, insisted on team-first behaviour, and built a groundswell of national support.
Designers, sailors, and support staff worked as one. What unites these stories is not a theory but a common philosophy.
Each leader and team simplified their challenge to a single guiding concept understood and followed by all.
Each recruited and developed people to fit the culture and put the team above self.
Each stuck to the plan when noise and distraction threatened the goal.
For businesses and leaders seeking sustainable, people-focused transformation along with commercial success, these lessons are relevant and practical. The first step is to settle on one inspirational concept that will drive success.
The second step is to recruit for fit and culture rather than individual brilliance, building people whose character and skills strengthen the system. The third step is consistency.
The fourth step is to use symbols and rituals – small, visible acts, shared celebrations, cultural markers, and common language, this develops belonging and ownership of the goal.
Sustainable success is not built on charisma or short-term reactivity. It comes from clear principles, consistency, and the daily work of bringing people together.
