Sustaining success is very difficult from a hormonal point-of-view. Our dopamine system is anticipatory. We receive bursts in the pursuit of a goal rather than on the attainment of it. These bursts increase when the outcome is uncertain as opposed to guaranteed. This explains why we can feel so flat immediately after a major event or performance.

People are scared of having emotional conversations … some leaders will run a mile from that. But when there’s a lot of emotions, it’s great, we can learn to optimise that. Teams need emotional energy.” We can make people feel a deep sense of belonging immediately by giving an induction to the individual with an Us story, an induction to the history of the team or project and allow them to connect with that history and Us story personally. Even a personal conversation with the leader to explain the new recruits role within the tribe really helps.But it’s also important that ritual and traditions have a presence beyond the induction of new members to keep everyone connected and maintain their collective sense of identity. These may include a ritual to commence a new campaign, closure on certain events or chapters, and rites of passage events such as milestones and, importantly, beloved members transitioning out of the team.

This induction is the most critical time as an individual is most open to this new experience - our first experiences have a long-lasting impact on our sense of being part of this team.Why would you turn a blind eye to such a valuable lessons within our Us story? When a culture’s resilience is questioned through a mistake or malpractice, the story must be “carved into the walls” so that our descendants can learn from them. Players for a team, for example, may be given their national team shirts and asked to write on them what it personally meant to play for that team. This visual activity is effective.

There are plenty of other leadership tips in this book that are of importance to groups, movements and organisations. One of these is the importance of visualisation, not just to plan for things going right, but also for coping when things go wrong. Eastwood also speaks with teams about what they can control, and what they can’t. This enables them to focus on what’s in their power to influence. Slowly we have lost touch with our primal instincts as a creeping shift has taken place from ‘our’ purpose to ‘my’ purpose with individualistic societies in the Western world. These values - getting ahead of everyone else - work against our need to belong. They push a mindset of seeing ourselves against rather than with others.But there is another world. Where the hormone soup recipe is wrong and doesn’t allow us to be at our best. Clearly here is no performance benefit in this. In some ways, Eastwood, who has also worked with the British Olympic Association, the Royal Ballet School and the command group of Nato is the secret weapon. On Thursday, in the aftermath of Wednesday’s victory, he was in dialogue with Southgate. The powerful metaphor it introduces to explain the meaning of ‘whakapapa’ (a concept held by Aotearoa New Zealand Māori) is so clear and meaningful, it surely can be used to make a difference. This concept is universal but in many cultures undervalued or even obscured by modern life. The sun rose in the east and shone on our first ancestor. Here is our origin story. Just as happens with each passing day, the sun slowly moves down this unbreakable chain of people. Each of us will have our time in the sun. But the sun is always moving. Moving towards the west, where it will finally settle.