Teams are Teams!! In a sports arena or the Ivory tower.

May be we ought to invite the Michael Jordan's, Mia Hamm's of the world to come and coach corporate leaders. After all the rules of the game are fairly similar... As for difference in performance measures, you can always train a parrot to speak.

In traditional FastCompany Style... Superstar: Deliver or Else!

Be clear in expectations. Make it known what you expect from people in terms of performance and behavior. Be explicit in terms what they can earn and how they can be promoted. Also make it clear that superstars must achieve, but also set the right example. That is, they are expected to participate in team activities.

Be open about exceptions. When superstars get special treatment, be open about it. Talk about why they are stars, that is, how they achieved their status. Where managers get into trouble is by trying to hide things, or worse by covering up for non-performing superstars. Being transparent is essential.

Be frank about what it takes to succeed. Make it clear that every employee has the opportunity to improve. Not everyone can outperform the normal. Discuss ways the employee can improve his or her performance and find ways to help that employee achieve.