Rethinking Competition: The Power of Collaborative Leadership
About ten years ago, early in my career, I had the opportunity to attend a women’s leadership training in New York with the American Management Association. I was surrounded by women in executive roles—smart, experienced, grounded—and for a few days, we trained together using something that has stayed with me ever since: the Collaborative Competition™ framework.
This framework redefines competition—not as something cutthroat or isolating—but as a positive force that motivates us to bring our best selves forward, while still deeply honoring the power of collaboration. It taught me that we don’t rise in isolation. We go further when we rise together.
That experience was a mindset-shifting moment for me. Since then, I’ve honestly never felt the need to “compete” at work in the traditional sense. I’ve seen over and over again how collaboration is not just a soft skill—it’s a strategic advantage. A way to lead more powerfully, connect more deeply, and elevate outcomes for everyone.
Lately, I’ve been reflecting on this even more as I work with leaders across industries. I sometimes notice how easy it is—even for the most well-meaning leaders—to fall into the trap of unnecessary competition: working in silos, being overly protective of knowledge, or striving to “prove” themselves.
Often, it’s not ambition but fear or insecurity that gets in the way of sharing information or aligning with others. And when that happens, it doesn’t just affect performance—it can erode trust, strain relationships, and slow down progress.
What if we re-centered around collaborative competition instead?
What if we looked at competition as an internal drive for excellence, and at collaboration as the multiplier that elevates our individual success into something bigger, broader, and more lasting?
I’m curious—have you ever explored the Collaborative Competition™ framework? Have you attended a training like the AMA one? Do you think this approach still applies in our current fast-paced, high-stakes leadership environment?
Let’s keep the conversation going. I’d love to hear your thoughts.
Warmly,
Sarah
