What the research presents
An IMD article examines how personal rivalry can improve individual indicators while harming collective performance. Its research uses professional basketball and discusses decisions and responsibility allocation. Applying those insights to business requires attention to the differences between settings.
Original reading: When star performers target rivals, a team loses →I by IMD · Linus Dahlander, Henning Piezunka e Arne Thomas · 08/10/2026My perspective
This reading makes me think of a familiar situation: a strong performer receives recognition and gradually gets permission to ignore shared rules. Results become an excuse to interrupt colleagues or withhold information.
One number cannot tell the entire story. A sale may rely on a promise the operations team cannot meet. A completed task may leave corrections for someone else. Looking only at individual performance can hide the cost carried by others.
I would recognize talent while keeping shared standards. How does the person pass information, contribute to joint delivery, and respect agreements? These questions help us understand how a result was achieved.
Does this person's success improve the team's work or leave others with the cost?
Bring it to your business
- Observe a delivery involving several people and locate lost information.
- Discuss collaboration and handover quality in performance conversations.
- Recognize contributions that help the group, including less visible work.
Independent summary and analysis by Isadora Raymond. The original source and practical commentary are identified separately.