How To "Uncompete" In 2026

By Jillian Broaddus and Chuck Cusumano

Fast Company recently published an article titled “The Case for Uncompeting,” whose title alone got us thinking… In a world where leaders and organizations are navigating near constant change, the idea of stepping away from competition feels almost… countercultural?

After all, we’ve been engrained with a sense of competition all of our lives: we live in a capitalistic society, one in which we are encouraged to pursue our own path, climb our way to the top, and focus on individualistic hard work to achieve the goals we set. Even on a smaller, organizational level, the same values hold true: most companies reward, promote, and recognize on an individual basis. There are never “team promotions,” and “top contributors” are often spotlighted over group efforts. From performance reviews to compensation plans, we send a clear message: stand out, outperform your peers, and prove your individual value.

However, what if we’re thinking about it all wrong? Psychologically and evolutionarily, we are meant to be part of something bigger.  We are innately wired for connection and cooperation. Think about it: Early human groups thrived by sharing resources, distributing roles, and protecting one another.  And, fast-forward to the corporate world today, and the same can be said: research shows that those with a sense of belonging at work are typically happier, healthier, more engaged, and higher performing.

So, what if 2026 was the year you focused on “uncompeting” in your organization? What if you intentionally shifted from internal competition to collaboration to help you innovate faster, build stronger teams, and foster a healthier work culture? No more knowledge hoarding, burnout, or internal rivalry; instead, it’s the time for teamwork, shared ownership, and collective wins.

Here are our top tips to “uncompete” as you head into the new year:

1. Redesign success so it’s shared, not scarce. What shared goals can you set for Q1?  Set aside time to think cross-functionally to determine what metrics could be rewarded on a team-wide level.

2. Reward knowledge sharing. Set up lunch-and-learns, and reward employees who offer something to contribute. Ultimately, collaboration may not happen entirely naturally; it may take structure and reinforcement to get the ball rolling.

3. Model the way. Leaders who share credit, admit mistakes, and practice open collaboration will inevitably model the way for team members to do the same.  How can you shape the shift in your organization? 

4. Assess the collaboration structure. Is your workplace designed for collaboration? If you’re in an office, are the physical structures at play holding your people back? Are there meeting rooms, offsites designed for creativity, or time dedicated to collaboration?  If you’re remote, have you thought about how to ensure collaboration happens effectively? Make sure you have the tools in place to put the odds on your side!

5. Normalize rest. Burnout goes hand-in-hand with the individualistic mindset we discussed earlier; so, prioritize rest! Set realistic timelines, encourage employee vacations, and take time to stop and celebrate.  Your team will be better for it.

At The Joshua Group, our slogan is “we help you do what you do—better.”  The idea of “uncompeting” is that “you can do more and do it better—together.”  How can we help you?  Let us know by emailing hello@thejoshuagroup.net!