How do you deal with emotionally intelligent adversaries or competitors?

This is old school thinking that was valid in times of shortages and ‘winner takes all’ mindset. When I am EI, I will look to add great value for both us with a collaborative mindset. Why fight when both can win? Why be scared of losing when both can win? Why think of being trapped when we shall hunt together? If fighting to defeat? Being scared of losing or being trapped is how I think, then, I am NOT EMOTIONALLY INTELLIGENT at all.

Esse tipo de situação requer uma abordagem equilibrada e estratégica. É essencial manter a calma sob pressão, cultivar a autoconfiança e estabelecer limites saudáveis. Praticar o controle emocional e focar na solução de problemas são fundamentais para enfrentar desafios com resiliência. Além disso, é importante cultivar uma rede de apoio e aceitar a competição como parte do ambiente profissional. Ao adotar uma mentalidade de aprendizado contínuo e desenvolvimento pessoal, você pode transformar adversários em oportunidades para crescimento e aprendizado. Mantenha-se focado em seus objetivos, mantendo uma comunicação clara e transparente.

Since we talk about adversaries or competitors it is highly recommended to take a distance from dividing the same piece and then find what is the interest for each part in a sence that promotes win-win attitude.

These wise suggestions often apply effectively when good communication exists among adversaries or competitors, which preassumes a connection. In much more difficult behaviors it is strictly recommended to take care and set limits in a peaceful mood.

We all have some degree of selfishness and want to be publicly recognized for our contribution. The recognition we receive in meetings helps to boost our self-esteem and makes us feel respected and important in front of our peers. Unfortunately, our brain tells us to conceal this selfishness not just from other team members, but also from ourselves. I believe it is this lack of awareness of our need for recognition combined with our subconscious efforts to hide this need, that ultimately triggers team members to hijack a conversation just so they can be heard and ‘recognized’ for their disruptive ideas. We need a better system to recognize the strengths of our team members without causing disruptions and ineffective meeting behaviors.

In other words, you need support, and and it is more likely to get it, if you have already persuade others, for the value that you bring.

Just as a kite rises against the wind, we too – most of us – grow when feel challenged. In our work lives more often than not, we face these winds from adversaries & competitors, as everyone is vying with each other to be more successful. Rather than feel overwhelmed, we should take it as an opportunity to learn. Developing a learning agenda, is a critical first step. This of course calls for emotional self-awareness, as well as organizational-awareness, both EI competencies. Learning thereafter could be self-directed , or it could be formally arranged through corporate coaching, mentoring & other mechanisms that might be in place. At the end of the day real progress happens thru implementing what one learns.

Learn to see opportunities for personal growth when you realize that you deal with better than you adversaries or comperitors. Improve your skills for communication and negotiation.

Yes, trust and respect... with everyone working together to keep their mana intact being the relational objective. In my experience, if someone leverages their own EI to harm another (probably unintentionally) it never works out well. In the short term it may appear that the 'hard' metrics may have been achieved, but the flow on effects of the relational failure to protect the mana of all participants cause unexpected worsening of the 'hard' metric outcomes in the future.

This step seems to me that it has to be standing higher in the list, and it is recommended in much difficult behaviors. Avoidance doesn't have effectiveness in the long period. Steps 5 and 6 doesn't match well together.