Cultivating Necessary "Competition of Thought" in Business
6 min read
Lessons from Arthur Brooks' Book Love Your Enemies
With Election Day tomorrow in the U.S., it’s nearly impossible to ignore the passionate opinions filling our feeds. Even on LinkedIn - usually a space for business, not politics - strong viewpoints are front and center. It’s a reminder of how hard it can be to engage in conversations when beliefs run deep and stakes feel high. Yet, this isn’t only an election-season challenge; it’s a common experience in the workplace as well.
Think about it: how many times have you encountered a colleague who was firmly set on their idea of how to approach a project? Or, if you’re being honest, maybe you’ve been that person - unwavering in your perspective on an issue you’re deeply passionate about. We’ve all witnessed meetings where the conversation "goes off the rails" when two groups can’t agree, and the passion quickly slips into sarcasm or subtle insults. How do we prevent this? How can we improve? Both as a nation during election season and as a company striving to let the best ideas rise to the top - rather than just the loudest voices.
Arthur Brooks’ Love Your Enemies is one of my favorite books because it offers practical strategies for constructive dialogue on polarizing topics, primarily political ones. But the book’s insights on fostering a “competition of thought” hold tremendous value in the workplace, too. Brooks' principles can help create open, resilient environments where diverse perspectives can flourish, giving us a framework to turn passion into productive debate and helping organizations thrive by letting the best ideas shine through.
The Value of “Competition of Thought” in Business
Diversity of thought is essential for success. When team members feel free to share differing perspectives, they help challenge assumptions, broaden the range of solutions, and reduce the risk of groupthink. Rather than fearing disagreements, a “competition of thought” culture invites new ideas and deeper understanding. Brooks’ approach of appreciating, rather than fearing, ideological opposition can also apply here: businesses that welcome constructive debate are better equipped to solve complex problems and stay adaptable in changing markets.
How to Foster Productive Competition of Thought in the Workplace
Create a Culture of Psychological Safety: For a true competition of thought to flourish, team members must feel safe sharing ideas without fear of judgment or reprisal. Leaders can establish this psychological safety by modeling curiosity and openness, even when handling critical feedback. When employees feel secure, they’re more likely to offer unique perspectives that can lead to valuable insights. Trust is the essential foundation for productive dialogue, and building it takes time and consistent effort.
Encourage Constructive Disagreement: Brooks emphasizes the value of disagreeing without contempt. In a business context, this means embracing constructive criticism and framing disagreements as opportunities for growth. Leaders who encourage healthy debate create an environment where conflicts become collaborative problem-solving exercises, helping everyone feel heard and valued. Contempt - whether in the form of sarcasm, hostile humor, or even subtle gestures like eye-rolling - shuts down open discussion and discourages genuine listening. It’s not just about avoiding outward signs of contempt; it’s about addressing the thoughts behind them. Even if you stop yourself from physically showing contempt, simply harboring dismissive thoughts can prevent you from truly understanding the other person’s perspective. Personally, I find this to be the most difficult. Eliminating contempt at its root fosters a culture where diverse ideas can openly and respectfully compete in your own mind, driving better outcomes and stronger team cohesion. I recommend reminding teams, and yourself, what contempt is and looks like before discussions begin and calling it out specifically if it occurs.
Reward the Process, Not Just the Outcome: Valuing competition of thought means recognizing the journey of exploration, not only the results. When employees are acknowledged for their contributions - whether or not they lead to immediate solutions - they feel motivated to keep generating ideas. This approach fosters a culture of continuous creative thinking that strengthens the organization long-term. Recognition, especially for effort and creativity, reinforces a positive atmosphere where team members are encouraged to think boldly.
Encourage Cross-Departmental Collaboration: A great way to stimulate a competition of thought is by bringing together people from various departments. Each team offers unique insights that can enrich discussions and lead to more comprehensive solutions. Cross-departmental dialogue invites fresh perspectives, strengthens problem-solving, and nurtures a sense of unity. This collaborative spirit is invaluable to building a strong, inclusive culture.
Cultivate Continuous Curiosity: Curiosity is the antidote to stagnation. When curiosity wanes, so does learning. Asking questions like “What might I be missing?” or “How might others interpret this situation?” keeps minds open to new ideas. Encouraging teams to approach their work with curiosity helps create a culture where learning and growth are central to daily operations, keeping the organization dynamic and adaptable.
Real-Life Examples of “Competition of Thought” Driving Business Success
These ideas sound good, but what does this look like in a real-life business scenario?
Scenario: Product Development Team at a Tech Company
A tech company is preparing to launch a new mobile app feature, and the product development team has two competing ideas for its design and functionality.
One group of developers believes that the feature should prioritize simplicity and ease of use, creating a streamlined experience. They argue that users are already overwhelmed with complex apps, so focusing on minimalism will attract a broader audience.
The other group, consisting of data scientists and UX specialists, believes that including advanced features and options is critical to set the app apart from competitors. They argue that power users want customization, and more robust options would appeal to a dedicated base.
Fostering a Competition of Thought
Psychological Safety and Open Discussion: The team leader organizes a dedicated brainstorming session and sets a ground rule: every idea, regardless of its stance, will be considered equally and without criticism. This establishes a safe environment where both sides feel respected and open to sharing.
Constructive Disagreement: Each group is encouraged to present its arguments and back them with data or user feedback. They’re prompted to explore the strengths and weaknesses of their approach while respectfully critiquing the other’s proposal. Constructive criticism flows, and each side highlights areas where the other’s perspective may have gaps or unintended consequences.
Cross-Collaboration and Curiosity: To push the conversation further, the team leader mixes members from both sides into small groups and asks each group to imagine what a “middle ground” solution might look like. Each person is encouraged to stay curious, asking questions like, “What am I missing?” or “How might this approach improve our app’s long-term user engagement?”
Rewarding Ideas, Not Outcomes: As ideas surface, the team leader acknowledges innovative contributions, even if they don’t end up in the final product. This rewards risk-taking and reminds everyone that their input matters in shaping the team’s direction, regardless of the immediate outcome.
Outcome:
Through this open, respectful competition of thought, the team arrives at a hybrid solution: the feature is designed with a minimalist interface that also offers an optional, advanced menu for power users. Both groups feel heard and valued, and the final product benefits from a balanced approach that considers a wide range of user needs.
This example illustrates how the competition of thought allows each perspective to be fully explored, ultimately creating a better solution and fostering a culture where innovation and respect are central.
Keep in mind, not all outcomes lend themselves to a hybrid solution. However, when a clear decision is made after genuinely hearing all voices - without contempt or dismissal - it fosters greater respect for the chosen direction.
Conclusion
Arthur Brooks' Love Your Enemies offers a compelling guide to engaging with different perspectives without hostility. The book’s concept of “competition of thought” holds powerful lessons for business: fostering a culture of open debate can be a foundation for creative problem-solving, innovation, and strong, resilient teams. There is also a wonderful podcast, featuring many examples of this in practice.
By embracing an environment where diverse ideas can openly compete, organizations don’t just grow - they thrive.
How does your organization handle disagreements and diversity of thought? Adopting principles like Brooks’ “competition of thought” could unlock new levels of innovation and cohesion in the workplace.