But supercollaboration has problems, too. It is the sworn enemy of individuality, progress, diversity, and change. Organizational examples are not hard to come by. In organizations run along civil service guidelines, the sense is very strong that the purpose of the organization is the perpetuation of the people working for it. The sense of entitlement is thick in the collaborative realm.
Competition is brutal one way and pure collaboration can be brutal in a less direct way.
Collaborative groups adopt rigid standards and impose them on themselves, foreclosing creative deviation. Think of certain churches, fraternal organizations, and professional groups whose codes of conduct effectively shut down the thought process. When everyone has input into planning, planning loses focus. It is a slow ooze forming, and organizations lose momentum waiting for the ooze to arrive. In the time it takes your team to put on a play, you could have read it by yourself.