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Your co workers isn't doing this alone. They know they are doing it, and it's in order to better position themselves. The problem is that by doing this, that positions you to do projects with less visibility and impact. I recommend you take ownership of new projects like those and talk to your boss about driving them without your peer in the room. If your boss starts to discourage you or tell you that your peer should do it, then it lets you know who's helping your peer. Something similar is happening to me and another coworker. There are peers hoarding all the best work that positions us as less valuable to the company. Once I saw it happening, I asked for help to get more important work AND started networking and looking for other jobs. I was angry at myself for not recognizing it sooner, but the structure of my group made it difficult to see it earlier on. Unfortunately, favoritism happens, but don't let favoritism lower your value. You may not be able to find sponsorship in your group but look for new roles internal and external to your company with teams that need your expertise and value your skills. One man's trash is another man's treasure. Best of luck.
My question back is are you fully engaged? If so then why is it a big deal as long as work is getting done and clients are happy. If you are competing internally to avoid bench time that’s a different issue
I can not speak for OP, but for me, high visibility translates to better performance year end results, better raise/bonus, and potential for promotion. It also translates into potentially more safety during company layoffs if people know your name and perceive you as necessary and valuable to the company. Note... none of these are guaranteed truths, but as an MD, I hope you understand how politics work.
The hard truth is that you cannot control your colleagues behavior. You can only control how you respond, and that’s a personal decision.
With that, what I personally would do is constructively confront the person. It would go something like this: “ hey there! I saw in our meeting that you’ve been taking some initiative on projects that I’m really interested in. Wanted to see if you would be interested in working together on this?”
If your colleague says no to you, then you have a chance to reevaluate whether this is an issue with escalating. This time with a more powerful, tangible example of the exclusion that you are feeling.
On the flipside, in my experience - the more likely outcome is that your colleague will accept your offer, shifting the responsibility to take initiative back to you. After countless similar experiences in my 10+ years of public accounting, I eventually realized that I wasn’t actually mad at my colleague… I was mad that he earned what I wanted and, more importantly, I was mad at myself for not making efforts to achieve a goal. That’s not on my colleague, that’s on me - it’s a choice I made. Even if it was a hard choice… it was a choice.
It’s so important to allocate your time and effort in accordance with your priorities. Then evaluate what you can do/control/change to reaffirm those priorities and compartmentalize everything that you cannot control (like other people’s behaviors).
Learning to apply the same approach has been a very liberating experience, and I feel like I’ve only started to see the benefits.