When thinking about Silos, we first need to define them. Silos are an adverse mentality that exists when employees are reluctant to share information and communicate with employees in other departments. It causes employees to work in isolating groups. They work to progress their own department versus the company as a whole. Silos create a negative affect when people are reluctant to communication, change, collaboration and growth. Silos are systems and habits that we have learned and practice in our every day life.
It is the natural competitive nature of humans. We are reluctant to share information across different departments because we think this will in some way benefit ourselves and our department and hinder others. This happens in many sales structures, we set ourselves up for promotion and praise, but at what cost? How damaging are silos to company culture and success, how do we overcome silos, and what are the benefits of overcoming silos?
Silos create negative competition, communication breakdown, and damage company culture. The silo mentality of intentionally not communicating to better ourselves, creates false validity. This is the most detrimental habit we can create in the workforce. Silos are negative to the success of a company and can truly inhibit an otherwise strong company from moving forward and growing.
There is a common mindset that if each department is meeting their goals that the goals of the company are being met. If silos exist this will not be the case. Each department could be meeting their goals, but the company will struggle. Employees will be like a duck swimming. Above water everything looks calm, but below water the duck is treading quickly, exerting tons of energy, and will quickly burn out.
The best companies are effective and collaborative. As any company scales, the problems will scale exponentially. The organization will have a major breakdown if each division or department does not understand why the big picture matters and gets stuck in their silos.
So, how do we overcome silos? It takes a shifted mindset, new energy, action, and follow through. People get stuck in their silos because their goals are narrow. Narrow goals directly correlates to change and understanding the rate of change in relation to our goals. The rate of change is so rapid, that we need to shift our mindset and embrace change. We must identify patterns and habits that inhibit communication in order to change them.
The mindset shift also occurs with the idea of scarcity vs. abundancy. If we believe that there is enough prosperity in the company and confidence in ourselves to go around, silos will begin to disintegrate. Once we work together and cross pollinate there will be an abundance of whatever the end goal is in your career and industry. This mindset will create a new energy and creativity and innovation will flourish.
If employees do not feel like they are in an environment that is supportive they will keep all their energy to themselves. If employees are in a collaborative, safe environment they will start to have a shift in their energy and be more open. This will give everyone a shared sense of direction and enable us to go after tasks and goals together. Once we have a shared sense of direction we can TAKE ACTION. With this shifted mindset and energy we have the mechanisms and the tools to make quick decisions productively, and efficiently drive the company forward.
The benefits of Silos are exponential and ongoing. If your organization is able to break the silos you will have an ecosystem of success. The ecosystem model enables everyone across all departments thrive.
Like a puzzle each piece could be spectacular but on its own is not the whole picture. Once connected, like an ecosystem the create the desired outcome. Collaboration and adapting to change will help you grow and pivot your company.
Instead of reacting to the future, your company will be breaking the mold and creating the future. Exponential change starts with you.