![]() The most efficient and productive businesses understand the need to break down silos.įorging strong inter-departmental relationships takes time and effort but the rewards are worth it. How to break down silos in your organisation At worst, they can lead to missed opportunities, institutional failures, and the eventual collapse of a business. Silos can also lead to duplicated effort, uncoordinated (and therefore costly) systems, and a bottleneck of information through-flow that can make organisations less nimble and unlikely to make the smartest decisions.Īt best, silos can lead to employee frustration and missed deadlines. This type of approach can breed mistrust, erode motivation, and undermine a company’s values. It can be hugely damaging to the efficient operations of a company. Ultimately, a silo mentality benefits no-one neither individuals nor departments, and certainly not the business. Perhaps, but in an organisational sense this is only really the case if that powerful knowledge is shared around. ![]() Pitfalls of a silo cultureįrancis Bacon once said that ‘knowledge is power’. They’re far more likely to be symptoms of poor communication, lack of awareness, and ingrained habits. Often these types of issues don’t necessarily originate from a place of uncooperativeness. These include fear, internal power struggles, inefficiencies within the business, or simply a lack of understanding or willingness to share with others. ![]() There are various reasons why a silo mentality may emerge within an individual or a department. These silos are far less likely to communicate and collaborate effectively with each other than if they simply worked together. This can inevitably lead to an ‘us and them’ environment, made up of disparate departmental factions. The silo mentality boils down to departments working towards different priorities and being reluctant – or even unwilling – to share critical information with colleagues from other departments within the same business. The bigger a company gets, the more departments it inevitably needs to run smoothly.Įach department will typically have its own remit and specialist knowledge.īut problems arise when individual departments within a business become so focussed on their own priorities that they lose track of the organisation’s wider needs holding back information and expertise from their colleagues in the process. Modern businesses are many-headed beasts.
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