A Journey towards a More Collaborative, Innovative, and Accountable Culture

It’s a common tendency among executives to divide their organisations and people into little boxes. This is known as “silo mentality,” and it’s a problem that plagues many businesses today. There are several reasons why this is so common, and the consequences can be far-reaching.

First and foremost, the human brain is wired to categorise and compartmentalise information. This is useful in many contexts, but when it comes to organisations, it can lead to a fragmented and disjointed approach to work.

Another reason for the prevalence of silos is the way that organisations are structured. Companies often have hierarchies and reporting lines that are rigid and well-defined. This can create a sense of competition between different parts of the organisation, as each seeks to demonstrate its own importance and value. This can lead to a “me first” mentality, where each department or function is focused on its own goals, rather than the goals of the organisation as a whole.

Silos can also lead to a lack of innovation and creativity. When departments are isolated from one another, they are less likely to share ideas and information. This can stifle creativity and limit the potential for new and innovative solutions to emerge.

So, what can be done to overcome this problem? One solution is to focus on culture. Companies need to create a culture that values collaboration and cooperation, rather than competition and division. This can be achieved through regular communication, training, and incentives that encourage employees to work together.

Another solution is to focus on value streams, rather than silos. Value streams are the series of activities that create value for customers. By focusing on value streams, companies can ensure that they are working together to create value, rather than competing against one another. This can lead to greater efficiency, as well as a more cohesive and collaborative approach to work.

Finally, organisations can benefit from organisational psychotherapy. This is a process of changing the underlying collective assumptions and beliefs that lead to silos. It involves identifying the root causes of the problem and working to change the way that employees think and behave. This can help to create a culture that values collaboration and cooperation, leading to a more cohesive and effective organisation.

In conclusion, the tendency to divide organisations and people into little boxes is a common problem that has far-reaching consequences. However, by focusing on culture, value streams, and organisational psychotherapy, companies can overcome this problem and create a more cohesive and effective organisation.