Dismantling Workplace Silos!

Why do we use the word ‘silo’ to describe workplace behavior where teams and members fail to share valuable information within the same company? The term, originally referring to a farm structure for storing grain, seems an odd choice. Yet, it effectively captures a critical issue in many organizations.?

Judith Glaser’s insightful phrase, “words create worlds,” highlights how our language choices shape our interactions and environments. Unconscious word use can influence conversations in unexpected ways. To counteract silo behavior, I propose shifting from a mindset of isolation to one of empathy and?curiosity.?

Empathy—understanding others' emotions and viewpoints—can transform interactions, fostering connection rather than defensive reactions. However, some might argue that empathy is too "touchy-feely" for a corporate setting, especially in manufacturing plants or boardrooms, despite its prevalence in leadership literature.?

Curiosity, on the other hand, is universally applicable across disciplines. It drives innovators, engineers, product designers, and marketers. Curiosity prompts questions, leading to learning, discovery, and understanding people’s motivations and perspectives. It’s a practical mindset for engaging with team members and uncovering insights.?

However, curiosity is often in short supply when teams collaborate.??

I met with a leader this week who embodies curiosity. Three examples below make this point very well:?

• Observing an emotionally charged interaction among leaders, she asked, “What problem are you trying to solve?” They couldn’t answer. Her question revealed they were focused on being right rather than discovering what is right. ? ?
• When she interviewed the CEO, she inquired about his vision for success, uncovering his unformulated ideas.? Without a clear vision from the CEO, each department leader is left to their own ideas of direction and growth, rather than a unified vision. ?

• Similarly, a new hire’s aspirations for their next role in the company was not sought out by the hiring team, a lost opportunity for developing a long term commitment to the organization.

Curiosity drives crucial questions that clarify next steps, execution plans, and ways to engage team members. Unfortunately, workplace behaviors often stifle curiosity—closed doors, hurried interactions, and fixation on data can obstruct meaningful connection.?

Is curiosity innate or can it be nurtured? Marketing and sales experts assert that people recognize value when it?solves their problem. For leaders, understanding the value of curiosity—the "What's In It For Me" factor (W.I.I.F.M.) —justifies the effort to cultivate a questioning, curious approach with Team Members.

In essence, curiosity can dissolve silos. Curiosity triggers empathy and learning, revealing why silos exist and how to dismantle them. And to get to the fundamental benefits for leaders to sharpen their curiosity skills, ask at least 5 levels deep to uncover the W.I.I.F.M.?

1. Why is curiosity important for leaders??

• It promotes non-judgmental questioning, fostering empathy and learning.?

1. Why is learning and empathy important??

• They clarify silo behaviors and strategies to dismantle them.?

1. Why are silos problematic??

• Silos prevent effective problem-solving, leading to misdirected efforts.?

1. Why is solving the right problems crucial??

• Addressing correct issues ensures timely, budget-friendly, customer-satisfying product completion.?

1. Why is it important to satisfy customers??

• To make more sales, more profit ? ...and why is that important?? You get where I am going here, right!

Ultimately, satisfying customers with desired products underscores the importance of dismantling silos. Embracing curiosity fuels an innovative, collaborative culture, enabling organizations to thrive.?