How To Call Out Leadership Behaviour Related To Silos For The Best Effect

Who invented the idea of a silo? We see today in organizations worldwide

. Initially, the goal is to do something but he ended things hinder a better performance. And may lead to jealousy, competition, and executives have refused to take action because it had not been accepted through the right channels. What can we do to get rid of them?

One-to-one discussions with members of the management team and became the constraints imposed by the silos and clear. It became clear that the silos has also allowed individuals to spend everything they had in their own silo without hindrance, others remain on its territory, and not to intervene not.

In a briefing with the management team that has come about quickly. Restrictions clearly as team members and discuss their areas of responsibility and will not offer suggestions or help others by reporting on "other areas". It was stifling creativity and members of the team themselves certainly did not extend far enough. However, it seems that dance around this issue to some extent.

Mgmut thing.

I had to ask them if they are all in this together so to speak, and decided to keep off the turf of another person, if they stop him. I would not be too heavy or critical and I'm sure I smiled as I to him as "an agreement has not been revealed." Almost immediately, and someone said: "You are quite right, we know that life would be easier if we just have to interfere in the work of others The end result is not as good as you it can be with her. ".

Everyone agrees that the silo mentality restrictive. Of course, it leads to a reduction in self-management behaviors, which is probably why many spoke often in textbooks, leading on the subject.

There was such a positive result in this discussion reminded me that we do not call enough to drive in many cases on the basis of the day. If we make the same way, be a comprehensive and mitigation rather than heavy, it is amazing how other people will buy it.

Put the first performance.

We agreed to question the behavior of management at the beginning, and focus on the things that get in the way of high performance, and this allowed us to be open and honest about the problems of silo. You must accept that, to challenge behavior that we must agree that the first performance is all about. I was after all the talk about good business practices and performance, not personal matters.

Not be aware of how challenging behaviors that let you down as a team. Refer to "we" instead of "you" and think about how to transfer that message to come across a thought in their favor. It's amazing how quickly you'll be able to renegotiate some of the habits that the group had been and how they can use it for better performance in general.

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by: Sami

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