Organization + Silo Mentality = RIP Money
Let’s imagine that you work at a large company with hundreds of employees. You belong to a team that for legacy reasons is stuck using an internal framework. Management has finally agreed to allocate the time to move to a modern framework, excellent!
Like most things in a large company, you will need to do some analysis of the various other frameworks. Your analysis includes disadvantages, advantages, benchmark performances, etc. You outline all of this. You ask for feedback from your team. There is a couple of small handful of meetings with various other individuals that need to be kept in the loop.
Fast forward a bit, there’s a decision made and everyone celebrates because an upcoming quarter the move to a modern framework will happen.
All is splendid, right? Let’s say a couple of weeks later you’re searching on the company’s wiki and come across search results about, ‘Framework proposals’. You realize two different teams are discussing identical situations and have repeated the same task.
You might be thinking that this never happens. That what I have outlined is just an extreme example. Sorry, it is the reality. I work in a large company of hundred employees, and I can tell you that these situations happen more than most people realize or are willing to admit. In fact, it happens all the time.
Silos Hinder Communication
The book Leader’s Eat Last discusses the devasting consequences of failing to have basic trust between individuals. If you never communicate with other teams how do you know if they’re struggling?
The book outlines trust can not be established without communication between each other. Without this basic trust, it becomes hard to have empathy for others, and this can result in undesired company culture.
The culture will become one where individuals will be frustrated and put their needs always ahead of others, and that is a culture that will be a disaster.