Breakdown the Silos: Why your Company Needs to Integrate

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Silos are turf wars within your company, where departments begin to work against each other rather than together for the growth of the company. It happens because leaders within an organization don’t have a clear view of the corporate objective and how they can help move toward success. It happens when not just leaders, but departments and individuals within departments begin to compete instead of complement each other’s efforts. In order for your company to truly see growth, you must work on bringing down these silos and integrating your programs.

If your company is having a problem with internal power struggles, here are some ways to counteract the effects and steer the group, so they are all going in the same direction.

Why Your Company Needs to Integrate its Programs to Drive Big Results

Start at the Top

You might like to think that the problem is coming from young or new employees, but silos happen because your leadership team is in conflict. The leaders of your departments all need to know and help set what the ultimate goal is for the company and their integral part of that picture. They also need to see how each department must pull equally toward success to attain the goal.

If you’ve set up a situation in your company of competition for resources, rewards, or assets, then you are part of the problem. The mentality needs to be more “all for one and one for all” than a battle to see who wins within the group.

Find the Main Goal that All are Working to Achieve

First, find the one big goal of the entire company. Second, the leadership team needs to assess all the goals of the various departments to determine if any of the goals work contrary to the one big goal. Third, create any new goals for departments to move the company toward accomplishing the one big goal. And, fourth, make sure that all members of your company are aware of the one big goal and understand their role in making it happen.

Goals, Incentives, and Motivation of Staff

Once the one big goal has been shared with everyone, and department goals have been established to assist, next is motivating all members. You’ve told the members of each department that this is the new way things will be done. But, you know making changes is hard. You need to provide a reason for your staff to get behind the change. How do you do that?

This only works if you know your staff members well enough to know what will motivate and incentivize them toward positive action. Whatever your decision is, you need to make certain that each member of the team has an equal chance to earn the incentives and that you are not creating competition between them. At every stage and in every level, you need a cooperative group, not a competing one.

Measure and Adjust

Your one big goal needs to be quantifiable. You need a set time frame and a way to measure how much has been accomplished. Once you’ve hit the end of that time frame, then you need to look at the results. Was the goal accomplished? If so, were the incentives given, and were they viewed as being worth all the effort. If not, maybe you need to create a bonus for the team to enjoy.

Now, you’ve learned the steps and followed them to success. Next, set another “one big goal” and keep moving forward. With every new goal, your team will become better and more unified as long as you continue to create a cooperative company mindset and reward for positive results. Remember, there are many lost opportunities when your company is working in silos. The key to consistent growth is you are creating integrated programs.

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