Transforming SILOS

Avoid a closed fragmented culture and ensure caring, sharing and collaboration.

In honor of “Blue Moon Day”, everyone wears blue and Marcus dons a blue carnival mask before his assembled team. Casey presents a tiny personalized number plate to Carlos; she also has one. Marcus praises this ‘sharing” gesture and explains that Blue Moon Day signifies a cohesive work culture. Despite this, Carol criticizes Tammy for always being blue in meetings, and notes that Serena habitually wears a scowl unless dealing with her Australian client. Marcus switches the subject to SILOs, explaining that the team needs to break out of its silo and learn to share. SILO for Marcus means “Stuck Inside a Limited Outlook”. Sanjay wants to know why being in a SILO is bad – “there’s no-one to bother you”. Marcus explains that being in a SILO means that one is fragmented, inwardly focused. Marcus wants collaboration and a unified talent development solution. He proposes a grid showcasing staff’s particular talents, in the interests of improved collaboration between staff and the better allocation of resources. Carol proposes reversing SILO to OLIS: Opportunity to Listen and Invite people to Share.  

  Key Learning Points

SILO cultures are closed and fragmented. Teams that share and care are happier.

TRANSFORM THE SILO CULTURE

DON'T remain closed and stuck
INSTEAD: Take time to build the team

DON'T focus only on your needs
INSTEAD: Listen and share

DON'T work in fragmented groups
INSTEAD: Develop talent and work together

DON'T get defensive about change
INSTEAD: Create a unified open culture

S – Stuck
I – Inside
L – Limited
O – Outlook

TRANFORM SILO TO OLIS

O – Opportunity
L – Listen
I - Invite
S – Share