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“Silo builds walls in people’s minds and creates the barrier in organizations’ hearts.” – Pearl Zhu

The progress and evolution of organizational dynamics describe a long arc over the recent decades. Organizations have participated in the development of dynamics, scholars and analysts have studied these phenomena, and remedial action has been designed and implemented at various stages of these dynamics. In this narrative, the matter of organizational silos has often gained the spotlight because “departmental silos are seen as a growing pain for most organizations of all sizes. Therefore, the executive leaders and management must prepare and equip their teams with the proper mindset to break down this destructive organizational barrier.” In essence, organizational silos represent a form of territorial behavior – one that hampers the growth of organizations and degrades the ability of teams to perform in synchronicity. Readers may also view silos as an expression of weakness in organizational operations. Hence, it would be beneficial to develop multiple techniques that bear the potential to dissolve such phenomena.

  • The Role of Executive Teams

Observers have stated on the record that “executive teams must be engaged and at the forefront steering the boat” as part of the project of breaking organizational silos. Such projects are necessary, because silos “waste resources, kill productivity, and jeopardize the achievement of goals.” Thus, it is possible to envisage the emergence of strategy within connected diagrams, wherein teams of executives probe the methods of silo operation, and then proceed to systematically dismantle organizational silos. Rotations of workgroups (or teams) through various functions could represent a method of dissolving silos; another method could emerge when planners develop new techniques that encourage persistent co-operation across groups and teams. The delineation of these techniques across flowcharts could allow subsidence in structures of silos, leading to their dissolution.

  • A Unified Vision

Developing a unified vision of team collaboration could mark a functional first step toward breaking organizational silos. Therefore, leadership teams “must buy-in and understand the company’s long-term goals, department objectives, and key initiatives, before passing the unified vision down to teams.” Analysts may etch this composite technique within the spaces of flow diagrams, and describe visually the various methods of implementing said vision. Subsequently, connected diagrams may feature additional versions of the method, wherein, organizational silos can undergo a progressive dismantling in support of pursuing the unified vision. The flowchart serves as a blueprint of developing positive dynamics, a method to steer the pace and tenor of organizational performance, and an interesting technical aspect of implementing sophisticated strategy toward long-term horizons.

  • Examining Common Objectives

An analysis of common objectives remains an essential aspect of initiatives designed to defeat the occurrence of organizational silos. Such analysis is critical given the fact that a “department’s division-specific goals should reflect the overall goals of the company. Working together breaks down barriers to co-operation, communication, and collaboration.” For instance, business organizations that focus on expanding market footprints in multiple territories should delineate various aspects of such objectives. A visual diagram can assist in this delineation, enabling high-grade visibility to emerge in the eyes of all stakeholders. Readers may view this technique as a method that bolsters the organizational spirit, and helps decimate the culture of organizational silos. Therefore, leadership teams may add layers to common objectives, necessitating the development of subsidiary flowcharts that help elevate the quality of cooperative functioning within organizations.

  • Primacy of Digital

Deploying digital tools that promote collaboration across teams – this could comprise an effective aspect of the method that degrades the occurrence of organizational silos. Further, organizations may widely implement project management platforms that feature collaboration tools – such as digital chat and virtual whiteboards, shared documents that encourage teams to collaborate at multiple levels for presentations, proposals, and project plans, and data management tools such as dashboards. Multi-lingual capabilities could be engineered into these tools, allowing teams to communicate in different languages while working toward the objectives of organizations. We could deploy flow-based diagrams to describe the various aspects of this technique and drive a structured convergence toward the ultimate decimation of negative dynamics such as organizational silos.

  • Generating Cohesion in Various Levels

Business gurus have deplored the lack of cohesion in organizational functioning as a stumbling block toward profitability. For instance, they note “when sales and marketing don’t act as a cohesive unit, projects can take three to four times as long as they should. This results in an immediate loss of sales activity and decreased revenue.” It would help to discern the negative dynamics known as organizational silos in such observation; an unchecked performance of such dynamics could lead to pernicious outcomes and therefore, gurus advocate the tactic of switching work functions (temporarily) between sales and marketing leaders and teams. This technique and its variations, when applied across the organization, could empower businesses to modernize/upgrade the current systems of organizational dynamics, triggering higher quality of outcomes. Additionally, such techniques – through persistent implementation – could result in a higher pace of transformative change that embraces the progress of business evolution.

  • Evolving the Scope of Strategies

Custom strategies – when designed from the ground up – may require organizations to develop a new approach toward talent acquisition, re-orient the stance and composition of departmental structures, and perhaps re-engineer the expanse of existing systems and processes. This may be viewed as a composite method designed to defeat the deleterious effects associated with organizational silos. Observers also advocate the merger of teams to promote better collaboration, the design of novel reward mechanisms, re-worked versions of reporting structures within organizations, and a re-organization of the physical workspaces typical of the modern office. Thus, businesses may elect to devise multiple versions of custom strategies within connected diagrams in the pursuit of optimizing different facets of strategy. The flowchart, and its constituents, could assist businesses to attain outcomes in such ventures.

  • Re-Inventing the Mechanics of Organizations

Leadership teams, on their part, could invest in re-thinking the primary mechanics of the modern workplace. This stance assumes importance owing to its potential to drive maximum focus on collaboration and creativity. For instance, leaders must intervene to reduce the occurrence of long and frequent meetings, “build accessible and small meeting rooms, implement a cross-departmental training system, and encourage constructive feedback from outside departments.” This instance of a multi-tiered method can assist in breaking organizational silos and promotes productive work cultures that hinge on extensive, flawless collaborations. Multiple versions of connected diagrams could assist leaders to develop and embellish these strategies, thereby enabling organizations to thrive and prosper in the proverbial long run.

  • To Conclude

A close reading of these texts can assist organizations to develop an intelligent mindset to break down organizational silos. Therefore, companies could ideate on multiple lines to drive attempts at building versions of technique through flowcharts to defeat organizational silos. Each version of such diagram could prove instructive in analyzing organizational dynamics, devising new mechanisms and sub-mechanisms, and registering progress toward greater cohesion in the modern workplace. Thus, leaders and organizations must also invest effort in visualizing the cohesive workplace and harnessing its considerable energies to drive the growth of organizations. The flowchart must remain a constant accompaniment in these ventures; analysts must deploy it frequently to gain new ideas and develop smarter mechanisms that enlighten the collective journeys of an organization.