Silos, Politics and Turf Wars

1. Silos are barriers that turn colleagues into competitors

Silos—and the turf wars they enable—devastate organizations. They waste resources, kill productivity, and jeopardize the achievement of goals.

Silos are organizational barriers that create division and competition between departments that should be working together. These barriers often arise not from intentional actions, but from a lack of clear, shared purpose. When employees lack context for their work, they pursue individual agendas, assuming they're acting in the organization's best interest. Over time, this leads to confusion, disappointment, and eventually hostility between departments.

The impact of silos is far-reaching. They:

• Waste resources on duplicate efforts
• Reduce overall productivity
• Hinder achievement of organizational goals
• Create frustration and stress among employees
• Lead to higher turnover rates
• Affect personal lives of employees

2. Crises unite teams by providing a common purpose

A crisis brings out the best in companies.

Crises naturally unite teams by providing a clear, urgent purpose that transcends departmental boundaries. In times of crisis, people instinctively put aside their differences and work together towards a common goal. This phenomenon demonstrates that silos are not inevitable, but rather a result of unclear priorities in normal circumstances.

However, crises are double-edged swords. They can:

• Unite teams around a common purpose
• Bring out the best in people and organizations
• Tear organizations apart if not managed properly

The key is for leadership to harness the unifying power of a crisis without waiting for an actual emergency to occur.

3. A thematic goal serves as a rallying cry for the organization

If everything is important, then nothing is.

A thematic goal is a single, qualitative focus that applies to the entire organization for a specific time period. It serves as a rallying cry, aligning all departments and providing context for decision-making. Unlike long-term visions or tactical objectives, a thematic goal bridges the gap between the two, making the vision more tangible and giving context to daily activities.

Key characteristics of a thematic goal:

• Single: Only one true thematic goal at a time
• Qualitative: Not a number, but a general statement of desired accomplishment
• Time-bound: Applies for a specific period (usually 3-12 months)
• Shared: Applies to everyone on the leadership team, regardless of their area of expertise

4. Defining objectives give actionable context to the thematic goal

Without that rallying cry, though, it would have been impossible to know what the five building blocks were.

Defining objectives clarify the thematic goal by breaking it down into actionable components. They provide the context needed for team members to understand what must be done to accomplish the overarching goal. Like the thematic goal, defining objectives are qualitative and shared across the entire team.

Characteristics of defining objectives:

• Qualitative: Avoid overquantification to encourage broader involvement
• Shared: All leaders assume accountability, even outside their expertise
• Time-bound: Change when the thematic goal is no longer valid

Defining objectives allow leaders from different departments to contribute ideas and insights, even in areas outside their immediate expertise.

5. Standard operating objectives are ongoing priorities

Standard operating objectives often include topics like revenue and expenses, as well as other items like customer satisfaction, productivity, market share, quality, and the like.

Standard operating objectives are the ongoing priorities that don't change from period to period. They represent the constant focus areas essential for the organization's operation. While crucial, these objectives should not be confused with the thematic goal, which is specific to a particular time frame and situation.

Examples of standard operating objectives:

• Revenue and expenses
• Customer satisfaction
• Productivity
• Market share
• Quality

It's important to resist the temptation to use these ongoing objectives as rallying cries, as this can lead to cynicism and fatigue among employees.

6. Metrics provide measurable targets, but context is crucial

Even the most driven employees—including executives—will not be as motivated for hitting the numbers if they don't understand how they fit into the bigger picture.

Metrics offer quantifiable targets, but they are most effective when placed in the context of the thematic goal and defining objectives. Without this context, even the most motivated employees may struggle to find meaning in achieving numerical targets.

Key points about metrics:

• Should be established after the thematic goal, defining objectives, and standard operating objectives
• Not always quantifiable numbers; can include completion dates
• Avoid artificially assigning numbers to unmeasurable activities
• Must contribute to the overall thematic goal

7. Leadership teams must transcend functional roles

That means executives must remove their functional hats, the ones that say finance or marketing or sales, and replace them with generic ones that say executive.

Effective leadership requires transcending functional roles. Executives must be willing to contribute ideas and ask questions outside their areas of expertise. This approach fosters a more holistic view of the organization and often leads to innovative solutions.

Benefits of transcending functional roles:

• Encourages diverse perspectives
• Promotes cross-departmental collaboration
• Leads to more innovative solutions
• Reduces silo mentality at the leadership level

8. Patience and perspective are key in identifying the right thematic goal

Often the thematic goal is deceptively simple.

Identifying the right thematic goal requires patience and perspective. Leadership teams should allow time for discussion without rushing to a decision. Initial ideas for a thematic goal often turn out to be defining objectives instead.

Tips for identifying the thematic goal:

• Be patient and allow for thorough discussion
• Constantly question if an idea is truly the thematic goal or a defining objective
• Consider seeking input from consultants or employees deeper in the organization
• Don't overthink it; sometimes the simplest answer is correct

9. The thematic goal model applies across diverse industries

There is no definitive way to answer that question because it depends on what the leaders want to do with the business.

The thematic goal model is versatile and applicable across various industries and organizational types. Whether in pharmaceuticals, fast food, or non-profits, the principles of aligning teams around a common goal remain effective.

Key points about applying the model:

• Adapt the timeframe to fit your industry's business cycle
• Tailor defining objectives to your specific organizational needs
• Ensure standard operating objectives reflect your industry's key performance indicators
• Remember that the right thematic goal depends on leadership's vision for the organization

Last updated: September 14, 2024