Unintentional siloing refers to the isolation or separation of individuals or groups within an organization that occurs not out of deliberate intent but due to structural, procedural, or cultural factors.
Years ago, I was doing a play in which I portrayed a killer who had just been released from prison. The play was told in flashbacks of my character in prison and what life was like for him and the others when I was released. The director had this theory, which he didn’t tell me about until after we opened, and when we rehearsed, he rarely called me for group scenes. When there were flashbacks of my time in prison, it was just me, the director, and the stage manager—no other actors.
A strange thing happened. When the rest of the cast socialized, I wasn't invited. When we were all in rehearsal together, they tended to say hello to me and then have minimal contact with me. I was isolated. At first, I didn’t notice, but then, in a group rehearsal, the rest of the cast was talking about a bowling outing they had, and I realized I was left out. This started a bit of resentment in me.
I carried this resentment into the work, and it came out in scenes where I confronted other members of the play about never visiting me in prison and keeping their distance even now when I was out. I used the resentment to fuel the characters' anger and confusion. Off stage; I was getting angry at my fellow cast members for not inviting me along with them. I kept those feelings to myself and just channeled all that emotion into the character.
We opened, and the show was good. On opening night, before the opening party, the director came to my dressing room and explained what he had done. He had told the cast not to include me, and he had run rehearsals in a way that would make me feel isolated. This was his theory and how he worked with me.
The theory worked; I felt isolated and hit some strong emotional points in the script that I might not have been able to hit if the rehearsals had been conducted typically. Part of me was grateful, and part of me was upset. I had gone three weeks without getting to know the rest of the cast, and I had decided that I was on my own and just worked that way. I never got close to the cast; they were nice to me and very complimentary of my work, but since the situation had been set up, I had trouble breaking free of it. Also, I felt that the director didn’t trust my skills and had to plot this elaborate ruse to help me with the character.
In essence, the director had siloed me.
I was thinking about that today as I was working on a project and had to set up a meeting with a co-worker when before I could just walk ot their desk. I started thinking about the fact that, post-pandemic, many of us are still siloed at our jobs, and I am pondering how that affects us. This director intentionally siloed me to achieve a particular outcome; however, most people have been unintentionally siloed.
In this blog, I want to explore unintentional siloing and how to cope with it best. Let’s dive in.
Understanding Unintentional Siloing
Unintentional siloing refers to the isolation or separation of individuals or groups within an organization that occurs not out of deliberate intent but due to structural, procedural, or cultural factors. Unlike intentional siloing, where departments or teams are purposefully kept apart to enhance focus or control, unintentional siloing often arises from a lack of communication, coordination, or integration efforts.
Examples of Unintentional Siloing
Remote Work Challenges: The shift to remote work during the pandemic has led to physical and emotional distances between team members. The ease of spontaneous conversations and impromptu meetings has been replaced by scheduled virtual meetings, which can create a sense of isolation for those who were previously engaged in face-to-face interactions.
Departmental Barriers: In many organizations, departments operate with limited interaction, leading to silos. For instance, the marketing team may need more insight into the sales team's challenges and vice versa. This lack of shared knowledge can hinder collaborative efforts and prevent the organization from achieving its full potential.
Hierarchical Structures: Traditional hierarchical structures can contribute to unintentional siloing. Employees at different levels of the organization may need more interaction, leading to a disconnect between leadership and front-line staff. This separation can impact morale and hinder the flow of critical information.
Impact of Unintentional Siloing
On Employees
Unintentional siloing can significantly affect employee morale and engagement. When individuals feel isolated from their peers, it can lead to feelings of disconnection and undervaluation. This emotional distance can manifest in decreased job satisfaction and productivity. Employees may struggle with a lack of clarity about their roles or how their work contributes to the organization's overall goals.
On Teams
For teams, unintentional siloing can hinder cohesion and collaboration. Without regular interaction and shared goals, team members may work in parallel rather than collaboratively. This separation can result in duplicated efforts, missed opportunities for synergy, and a lack of innovation. Teams that operate in silos may also face challenges in aligning their efforts with broader organizational objectives.
On Organizations
Unintentional siloing can lead to inefficiencies and missed opportunities at the organizational level. When departments or teams are isolated, the organization may struggle with inconsistent messaging, duplicated work, and fragmented customer experiences. Additionally, unintentional siloing can impede the organization’s ability to adapt to changes in the market or industry, as departments may lack the necessary information to make informed decisions.
Coping with Unintentional Siloing
Self-Management
- Proactive Communication: Individuals can take the initiative to reach out and establish connections with colleagues. Regular check-ins, even if brief, can help bridge gaps and foster a sense of inclusion. Engaging in open and honest communication can also help clarify roles and expectations.
- Seeking Feedback: Actively seeking feedback from peers and supervisors can provide valuable insights into how one's work aligns with the organization’s goals. Feedback can also help identify areas where additional collaboration may be beneficial.
- Setting Personal Goals: Setting personal goals related to collaboration and communication can help individuals stay motivated and engaged. Employees can counteract feelings of isolation by focusing on building relationships and contributing to team efforts.
Team Strategies
- Regular Check-Ins: Teams can implement regular check-ins or stand-up meetings to ensure all members are aligned and informed. These meetings allow team members to share updates, discuss challenges, and collaborate on solutions.
- Cross-Functional Projects: Encouraging cross-functional projects can help break down silos by bringing together individuals from different departments or teams. Collaborative projects provide knowledge-sharing opportunities and foster a sense of collective achievement.
- Building Relationships: Investing in team-building activities and informal interactions can help strengthen relationships and improve team cohesion. Activities such as team lunches, virtual coffee breaks, or collaborative workshops can enhance interpersonal connections.
Organizational Solutions
- Creating Open Communication Channels: Organizations can implement tools and platforms that facilitate open communication and collaboration. Internal communication platforms, knowledge-sharing databases, and collaborative software can help bridge gaps and promote transparency.
- Promoting a Culture of Inclusivity: Fostering a culture of inclusivity and collaboration can help prevent unintentional siloing. Organizations should encourage cross-departmental interactions, recognize collaborative efforts, and provide opportunities for employees to engage with different parts of the organization.
- Regular Reviews and Adjustments: Regular reviews of organizational structures and processes can help identify and address potential siloing issues. Organizations should be open to making adjustments to improve communication, collaboration, and overall effectiveness.
Lessons Learned and Strategies for Addressing Siloing
Fostering Open Communication
One key lesson from dealing with siloing is the importance of open communication. Encourage regular check-ins and updates between team members and departments. This can help ensure everyone is aligned and informed about ongoing projects and developments.
Promoting Cross-Functional Collaboration
Encouraging cross-functional projects and interactions can help break down silos. Bringing together individuals from different departments or teams fosters a culture of collaboration and shared goals. It also provides opportunities for knowledge sharing and can lead to innovative solutions and improved efficiency.
Building a Culture of Inclusivity
Creating a culture of inclusivity and collaboration is crucial in preventing unintentional siloing. Organizations should actively promote interaction between departments, recognize and reward collaborative efforts, and provide opportunities for employees to engage with different parts of the organization.
Leveraging Technology
Utilizing technology to facilitate communication and collaboration can help bridge gaps caused by siloing. Implementing internal communication platforms, knowledge-sharing databases, and collaborative software can enhance organizational transparency and connectivity.
Regular Review and Adjustment
Reviewing organizational structures and processes can help identify and address potential siloing issues. Be open to making adjustments that improve communication, collaboration, and overall effectiveness. Regular employee feedback can also provide valuable insights into areas that need improvement.
Summing up
Reflecting on my experience of being siloed during a play, I see how such isolation can profoundly impact one’s role and interactions, whether intentional or not. In the workplace, unintentional siloing can create barriers that hinder communication, collaboration, and overall effectiveness. Individuals and organizations can foster a more connected and collaborative environment by understanding the impacts and implementing strategies to address siloing.
As we navigate the evolving work landscape, assessing and addressing siloing is crucial to ensure everyone feels included and empowered. Let’s embrace the opportunity to build stronger connections and work together more effectively, creating a more cohesive and dynamic workplace.
Or, ya know, don’t. See what that gets you.
