23 Jan From Silos To Systems: A More Collaborative Future
“Without shared purpose, you end up with ‘people vs. people’ instead of ‘people vs. problem.’”
-Chief Talent Officer, Global CPG Brand
Outside of our culture and change work within large organizations, we bring together top HR and culture leaders for monthly dinners known as Industry Nights. They are an experiential – and confidential – space to unpack the future of work and discuss what to do about it today. Guests include people leaders from brands like Google, MasterCard, NY Times, Amazon, and many more.
One recent dinner focused on how to better enable cross-functional collaboration, communication, and creation. This future is a necessity, but how orgs cultivate it is very much a work-in-progress.
Below is a summary of insights from our evening along with some provocations you can use to open the conversation with your team. Enjoy!
Insight #1: Lean into the Resistors.
When moving quickly we naturally try to avoid things (or people) that may slow down our progress. And while resistors can make achieving our goals take longer, they are also an invaluable source of knowledge, and social credibility when won over. So get Regina onboard if you want to drive change (credit for the Mean Girls reference goes to our guests).
Key quotes:
“Seek connection before collaboration. If there’s no trust, collaboration isn’t an option.”
“Look for the hard situations and challenges that bring out the shared values within the team.”
“Relationships, like muscles, require small and consistent tears in order to grow. Without strain they’ll atrophy. But strain requires rest, and healing for growth to happen.”
Discussion questions to explore with your team:
- What’s the ratio of time you spend with advocates vs. resistors? What might be learned or accomplished in shifting that ratio?
- How might you create opportunities to walk in the shoes of another’s role? To understand the nuance and complexity of their challenges?
- What are moments where you’ve been the resistor? What have you taken away from being in that position that could apply to overcoming other resistors?
Insight #2: Without shared purpose, you simply have competing resources.
If management is the ability to help others get things done, leadership is the ability to create confidence and alignment through direction. Purpose is one of the most powerful ways we can provide that direction, giving agency to others so they can bring that purpose to life.
Key quotes:
“Without shared purpose, you end up with ‘people vs. people’ instead of ‘people vs. problem.’”
“It is the #1 responsibility of a leader to translate purpose into each employee’s role. Not being able to motivate others is lazy leadership.”
“In the kitchen, we rally around being here to serve each other, not serve the world.”
Discussion questions to explore with your team:
- How might leaders get more intentional and nuanced in translating purpose to different employee workplace motivations (i.e. a job vs. a career vs. a purpose)?
- Most companies aren’t saving the world – how can leaders create an authentic sense of purpose without overpromising?
- What is an upcoming project that is ripe for a ‘mission based teaming’ experiment?
Insight #3: Collaboration can’t exist in a fight or flight state.
Fear of the unknown, or the other creates a visceral response that makes curiosity hard to lean into. As leaders our ability to create an environment that tempers our fears, also creates the possibility for enhanced collaboration, with a greater diversity of perspectives. The part of your brain that allows you to process emotions, be creative, or see the bigger picture gets shut down during fight or flight, putting all the energy and focus on self-protection.
Key quotes:
“There is a reason silos sustain – they create a safe space for us to be surrounded by shared norms and similar perspectives.”
“Escoffier (chef) created a system to do what you’re told and reward quality and consistency over creativity. Eric Ripert taught us we can still achieve excellence but through curiosity, love, and listening.”
Discussion questions to explore with your team:
- What are the skills I personally want to develop to enhance communication across my team?
- What is needed for me to say the thing that can’t be said? And how do I model this for others?
- Have we defined what healthy tension looks like within our team or organization? Is it something we’re able to discuss openly?
What resonates? What would you add?
We’re curious to hear your stories and perspectives from the field! Add them in the comments below, or message us directly.
And, if you’re interested in learning how we might support your team or organization in navigating any of the challenges above, send us a note to set up a discovery call with one of our team leads.
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This article is part of our series on HR, change and transformation. Check out past issues, and sign up for our newsletter to get future issues sent directly to your inbox.
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