Breaking Down Silos - Why it Matters and Where to Start

Breaking down silos, does not need to involve a wrecking ball.

Silos in organisations aren’t just structural—they’re behavioural. They show up in the way teams interact, how leaders communicate, and whether collaboration is encouraged or discouraged. You’ve probably heard phrases like:

• “Stick to your lane.”

• “This isn’t your area.”

• “Butt out.”

These comments reinforce separation. But in high-performing teams, sharing knowledge and learning from peers is a strength—not a threat.

Why breaking down silos matters:

• Silos lead to duplication, inefficiency, and missed opportunities.

• Staff mirror leadership behaviour—if leaders don’t collaborate, teams won’t either.

• Internal competition distracts from external threats.

• Collaboration builds trust, innovation, and resilience.

As a leader, you have the power to shift this dynamic. Start by modelling the behaviour you want to see. Share what’s happening in your part of the business—not just the wins, but the challenges too. When you show curiosity about other teams, you signal that collaboration is valued.

What you can do:

• Share openly: Let others know what your team is working on.

• Ask questions: Show genuine interest in other departments.

• Model transparency: Be consistent in how you communicate.

• Invite collaboration: Create space for others to contribute.

You may encounter resistance. People might be suspicious of your motives or wonder why you’re asking questions. That’s okay. Keep going. Trust takes time, and consistency builds credibility.

If you want a peer to have your back, they need to know what you’re doing. That means parking your ego and being willing to share. When you do, you create space for others to support you—and for your team to thrive.

If you want to talk through how you can start breaking down the silos in your team and organisation, then please reach out and let's chat.