How to Know if You Have a True Team or a Just Collection of Individuals Working in Silos
Carolyn Mozell is the founder and CEO of Leaders Who Connect and Inspire LLC and knows firsthand how transformative it can be when leaders and employees treat each other with mutual respect, kindness, and a genuine desire to see each other succeed. Carolyn served in some of the highest levels of local government leadership for over 25 years. Rising from executive assistant to deputy chief, she also knows that leadership is a privilege. Now, Carolyn leverages her direct experience advising elected officials, cabinet level leaders and activating diverse high performing teams to help leaders in business, nonprofit organizations and government agencies do the same.
As a leader, one of your greatest responsibilities is building a team that is not just productive but also deeply connected to each other and the organization’s mission. Yet, despite your best efforts, you might find yourself managing a group of individuals working in silos rather than a cohesive, high-performing team.
Why does this happen? And more importantly, how can you fix it? In this article, we’ll explore the signs of siloed individuals, what it takes to build a true team, and you’ll get some coaching tips and reflective questions to help you identify your next steps toward fostering greater collaboration and unity within your team.
Signs You are Managing a Collection of Individuals in Silos
Silos happen when team members focus only on their tasks or departments, often at the expense of collaboration and shared success. Here are some telltale signs:
Lack of Cross-Functional Communication
If most communication flows upward to you as the leader but rarely across teams or departments, that’s a red flag. For instance, in a government agency, the community engagement team organizes a public forum to gather input on a new policy initiative. However, the communications team isn’t informed until just days before the event, leaving them insufficient time to promote it effectively. As a result, turnout is low, and the agency misses an opportunity to gather valuable community insights and build public trust.
Duplication of Efforts
Silos often lead to competition for limited resources, like funding, time, or recognition. For example, a nonprofit marketing team might prioritize launching a high-profile campaign but avoid sharing their timeline with the IT department, which is simultaneously planning a major system upgrade. The lack of communication results in both teams vying for support from the same technical staff, causing delays and frustration. This not only disrupts workflow but also creates tension between departments, ultimately affecting the organization’s ability to meet its goals efficiently.
Conflict Over Resources
When collaboration is lacking, two or more people may unknowingly work on similar projects or tasks, wasting valuable time and resources. For instance, in a government agency, two different departments might independently develop separate community surveys to gather feedback on similar issues, such as public transportation needs. This redundancy not only wastes staff time and taxpayer resources but also confuses residents who receive multiple surveys, ultimately undermining the agency’s credibility and public trust.
Minimal Shared Ownership of Goals
If your team members are only focused on their personal or departmental metrics, they may lose sight of broader organizational goals. For example, a nonprofit fundraising team might celebrate exceeding their donation target by securing a high-profile corporate sponsor, but they fail to coordinate with the program delivery team. As a result, the new partnership creates additional program demands that the delivery team isn’t staffed or prepared to meet, leading to strained resources and missed deadlines. This disconnect can undermine the overall success of the organization and erode trust between teams.
Low Engagement and Morale
Silos create isolation, which can lead to disengagement and high turnover. For instance, in a government agency, a public affairs officer feels undervalued and disconnected because they are rarely included in strategic planning meetings. Without a clear understanding of how their role supports the agency’s broader mission, they become disengaged, resulting in missed opportunities to enhance public outreach and community trust. Over time, this lack of connection contributes to burnout and eventual turnover, negatively impacting team morale and the agency’s ability to deliver its services effectively.
Leadership goes beyond assigning tasks or measuring individual accomplishments; it’s about cultivating a team that thrives on collaboration, shared purpose, and mutual support.
What You Can Do to Build a True Cohesive Team
If these challenges sound familiar, don’t worry. There are practical, actionable steps you can take to break down silos and create a connected, high-performing team.
Align the Team Around a Shared Purpose
People need to see how their roles contribute to the bigger picture. Start by clearly communicating the organization’s mission and showing how individual contributions support it.
Coaching Tip: In your next meeting, take a moment to clearly articulate the team’s shared goal, emphasizing how each department plays a vital role in achieving it. For example, you could say: “Our mission is to improve access to education in underserved communities. Marketing will raise awareness, fundraising will secure the resources, and program delivery will ensure we meet our impact goals.” Of course, tailor this to reflect your organization’s unique mission and how each team contributes to the bigger picture.
Encourage Cross-Department Collaboration
Silos break down when people collaborate. Create intentional opportunities for team members to work together.
Coaching Tip: Consider organizing quarterly leadership retreats where team members from different departments come together to brainstorm and align on key initiatives. Bringing together leaders from programs, HR, and finance allows them to co-design strategies for improving team engagement and resource allocation in alignment with the organization’s mission for the upcoming quarter. This type of collaboration fosters a sense of shared ownership and strengthens cross-functional relationships.
Foster Open Communication
Transparency is key to building trust. Make it a priority to model and encourage open communication.
Coaching Tip: Foster a culture of transparency and collaboration by implementing team-wide check-ins, where everyone has the opportunity to share updates, roadblocks, and successes. Regular check-ins not only keep everyone informed but also promote accountability and trust within the team.
To make it even more effective, consider using tools like Slack or Microsoft Teams to facilitate ongoing conversations in real time. These platforms enable quick updates, discussions, and problem-solving, ensuring that everyone stays connected, even in remote or hybrid environments.
Recognize Team Efforts Over Individual Achievements
When recognition focuses solely on individual accomplishments, silos thrive. Instead, highlight team success.
Coaching Tip: Shift the focus from individual recognition to team achievements. Instead of praising one person, highlight the collective effort. For example, rather than saying, “Great job securing the grant, Sarah,” say, “The grant team’s collaborative effort secured funding to expand our programs. Everyone played a vital role.” This reinforces the value of teamwork and encourages a culture of shared success.
Invest in Team Building and Skill Development
Soft skills like emotional intelligence, communication, and conflict resolution are the glue that holds teams together.
Coaching Tip: Foster a deeper understanding of your team’s dynamics by hosting workshops on emotional intelligence or DISC behavioral styles. These workshops can help team members recognize their unique work styles and improve collaboration. Consider incorporating role-playing exercises to practice skills like empathy and active listening, which can effectively resolve common team conflicts and build stronger relationships. This approach not only improves communication but also enhances the team’s ability to work together seamlessly.
Break Down Physical and Psychological Barriers
A connected team feels safe to share ideas and challenges, even in remote or hybrid environments.
Coaching Tip: Encourage team bonding beyond typical work tasks by creating opportunities for informal interactions. For example, during your quarterly leadership retreats, schedule casual “coffee chat” sessions where leaders from different departments can share personal insights, discuss challenges, or simply connect on a human level. This relaxed setting fosters trust and psychological safety, helping to break down barriers and allowing team members to communicate more openly and effectively. By providing space for these conversations, you create an environment where everyone feels heard and valued.
Why It Matters
Strong teams don’t just achieve better results—they embody the values of your organization and inspire those around them. By breaking down silos, you’ll create a culture where collaboration, innovation, and shared success can thrive.
But it all starts with you, the leader. Recognizing the signs of silos and committing to intentional action can transform disconnected individuals into a high-performing team.
Reflective Questions to Guide Your Next Steps
To take what you’ve learned and put it into action, consider these five questions:
How well does my team understand and align with the organization’s mission and shared goals? If there are gaps, what steps can I take to clarify and communicate our purpose?
Are there opportunities for greater collaboration across departments or individuals? What specific actions can I take to foster cross-functional teamwork?
Do I consistently model and encourage open communication and psychological safety?
How can I create an environment where team members feel comfortable sharing ideas and challenges?
When celebrating successes, do I emphasize team contributions over individual achievements? How can I shift recognition practices to reinforce a team-first mindset?
What skills or tools does my team need to improve collaboration and break down silos?
How can I invest in professional development or resources to support this transformation?
Final Thoughts
Leadership goes beyond assigning tasks or measuring individual accomplishments; it’s about cultivating a team that thrives on collaboration, shared purpose, and mutual support. A truly cohesive team is more than the sum of its parts, with each member contributing meaningfully to the collective mission.
Breaking down silos requires effort, but the rewards are undeniable. By fostering open communication, aligning around shared goals, and encouraging cross-functional collaboration, you can transform a fragmented group into a unified, high-performing team.
Strong teams don’t just deliver results—they embody your organization’s values and inspire those around them.
When you invest in your team’s growth, development, and cohesion, you’re not only driving results; you’re creating a culture where people feel valued, connected, and empowered to excel. This foundation fuels long-term impact and leaves a legacy of leadership that truly makes a difference.
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