BREAKING DOWN THE SILOS: A coaching approach to Executive Level Collaboration

“The strength of the team is each individual member. The strength of each member is the team.” – Phil Jackson

At the executive level, collaboration isn’t just a nice-to-have—it’s the lifeblood of organisational success. Yet, even in high-performing organisations, interdepartmental friction can creep in. Silos form. Departments start acting out of self-interest, hoarding resources, withholding information and sometimes engaging in aggressive tactics like undermining or white-anting. These behaviours erode trust, slow decision-making and ultimately compromise the organisation’s ability to deliver on its mission.

So, how do senior leaders navigate these dynamics without escalating conflict? The answer lies in adopting a coaching mindset—one that prioritises diplomacy, long-term relationships and strategic assertiveness when necessary.

Why Silos Form—and Why They’re Dangerous

Silos often emerge from good intentions: protecting departmental priorities, ensuring accountability or safeguarding resources. But when these instincts go unchecked, they can morph into behaviours that fracture organisational unity. The consequences include:

Duplication of effort and wasted resources.
Reduced agility, as information bottlenecks slow decision-making.
Cultural toxicity, where mistrust becomes the norm.

As a senior leader, your role is not just to manage these tensions but to model collaboration and create conditions where departments see themselves as part of a bigger picture.

A Coaching Approach to Breaking Down Silos

Coaching isn’t about telling people what to do—it’s about facilitating insight and fostering accountability. Here are practical strategies you can apply:

1. Start with Curiosity, Not Judgment

When friction arises, resist the urge to assume bad intent. Instead, ask:

“What’s driving this behaviour?”
“What pressures or priorities might be influencing this department?”

Curiosity opens the door to dialogue. It signals respect and creates psychological safety—a prerequisite for collaboration.

2. Reframe the Narrative

Help leaders see beyond departmental boundaries by reframing the conversation:

From “my resources” to “our shared capacity.”
From “my success” to “our collective impact.”

Use language that reinforces the organisation’s overarching mission. As Patrick Lencioni notes in The Advantage:
“Organisational health trumps everything else.”

3. Build Bridges Through Shared Goals

Create cross-functional objectives that require collaboration. When departments share accountability for outcomes, self-interest gives way to collective interest. Consider:

Joint KPIs tied to organisational priorities.
Cross-departmental task forces for strategic initiatives.

4. Practice Diplomatic Assertiveness

Most situations call for diplomacy and relationship-building. But there will be times when you must stand your ground calmly and assertively. The key is tone:

Avoid aggression; focus on clarity.
State your position in terms of organisational benefit, not personal or departmental gain.

Example:
“I understand your concerns about resource allocation. However, this decision ensures we meet our strategic objectives as an organisation.”

5. Engage a Coach for Complex Dynamics

The dynamics of executive relationships are nuanced. A skilled coach can help you:

Identify blind spots in your leadership approach.
Develop strategies for influencing without alienating.
Build resilience for navigating high-stakes conversations.

Coaching provides a confidential space to explore options and strengthen your leadership presence.

Leadership Wisdom to Keep in Mind

“The best way to lead people into the future is to connect with them deeply in the present.” – James Kouzes
“Conflict is inevitable, but combat is optional.” – Max Lucado
“Culture eats strategy for breakfast.” – Peter Drucker

Final Thought

Breaking down silos isn’t about winning battles—it’s about building bridges. By adopting a coaching mindset, you can transform friction into collaboration, ensuring your various departments can work together toward organisational success.

Reach out to The Workplace Coach today and explore how coaching can elevate your own leadership style and help you be even more effective in your role.

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