“Change implementation cannot afford the luxury of organisation silos, the leaders that create them or the behaviour that tolerates them”
👏 Happy Friday!
On this day in 1666, the Great Fire of London started in Pudding Lane, and 80% of London was destroyed. The fire was extinguished four/five days later, after it had destroyed 373 acres, which included more than 13,000 houses and 84 churches, St Paul’s Cathedral and much of London Bridge. Many ambitious plans were put forward, narrow streets that had helped the fire spread were to be replaced by wide avenues radiating from a central hub. These plans for change were rejected for various reasons, the property owners wanted to keep the same land they owned before the fire, finances were tight, and salvaging the economy quickly was a top priority. The Rebuilding of London Act 1966 was passed to regulate the heights of new buildings, and the kinds of building materials used (brick and stone preferred) with the use of flammable materials restricted for obvious reasons. However, an opportunity for radical change was missed and silo thinking won the day.
✅ For the change to be successful, organisational silos must be eradicated quickly and ruthlessly. This is one change sponsor task that cannot be delayed or evaded. Silo Leaders Prevent Organisational Change.
👉 Organisational silos refer to the separation of different functions or departments that essentially operate independently to some degree. Silos are formed when a leader of a department and its employees develop more loyalty to a specific group than to the wider organisation. Over time, employees within these silos become insular and distrustful of other employees and departments. They lose sight of the overarching goal of organisational success and instead focus on departmental goals. Silos cause high deficiencies in operating performance and limit the value the organisation can create especially during change.
Some of the problems that silos cause are:
Have a fantastic weekend with the ones you love, enjoy some fresh air, exercise, eat, drink and be happy!
Further Reading: Change Management Sponsorship - Leadership of Change Volume 7
Peter consults, speaks, and writes on the Leadership of Change®.
For further reading please visit our websites:
Peter F Gallagher is a Change Management Global Thought Leader, Guru, Expert, International Speaker, Author and Leadership Alignment Coach.
Listed #1 by leadersHum Top 40 Change Management Gurus You Should Follow in 2022 (Mar 2022).
Ranked #1 Change Management Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (2022-2021-2020) by Thinkers360.
Ranked #2 Business Strategy Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Change Management (Dec 2020) by Thinkers360.
Ranked #2 Leadership Global Thought Leader: Top 50 Global Thought Leaders and Influencers on Leadership (Aug 2020) by Thinkers360.
Business Book Ranking
Change Management Behaviour - Leadership of Change® Volume 6, listed among the 50 Books from Thinkers360 Thought Leaders to read in 2022.
Change Management Adoption - Leadership of Change® Volume 5, listed among year-to-date’s (Jul 2021) most popular books on business and technology from Thinkers360 member thought leaders.
Change Management Handbook - Leadership of Change® Volume 3, listed among the 50 Business and Technology Books from Thinkers360 Thought Leaders to read in 2021.
Change Management Pocket Guide - Leadership of Change® Volume 2, ranked within the top 50 Business and Technology Books (Jan 2020) from Thinkers360 Thought Leaders.