Fierce Gaze: Breaking the Cycle of Circle Back Silos

Silo Syndrome

Silos in organizations aren't exclusive to those on the decline. However, they often indicate that a once-thriving culture might have lost its way. We're all familiar with motivational phrases like “if you're not innovating, you're stagnating” or “let's reignite that fire and break those silos.” How many of us have heard or even uttered complaints like, “Kelly’s team and their silos are blocking progress” or “Jack claims his team is now ‘strategic and less tactical’, so they can't handle tasks that are clearly their responsibility?” I'll admit, even as I type this, I've been there. But venting these frustrations rarely leads to solutions. Instead, it might just earn you a lecture on getting along with Jack and Kelly’s teams. 

Nostalgia vs. Reality

Do you work for an organization that fondly recalls the "good ole days" when taking risks was the norm? It makes me ponder:  

Who's responsible for reigniting that passion, especially if there's a genuine desire to recapture it?

Should the onus fall solely on the senior leadership to recognize and address organizational stagnation? And is that the ideal approach? Over recent years, many of us have tuned into our CEO's virtual "State of the Union" addresses. They often aim to remind employees of the company's core values and mission. But what follows such reminders?

Let me paint a couple of optimistic scenarios:

1. Imagine a tight knit team led by a strategic leader who delivers a genuinely compelling “Do Whatever it Takes” message. The kind of speech that resonates deeply.

Or picture this: 

1. You’re part of a vast, diverse team spanning multiple departments. The top executive - be it the President, CEO, or any other title - rallies everyone with a passionate declaration  We Will Not Vanish message of resilience against fading into obscurity. 

Feeling inspired? I know I am! But post-Zoom, reality sets in. Has Kelly snapped her fingers and brought back all those lost hours that her team was responsible for wasting? And what about Jack, is he gearing up to make a grand gesture for the greater good of the entire team? Sadly, it seems not. Still, that brief trip down memory lane was refreshing. 

Empathic Leadership and Followership

I wholeheartedly believe that a good leader, at any level, encourages and inspires their teams to collaborate, take calculated risks, and drive impactful change.

For those who've read this far, can you confidently say, "Yes, my leader embodies these qualities!"? If you can, kudos! I'd wager you lead in a similar manner and are encouraged to do so.

But for those nodding along to every "a good leader does X" meme, yet feeling a disconnect with their own leadership experience, I pose a question: Are you being a good follower? Now, before you clutch your pearls in offense, hear me out.

Organizations, much like individuals, evolve through phases.

If your organization has shifted from a daring phase to a more cautious one, have you, too, settled into a comfort zone? Do you lament the "lost fire" but secretly relish the status quo? From where I stand, avoiding risks can be the biggest risk of all. I firmly embrace the idea that if you're not innovating, you're on the path to obsolescence. I'm the person marching with the "break down the silos!" banner, not just for the thrill of innovation but because I genuinely believe it's the cornerstone of greatness.

Reigniting the Fire

Do I fear failure? To an extent, yes. But my greater fear? Becoming that proverbial slow-boiled frog, trapped in a setting where comfort trumps courage, and the status quo overshadows genuine vulnerability. Speaking of "vulnerability," isn't it becoming one of those buzzwords? It's now in the same league as catchy book titles like "Getting Naked," evoking either skepticism or hopeful embrace.

I prefer to see it through the lens of the "Fierce Gaze," a concept my current boss Eric Waller champions. It's about leaning into discomfort, embracing the challenge. Want to dismantle silos? Dive deep into vulnerability. Ask the tough questions and stand ready to answer the probing "What exactly do you do here?" inquiries with confidence. Isn't it often those who dodge these gut checks who most need them?

If you're lucky enough to be in a fearless, open, knowledge-sharing organization, kudos! But if you're reading this, thinking, "I can't trust my colleagues," or "Management would use my openness against me," perhaps it's time for a change. If you genuinely feel this way, don't expect a sudden "We're all about vulnerability now!" celebration at work. If this resonates, maybe you don't need to read on. Here’s the link you need. But if you're still with me..

Taking Action

Still with me? Maybe you're not ready to jump ship. Maybe, just maybe, you're audacious enough to believe your company can return to its trailblazing days.

Here's a sentiment that might be controversial nowadays: you genuinely love where you work.

Through highs and lows, the maverick renegade inside you still believes in the great experiment that is your organization's unique place in the market.

Tired of complacency? Fed up with the fear of failure? Done with those 'circle-back' silos that never actually circle back? The ball's in your court. Don't wait for the higher-ups to herald innovation's return in the next company newsletter. If you're banking on a top-down culture shift, you might've missed my earlier point.

Let's wrap this up. If you're still here, gearing up for a bold strategy to reignite that pre-pandemic passion, remember this mantra when facing skeptics: Fierce Gaze.