Management & leadership in the WIR culture: 10 tips for team cooperation without a silo mentality

Companies respond to new challenges by adapting their organization with matrix structures and project work. But that is not enough. 10 tips on how to do it better.

Problem solving needs new ways of thinking

"Problems can never be solved with the same mindset that created them”

Albert Einstein already defined this connection. Nevertheless, the old ways of thinking still dominate the actions of many companies. They come from the industrial age and are called competition and division of labour. Today we are moving in the age of knowledge, which is not only new Methods and organizational forms, but also requires a new mindset. But ours Working world is shaped by new requirements. Processes are now more complex and networked than ever.

Competence Scramble blocks new approaches

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The 9 daily meeting of all department heads is practiced in a similar or similar way in many large companies. There, current information is exchanged and problems discussed. Everyone agrees that this is a good thing.

But things often don't go as great as it sounds. If problems arise, it regularly happens that even experienced department heads yell at each other. instead of after Solutions to seek, there is mutual finger pointing. Workshops to reflect on such behavior and agreements only partially eliminate the problem. The wrangling over competence still remains Agenda.

Instruments for agile working

Here, the Idea such fixed coordination meetings certainly useful. The flow of information is encouraged and problems can be addressed fast be reacted to. A central tool of agile working. But it doesn't work if those involved are still stuck in old patterns of thought and behavior.

As soon as the pressure is high, they gain the upper hand. “When it matters” suddenly no longer matters, which, viewed soberly, makes perfect sense and is seen as desirable. Then the competition mode takes over Guide with the result: One wins and many verlieren.

Internal competition damages the corporate culture

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A competitive driver is also the leadership culture. If those in charge are still old-school, the pressure on the individual will simply be increased if it does not work as it should. Also that departments are played against each other, happens again and again. True to the motto: "We know that they have no plan in development.

You have to do your thing in production now.” The main thing is that the figures at the end of the quarter are correct. Competition stimulates that Shop. This is a principle that was developed in the age of industrialization and brought economic success for a very long time. Today, strong intra-company competition has a detrimental effect on business.

The Clan-WE is not enough anymore

'One announces and the others join in loyally'. This is how our grandfathers and fathers worked. Many older people long for this clan-WE Employees return. “It used to be a completely different climate. You still meant something to the company, you were worth something.” This feeling promises security. who is participating for sure.

But the work result is reduced to the horizon of the respective manager. The individual employee is rather underage in this way of thinking. Today is this one Structure mainly found in family businesses. In a complex environment, however, operations quickly fall by the wayside due to a lack of agility. The fact that employees who prefer to think and act independently will not work there for long is just one consequence.

Collaboration in the team: silomentality has had its day

Structured and regulated to the smallest detail are working processes at the Amtsstuben-WIR. The individual is given more responsibility. Everything is so well organized that each employee can do whatever they are responsible for independently. Authorities have perfected it.

But companies also rely on this form of division of labor because this principle speeds up the work process. Departments can be independent of others with their own Background and resources work and focus on your own goals focus. The danger lies in the lack of perspective or interest in external relationships and contexts, also known as the Term "silo mentality".

What exactly does silo mentality mean?

The silo mentality is one Concept, which describes the fragmented way of working in organizations, in which individual departments or teams work in isolation from each other instead of cooperating with each other. These isolated “silo” structures are often created by a Combination from unclear communication channels, hierarchical barriers and the lack of common goals. Each Team or each department works independently, focuses on its specific goals and has limited interactions with other parts of the organization. This often results in inefficiencies, loss of information and suboptimal use of resources because knowledge and expertise are not shared or coordinated.

The silo mentality can also lead to a limitation of the bigger picture, as teams often only focus on their own goals and perspectives Eye without taking into account the impact on other areas. This leads to a lack of holistic understanding of the company's goals and objectives Innovation and hinder flexibility. The silo mentality can also foster interpersonal tensions and a sense of rivalry between departments, further complicating collaboration and straining the work environment. Overall, the silo mentality leads to an ineffective and non-holistic approach to achieving an organization's goals.

Modern leadership: Agile and without hierarchies

If companies want to break this silo mentality, this usually leads to the use of agile methods. And it's about the ability to be yourself to organizeto get involved, to work together flexibly and openly and to develop solutions together. Thinking beyond one's personal role and one's own area of ​​responsibility is a basic prerequisite for this. People with a cooperative mindset take active responsibility for the overall goal.

Collaboration - this term, which does not have a very positive connotation in German, is appearing more and more frequently in relation to agile collaboration. It's not just about being willing to cooperate, but also about being able to work closely together to solve problems that cannot simply be achieved through a division of labor approach. There are no longer any hierarchies here, no one to tell you what to do, when and how. The team organizes itself just as each individual within the team does. And this can only be done by questioning our usual impulses and consciously training new behaviors.

Why corporate culture needs to change

Transforming from a traditional, silo-like work environment to a collaborative, inclusive team culture requires persistence Commitment at different levels of one Company. Good leadership that aims to promote a WE culture provides one klare Guideline to overcome the silo mentality and create an atmosphere of collaboration.

A basic one change in corporate culture requires time, patience and a long-term approach. It is not just a matter of management or leadership alone, but rather a collective effort that should be shared by all employees. By focusing on creating an environment where teamwork, shared goals and open Communication are encouraged, the organization can begin to develop its full potential.

10 tips for team cooperation without silomentality

How does the new form of cooperation work? These 10 collaboration tips make us fit for the new WE in Business:

1. We are all connected: We are always part of a larger WE. This is not a decision, but a fact. Our actions will always affect others.
2. Co-centered instead of concentrated: Co-centered thinking means looking for both as well as solutions. Even in difficult situations, we can stay in contact with our collaboration partners.
3. Interests instead of positions: A change of perspective helps more than cemented positions. Win-win solutions can only be found if we include the interests of all concerned.
4. Find similarities: Small Talk becomes 'Strong Impact Talk'. Focusing on commonalities promotes togetherness.
5. Appreciation for difference: The own ego is not the measure of all things. An appreciative attitude at eye level forms the basis for true collaboration.
6. Donor mentality: In the willingness to give is the "secret" of the WIR, because giving makes successful, fulfilled and happy.
7. The WE in view: By taking a broader perspective and recognizing the WE as an organism, we give the WE a voice that helps us to go new ways together.
8. Feedback as a developmental turbo: The more specific the request for feedback is, the more constructive the answer will be and will help us move forward.
9. Active listening: Collaboration lives from different perspectives. So ask others actively about their opinions and ideas and listen well.
10. Psychological safety: To address ideas, questions, concerns or mistakes must not have negative consequences. People in a safe environment think and act more cooperatively.

Conclusion: What is important is sustainable and positive change in companies

These tips not only serve as instructions for improving team cohesion, but also as a basis for sustainable and positive Change within the company. By breaking down barriers and encouraging employees to collaborate across departments, an environment is created where innovation and... creativity can thrive.

Ultimately, it is important to emphasize that creating a WE culture is an ongoing process awareness and requires adaptation. It requires a willingness to learn from mistakes, celebrate successes and continually develop to meet the challenges of an ever-changing business world. A WE culture is not just one Objective, but a path that enables companies to adapt dynamically to new circumstances and in the long term successfully be.

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