![]() ![]() However, there is hope! We have seen deeply distrustful employees crack open and start a dialogue with one another when the environment is right. Sometimes these behaviors are the result of poor management, but often times these behaviors are simply a result of the leadership not recognizing that it’s happening. Stifled feelings, inappropriate behaviors and ineffective habits build.īefore long, the Silo Mentality has taken over and you’re left with several departments that not only don’t work together well, but that actively work against each other by withholding information and stifling one another. In fact, if your company environment isn’t one that holds the space for employees to be able to openly express themselves and support each other, a culture of mistrust can quickly develop. In the same way that trust can be built, brick by brick, it can also be destroyed bit by bit. Over time, people will learn to lean on each other and look out for their coworkers. They must be built, nurtured and cared for in order to develop in a productive manner. ![]() Trust and respect are not qualities that just “happen” in relationships. When it really comes down to it, if people don’t trust and respect each other, they will not be able to work together effectively. (If you’d like to connect with us right away, click HERE.) The Root Cause of Silo Mentalityīefore we can pinpoint the solution, we have to look at the real problem that causes a Silo Mentality within organizations. Read on to find out how our programs work through deeply-embedded issues of mistrust and competition within organizations so they can go on to successfully become more profitable, more team-based, and more pleasant places to work. It’s not impossible to do – it’s simply a matter of uncovering the issues and working them out together. ![]() We have worked with many companies to break through the Silo Mentality. When people trust each other and look out for each other, they will work harder, take more calculated risks and ultimately achieve greater success. Gradually, we began to see a need within corporations and organizations to build trust between staff members. We started Fire Power Seminars as a way to empower individuals to do their very best by challenging them to walk across red hot coals (yes, it is possible!). A big component of successfully walking across coals is being able to trust your environment and trust yourself. That’s certainly not helping your overall health and wellbeing – in fact, it would probably do quite a bit of damage. Imagine if your liver decided that it was going to undermine your heart so that it could be the star of the internal organ show. It boils down to people within an organization feeling as though their goal is to out-smart, out-work and out-perform the other departments, and as a result no one can get as much done. ![]() It’s called the “Silo Mentality”, and it affects many corporate offices. In some cases, a bit of healthy competition can be hugely advantageous… but when a corporation’s productivity suffers because of inter-departmental competition, no one will ultimately benefit. ![]()
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