Don't Blame Silos On Structure

Organisational structure is often unfairly blamed for everything wrong in a workplace, when there are actually cultural, leadership, communication or system issues at play.

The sad fact is that no structural re-design will overcome silos and performance problems on its own. Structural change in isolation can also frustrate the hell out of teams on the ground, when the core issues are not addressed and continue, just with different people in different positions.

A multifaceted approach is required that takes into account strategy, communication and cultural change to address the obstacles in the way to align structure successfully. Collaborative input, re-defined ways of working and thoughtful, ongoing communication are critical.

What do you think - what makes structural change come unstuck?