Breaking Silos in Times of Change
In our last post, we talked about the emotional weight of change—how even small shifts in season or routine can bring unexpected grief and resistance. But change doesn’t only affect individuals. It also disrupts how we work together.
As fall settles in and routines get reestablished, many teams shift into “heads down” mode. We get busy. We get focused. And slowly, often without realizing it, we get… siloed.
The meetings get more insular. The quick check-ins with other teams stop happening. That new hire in another department becomes “someone we should’ve introduced ourselves to.”
It’s understandable—but dangerous. Because in times of change, isolation is the fastest way to lose momentum, miss opportunities, and weaken culture.
The good news? Silos aren’t inevitable. They’re just a sign that we’ve stopped reaching across.
So how do we reconnect—especially when we’re not the ones in charge?
Make Curiosity Your Default
Whether you're in a leadership role or not, curiosity is a powerful silo-breaker.
Ask someone from another team what they’re working on this week.
Drop into a Slack channel you usually don’t engage in and respond to a thread.
Invite someone from a different department to lunch or a virtual coffee.
You don’t need a formal reason—interest is enough. Connection often starts with simple awareness.
Pro tip: Curiosity isn't nosy—it's connective. The more you understand how other parts of the business operate, the more valuable (and empathetic) you become.
Be a Translator, Not Just a Task-Doer
Every department has its own language. Marketing speaks differently than engineering. Sales frames things differently than operations. When we don’t understand each other, we stop engaging.
If you can learn to speak both languages—or help bridge that gap—you become a silo-buster.
When presenting an idea, think: “How would this sound to someone outside my team?”
When sharing project updates, include why it matters, not just what you did.
Tip for non-managers: You don’t need permission to communicate clearly. You just need intention.
Celebrate Wins Across Teams
It’s easy to celebrate our own team's success. But celebrating someone else’s? That takes effort—and builds serious bridges.
Shout out another team in a company-wide meeting or chat.
Send a quick note: “Hey, I saw your team launched that update—huge congrats!”
Make cross-team wins part of your weekly recap or team stand-up.
Why it matters: Recognition fosters trust. When people feel seen by other departments, collaboration becomes less transactional and more human.
Create Micro-Moments of Connection
You don’t need a cross-functional retreat to break a silo. Sometimes, it’s the small stuff that matters most.
Open a meeting with a quick personal check-in: "What’s one thing you're looking forward to this week?”
Turn a project debrief into a moment for shared reflection: “What did we learn from each other?”
These moments may feel small—but they’re how bridges are built. One shared human moment at a time.
Speak Up (Even If It Feels Uncomfortable)
Sometimes silos exist because people don’t realize they’re in them.
If you’re noticing a lack of coordination, gently raise it: “Hey, I wonder if we should loop in X team before we move forward?”
If communication feels off, offer a suggestion: “Could we schedule a recurring sync to stay aligned?”
You don’t have to fix the whole system. But your voice might be the one that sparks the conversation.
Final Thought: You Don’t Have to Lead the Team to Lead the Culture
Silos don’t break down because one person mandates it—they break down because many people choose connection over convenience.
So whether you’re leading a department or just starting your first job, remember this:
You have influence. You have agency. You can reach across first.
As we all settle into a new season, let’s make sure we’re not just falling into routine—we’re rising into relationship.
Because the strongest teams aren’t the ones with the best tools or processes.
They’re the ones who talk to each other.
