By their very definition, silos create divisions. They block communication. As a result, they can stifle creativity, innovation and progress because collaboration is hindered. And we all agree that two heads are better than one, right? But sometimes, just sometimes, don’t you wish silos could be used to keep certain personalities away? For anyone who has ever wanted to stick someone in a silo in a far off land, this list is for you.
The 10 People Who SHOULD Work in a Silo
(because they cause more harm than good and are generally unlikeable in every possible way)
- The boss who says everything is urgent and won’t help prioritize what REALLY needs to be done
- The supervisor who has no regard for your time or workload and assumes you’re available 24/7
- Managers who think “death by PowerPoint” is an actual employee engagement mechanism
- The entitled employee who is more concerned about the bagels in the break room than delivering results because he/she knows you’ll pick up the slack
- Team members who won’t make any decisions because they are afraid to make a mistake or take ownership (can you say dead weight?)
- The leader who is too busy emailing to really participate (so rude!), but chimes in at the last minute with a list of action items that don’t make any sense to anyone but her/himself
- The boss who takes a full hour discussing a project only to change his/her mind about what they wanted in the first place and then takes up an additional 30 minutes explaining the project all over again
- The team member or manager who is SO busy trying to show their worth that they never ever ever EVER stop talking
- The manager that can’t delegate, is always buried and has no time to coach their teams (hello, being a manager requires actual people management!)
- The leader who assumes you already understand every detail of the big picture and loves using acronyms, jargon and abbreviations to sound smarter and more involved in the business than he/she really is
Now, great leaders and managers would never let these behaviors fly. If you think there’s someone in your organization that needs a little schooling on how to be the best leader, manager, colleague or team player, send them this newsletter or this white paper – it might just be the reminder they need!