Silos, Politics and Turf Wars…Seriously?

In typical Lencioni fashion, Silos, Politics and Turf Wars, deals with real issues that organizations face.  I have seen them in the Church and I have heard about them in the business world.  I probably have contributed to them from time to time in my ministry settings, unfortunately.  Like a high school teacher who thinks their subject is the most important, I thought, “Well, of course student ministry is the most important ministry in the Church.”  Little did I know that this attitude, if left unchecked and unbalanced, would cause disunity in the ministry as a whole. 

Where do Silos come from?  Why do they exist?  It may appear that the origin of this organizational disease comes from a lack of self-leadership.  I would assume that self-leadership would yield a heart towards team-work.  Self-centeredness and ignorance are the building materials of Silos.  I can see Lencioni writing a book sometime in the future that summarizes all of the problems in an organization from meetings, to team-work, to leadership all stems from the lack of work time balance, family care and character refinement.  All of this is self-leadership, which according to Dee Hock represents the biggest allotment of emphasis in our leadership.  He suggests we spend the majority of our leadership development on developing our own lives, character, countenance, etc.  The first trait someone should look at in the hiring process is Character.  Click on this link and learn more about Dee Hock.

Lencioni gives another cause for Silos when he says, “It was a loss of respect for management and a nagging concern about the future of the organization.” (p. 13) If respect for superiors reduces, Silos will form.  Especially, if one feels that their bosses don’t have their team’s best interests in mind.  If a leader doesn’t balance out respect and vision to the entire team, it is inevitable that one team will feel left out.  My heart sunk when I read in the fable, “The best ones always leave first.” (p. 65)  I don’t think people would leave an organization on a whim.  Most ponder a move like this over time.  Their countenance would reveal their intentions long before any resignations are written up.  How is it possible for that to happen if peer influence is taking place?  A move may be in order but not without serious conversations with peers.  It is just not wise.  The Scriptures declare wisdom in the abundance of counselors.  These peers can be from within the organization or even on the outside of the organization.  If you are in an organization and you don’t have firm relationships with peers, start now!  Great things will not happen without a sense of momentum and critical mass.  This momentum will only occur with peer influence.