Why a ‘one team’ approach is key to unlocking agility beyond silos

Alignment isn’t what it used to be. The days when executive teams set the mission, vision, and KPIs and assumed everyone would follow are long gone. Back then, organisations were like trains on tracks, moving along predictable pathways. Not anymore—with cyber-attacks, cost pressures, AI, and hybrid work—life is anything but predictable.

Forget the railway lines. Every organisation is navigating choppy waters, and a more apt metaphor is a fleet of vessels—nimble dinghies, agile yachts, and slow-moving craft.

Modern alignment isn’t about staying on track; it’s built on two essential capabilities:

• Agility—the ability to flex across functions, rapidly connecting people and teams to partner where they’re needed most.
• Adaptability—shifting people, resources, and priorities to tackle challenges and seize opportunities, ensuring the organisation stays responsive in a constantly changing environment.

Yet many organisations are still stuck on old tracks, with rigid structures and thinking that reinforces silos. Business units guard information and work in isolation, creating misalignment and missed opportunities. The real problem isn’t the silos themselves, it’s the hidden barriers between people that keep them apart. True alignment comes from breaking down those barriers, embracing agility, and working together as one adaptable team.

Why Silo Problems Persist 

Silos are like the old-fashioned fortresses that you see on Netflix dramas—designed for protection but not built for collaboration. Inside these structures, teams pursue their own agendas, avoid uncomfortable truths, and closely guard resources and information. The impact is tangible: projects run over budget, product launches are delayed, conflicting priorities cause angst, and frustrated customers feel the gap between what’s promised and what’s delivered.

Silos are hardly ‘new news’ to anyone, yet they persist because they’re deeply rooted in how businesses are structured and rewarded. KPIs too often reinforce inward-looking behaviour, and traditional team building focuses only within business units rather than across them. The consequence? Subject matter experts get trapped—or too comfortable—in silos, slowing down critical decision-making and bottlenecking execution.

Don’t Waste Time Demolishing Silos – Connect Them 

Organisations that thrive in this new era aren’t wasting time bulldozing their silos but rather building new capabilities and habits that connect them.

Microsoft is a prime example of this transformation. Under CEO Satya Nadella’s leadership, the company shifted from a culture of internal competition to one of collaboration and shared accountability. Nadella famously said, “We’re moving from a group of know-it-alls to a learn-it-all culture, where people are curious and open to connecting across boundaries.” This shift has been at the heart of Microsoft’s resurgence, with diverse teams working cohesively to drive innovation and whole of enterprise success.

Microsoft’s approach reflects the Think One Team principles outlined in the bestselling book, which focus on connecting silos through five essential practices: Share the Big Picture, Share the Reality, Share the Air, Share the Load, and Share the Wins and Losses. These practices enable teams to collaborate effectively, even when separated by structure or geography, aligning their efforts toward shared goals instead of isolated agendas.

Tools and Practices That Break Down Barriers 

In a truly agile, ‘one team’ organisation, leaders and teams don’t just talk about collaboration across boundaries—they live it. They use simple, practical tools to reinforce these habits daily. Here’s three ways that you can start applying the Think One Team approach:

Share the Big Picture 

As a leader, it’s your job to relentlessly share the big picture. Why? Because people need to know their efforts matter. Are you giving your team a strong enough reason to bring their best every day? It’s not about pretending you have all the answers—it’s about being open, honest, and transparent about uncertainties. Your clarity of purpose and priorities drives everything. How often are you communicating the ‘why’ behind your team’s work, especially when the path is uncertain? Regularly ask yourself: Do my team members have clarity on the big picture, even amidst uncertainty?

Create Accountable Collaboration 

Too often, disunity between leaders is seen as an inevitable feature of the workplace. It doesn’t have to be that way!  In my experience, the best leaders hold people accountable for building and sustaining strong, cross-functional partnering relationships. Are you doing that?

In high-stakes environments—like elite sports or emergency services—accountable collaboration isn’t negotiable, and it shouldn’t be in your world either. Ask yourself: Am I accepting disconnection as the norm? If so, then it’s time to embed collaboration as a core expectation, just like any KPI. Hold yourself and your team accountable and watch your culture transform.

Leverage Cross-Functional Problem Solving 

High-performing teams don’t solve problems in silos—they make a habit of bringing the right people together when challenges arise. How often are you facilitating well-structured, cross-functional problem-solving sessions? One of the best ways to break down the barriers is by pulling diverse perspectives from across functions and creating space for the best ideas to surface. Ask yourself: How do I make collaborative problem-solving a trademark of the team culture?

Unlock Potential: The New Reality of Organisational Alignment 

Agility and adaptability aren’t about dismantling your organisation’s structures—they’re about transforming how those structures interact. Stop wishing you could demolish your silos and start connecting them. Equip your teams with the mindset and tools to work as one. Align them around a shared big picture and embrace a culture of accountable collaboration. Don’t wait. The potential for agility, adaptability, and high performance is within reach—take the lead and make it happen!

Graham Winter is a psychologist, best-selling author of Think One Team (3rd edition), and founder of Think One Team Consulting. He facilitates and coaches leaders across Australia’s top enterprises and government agencies, drawing on his experience as Chief Psychologist for three Australian Olympic Teams. Contact him at www.thinkoneteam.com.

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Written by Graham Winter.

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