Here’s an application of “other focus” in understanding and breaking down the bane of organizational culture, silos. The truth is that they are often unintentional. The managers that reign over them are protective and controlling because they want what’s best for their functions and people. Of course, that problem is compounded with self-interest. But if you’re a leader that must collaborate with that silo, this is the reality and motivation you must influence for change. Don’t bother advocating for what’s good for the whole. Instead, ask how can collaboration serve the interests of the silo? By accepting and working with a different perspective than your own, one small opportunity at a time can lead to raising the “other awareness” of the silo people and they just might start to come out and play with everyone.
