Busting Your Silos? You Need Improv.
by Holly Mandel
More and more companies are discovering that, amid rapid growth and scaling, they’ve unintentionally built a culture of silos. We know silos are great for corn, not as great for organizations if they prevent collaboration and unity. The data speaks volumes: a recent Salesforce report found that 70% of customer experience leaders view silo mentality as the primary barrier to effective service. And according to a Harvard Business Review Analytics Services survey, 67% of failed collaborations are the result of siloed departments.
These silos can take different forms depending on the root cause — whether it’s driven by self-preservation, elitism, or tunnel vision. But the outcomes are usually the same: breakdowns in communication, disjointed efforts, and a lack of the cohesion needed to operate as an integrated whole.
When organizations begin the work of breaking down silos, they often overlook a critical step: reorienting the entire workforce to think, feel, and function as one collective unit. Systems Theory reminds us that shifting components within a system can create temporary improvements—but unless the system’s underlying purpose or vision is transformed, the old patterns tend to re-emerge. When that purpose is clearly redefined and reinforced, the whole system begins to shift accordingly.
Uniting a diverse group of people with different roles, priorities, and workflows is no small feat. It’s a powerful intention—yet it’s one that can’t be fulfilled through a rousing keynote or new clever slogan alone. It requires an experiential reset—an interruption to business as usual—that enables the team to reassemble and reengage as a single, connected entity.
We work with organizations that recognize the necessity of a truly aligned team. Any offsite or leadership summit that aims to eliminate silos and spark interdepartmental collaboration must offer the opportunity to experience something that hits the reset button and genuinely sets the stage so real change can occur. Without it, any transformation is unlikely to last.
We’ve had the privilege of launching events—from intimate 40-person gatherings to 400-person summits—using the tools and mechanisms of corporate improv to reconnect employees and foster a team-first mindset. Here’s how:
Hierarchies and cliques are upended through intentional design—participants rotate through constantly shifting small groups, ensuring a level playing field.
A shared language of agreement and possibility emerges—improv is not just a performance technique; it instills the core principles of agile collaboration and creative problem-solving.
Engaging, immersive exercises create strong bonds—they spark real relationships, build trust, and reinforce essential communication habits.
Spontaneous collaboration and collective creativity take root—offering an embodied experience of teamwork that abstract messages about "unity" or "synergy" can’t replicate.
So if your organization is entering a phase where tearing down silos is mission-critical, consider starting with corporate improv. It lays the groundwork for a culture that works—and grows—as one.