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3 Barriers of Shifting to a Teams of Teams Culture

Graphic about transition from traditional culture to goodness culture

The landscape of organizational dynamics is evolving. We’re all witnessing the shift of the hierarchical, chain-of-command culture to a collaborative, shared commitments culture. Organizations across industries are starting to recognize the value in this transition – it’s not a question of if the shift will happen, it’s a matter of when.  

However, it’s not an easy shift for all organizations to make. Many are facing significant barriers that slow down efforts to fully embrace this new approach.  

These are the three most common barriers hindering organizations in making this change: 

  1. Cultural Misalignment: While leaders know the importance of collaboration, the underlying organizational culture often remains rooted in hierarchical frameworks. Shifting the mindset requires intentional effort and consistent messaging from leadership.  
  1. Lack of Consistency: Inconsistency in how teams are built and led across departments and divisions impedes effective collaboration. Without a consistent approach to creating and supporting teams, getting rid of silos and promoting cross-functional collaboration becomes a challenge. 
  1. Influence of Observable Behavior: Employees closely observe and emulate the behaviors modeled by their leaders. If teams operate with autonomy and in isolation, despite leaders encouraging collaboration, employees are likely to follow the masses.  

As organizations navigate these barriers and embrace the journey toward a Teams of Teams culture, they will no doubt encounter challenges, but the rewards of this are well worth the effort. Collaboration is the cornerstone of success, driving alignment, commitment, and open accountability. 

If you are ready to start making the shift to a consistent, collaborative, shared commitments culture, we’re here to support you every step of the way. Reach out to to learn how we can help you get started.  

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