Love is in the air. Or not. On silos. Ever wondered how the same people can be so lovely within their silo and so annoying with outsiders? Who has not heard vicious comments about the guys over in sales (‘always overpromising’) or manufacturing (‘always underdelivering’)? People standing in the doorway plotting revenge on the other department?

The Neuroscience of Tribalism

Whenever dependencies (like value chains) are bigger than one group, within-silo benefits come with between-silo costs. People love the group feel, and it’s only half the fun if there is no other group to look down upon. What drives this need?

One hint: The issue has become big with division of labor, but is much older: families, hordes, packs. In many species, not only humans. And here comes neuroscientist Larry Young and his voles (relatives of mice): He manages to make their brains more sensitive to so-called neuropeptides – and they become more family-oriented.

Next is social psychologist Carsten de Dreu and his Dutch university students. When he gives them those same neuropeptides, they cooperate better with teammates – but betray the other team. In a moral dilemma game, they save their fellow countrymen – but sacrifice other nationalities.

The Problem with Corporate Silos

Notice how clever nature is. Neuropeptides are not about huddling with your dearest or any other particular behavior. Neuropeptides first look at what your group is, like FC Bayern, and then make you feel close to them and alienated from the rest. A principle that will always work, around the campfire as in the modern workplace.

But while in private life you have no problem belonging to various groups, in corporate life only one dominates – your silo. And that is the problem.

How to Break Down Silos

So, how to break the silo in favor of dynamic group memberships like in real life? With transformation platforms like ChangeMaker. They visualize your multiple memberships and help to form loyalties across the entire value chain. And neuropeptides will do the rest of the job – but this time in your favor.

To continue the conversation on organizational culture and leadership, follow Principia Mentis on LinkedIn.