STRATEGY SILOS - When Leadership Has a Plan, But Departments Aren't Executing in Sync.
You've set the strategy. So why is everyone still working in different directions?
When your strategic priorities don't cascade down effectively, departments create their own goals - ones that conflict with each other and drain resources. I translate executive vision into coordinated action across all functions, ensuring everyone is pulling toward the same outcomes.
What You Get:
- Cross-functional alignment sessions that get departments on the same page
- Goal cascading frameworks that connect daily work to organizational strategy
- Departmental roadmaps that show how each team contributes to shared outcomes
- Internal communication plans that keep strategy visible and understood
- Accountability structures that span departments, not just live within them
PROCESS SILOS - When Teams Duplicate Work, Create Workarounds, or Don't Know What Others Are Doing.
Your people are working hard. They're just not working smart - because they can't see beyond their own department.
Process silos lead to duplicated efforts, shadow systems, and wasted hours on workarounds. I map your workflows across functions, eliminate redundancies, and design processes that require collaboration instead of allowing isolation.
What You Get:
- Workflow mapping that reveals where disconnection is costing you time and money
- Cross-departmental process redesign that eliminates duplication
- System optimization that connects teams instead of separating them
- Clear documentation that everyone can access and actually use
- Efficiency audits that identify hidden costs and resource leaks
PEOPLE SILOS - When Departments Protect Their Turf Instead of Collaborating.
Your teams have stopped talking to each other. Worse, they've stopped caring about each other's success.
People silos create culture problems - distrust, disengagement, and political turf wars that exhausts your leaders. I break down the barriers that keep departments from collaborating, build communication channels that actually work, and manage change in a way that brings people along instead of leaving them behind.
What You Get:
- Change management plans that reduce resistance and build buy-in
- Internal communication strategies that foster clarity and connection
- Cross-functional team building that creates genuine collaboration
- Leadership alignment sessions to model unified direction
- Employee engagement strategies that connect people to the bigger picture
GROWTH & TRANSITION SILOS - When Scaling, Restructuring, or Change Exposes Your Disconnections.
Everything worked when you were smaller. Now growth has revealed how disconnected your departments really are.
Transitions - whether scaling up, restructuring, implementing new technology, or navigating leadership changes - amplify existing silos. I help you grow without breaking, change without chaos, and ensure your people and processes can handle what comes next.
What You Get:
- Scalability assessments that identify which processes will break under growth
- Restructuring plans that maintain continuity while improving coordination
- Technology implementation support that considers the people side, not just the tech
- Transition communication strategies that keep everyone informed and aligned
- Post-implementation reviews to ensure changes stick and silos don't return
LEADERSHIP CAPACITY SILOS - When Your Leaders Are Drowning in Coordination Efforts.
Your managers spend half their time trying to get departments to talk to each other. They're exhausted, and nothing is improving.
When silos exist, coordination becomes someone's full-time job and it's usually your best leaders who suffer. I build the systems and structures that reduce the coordination burden on leaders so they can focus on leading, not firefighting between departments.
What You Get:
- Leadership team alignment to create a unified approach
- Decision-making frameworks that clarify who owns what across functions
- Meeting structures that reduce wasted time and improve coordination
- Delegation and ownership matrices so nothing falls through the cracks
- Fractional leadership support to embed long-term organizational capacity