Comments on: Can we break Corporate Silos without breaking Specialization? http://greenwhite.org/blog/2008/03/01/can-we-break-corporate-silos-without-breaking-specialization/ Coffee Sessions for the Industry! Thu, 09 Feb 2012 06:06:11 +0000 hourly 1 http://wordpress.org/?v=3.3 By: Osama A. http://greenwhite.org/blog/2008/03/01/can-we-break-corporate-silos-without-breaking-specialization/comment-page-1/#comment-8215 Osama A. Sat, 01 Mar 2008 19:00:22 +0000 http://greenwhite.org/2008/03/01/can-we-break-corporate-silos-without-breaking-specialization/#comment-8215 Well said! My approach would be to put these initiatives in a shared public (public to management / functional heads) intranet area.... or have frequent meetings with updates. Please do send that followup post Well said! My approach would be to put these initiatives in a shared public (public to management / functional heads) intranet area…. or have frequent meetings with updates.

Please do send that followup post

]]> By: mansoor http://greenwhite.org/blog/2008/03/01/can-we-break-corporate-silos-without-breaking-specialization/comment-page-1/#comment-8213 mansoor Sat, 01 Mar 2008 17:41:06 +0000 http://greenwhite.org/2008/03/01/can-we-break-corporate-silos-without-breaking-specialization/#comment-8213 thanks osama, for a very enlightning followup to my post. i guess we're talking about the same issue, but from different perspectives. one thing i may have forgot in my post, was that its one perspective to view organizational development from. i guess since i work mostly in this area, i see things from that light. yet another perspective (which might be a followup on your post) is the centralization vs decentralization evolution, something which is largely seen in our local banking sector. your given approach is a very positive direction, if conducted successfuly however, towards ensuring stakeholder commitment to plans and goals. however, one thing which i would like to include is a feedback loop on the whole thing. done as a one off exercise, there is a big danger of alienation once a little time has gone by and the original ideas and concepts forgotten. (remember, the corporate world has a real short memory) and when these goals are then viewed as something shoved down the throats of employees by management rather than something which was collaborative in the first place. my two cents. cheers thanks osama, for a very enlightning followup to my post.

i guess we’re talking about the same issue, but from different perspectives. one thing i may have forgot in my post, was that its one perspective to view organizational development from. i guess since i work mostly in this area, i see things from that light.

yet another perspective (which might be a followup on your post) is the centralization vs decentralization evolution, something which is largely seen in our local banking sector.

your given approach is a very positive direction, if conducted successfuly however, towards ensuring stakeholder commitment to plans and goals. however, one thing which i would like to include is a feedback loop on the whole thing. done as a one off exercise, there is a big danger of alienation once a little time has gone by and the original ideas and concepts forgotten. (remember, the corporate world has a real short memory) and when these goals are then viewed as something shoved down the throats of employees by management rather than something which was collaborative in the first place.

my two cents.

cheers

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