Silos. True professionals import responsibility versus exporting blame when things go wrong. However, all too often in organizations where silos are present, the tendency is to point fingers and argue “the facts” in defense of performance, which inevitably fuels the fires of a negative, political environment. And, while the facts may technically support the case, this posture contributes little to overall organizational goals. We can be right and wrong at the same time. So, where is the breakdown? Typically, employees are organized in columns (the org chart), but company output to clients and constituents oftentimes occurs in a cross-sectional manner—from left to right on the org chart, requiring collaboration. For organizations to truly maximize output, the “left-to-right” roles and responsibilities must be clearly defined and understood, in addition to the ordinary job description. Technical skills are required in the columns of the org chart, but strong emotional intelligence and collaboration skills are essential for overall company performance. Coaching questions: What grade would you give your company on collaboration? What are some steps you can take to strengthen collaboration and develop strong organizational relationships? Let us know what you think.