Leading Across Silos: Building Coalitions That Actually Work

In many organizations, the biggest obstacles to progress are not technical or strategic. They are relational. Silos form naturally when teams become focused on their own goals, processes, and language. While specialization has its advantages, it often leads to missed opportunities, duplicated efforts, and miscommunication. The leaders who succeed in these environments are those who know how to build coalitions, not just manage tasks.

Leading across silos requires more than a good idea or a project plan. It demands relational capital which is the ability to connect, understand, and influence people who may not report to you or even share your priorities. These relationships form the backbone of any cross-functional effort. Without them, even the best initiatives stall or collapse under the weight of competing agendas.

For early-career professionals and mid-level managers, mastering coalition-building is a powerful way to increase influence and impact without needing formal authority. By earning trust and aligning stakeholders through thoughtful communication, you can move projects forward, resolve conflicts more effectively, and create bridges between isolated teams. This type of influence may take more time to build, but it delivers more sustainable results.

Coalition-Building in Flat or Matrixed Teams

Modern organizations are increasingly adopting flat or matrixed structures. In these settings, authority is dispersed, and people often juggle multiple roles and reporting lines. This complexity can make decision-making more collaborative, but it also raises the stakes for coalition-building. Without strong relationships, it becomes difficult to get buy-in, resolve disagreements, or maintain momentum across departments.

In matrixed environments, influence often matters more than position. People are more likely to follow someone they respect and trust than someone with a formal title. This makes coalition-building less about issuing directives and more about creating alignment. Leaders who can clarify shared goals, respect different perspectives, and listen actively are better equipped to bring people together across boundaries.

Successful coalitions are built on mutual benefit. That means taking time to understand what matters to others, not just what you need from them. Ask questions about their challenges, listen without defensiveness, and look for areas where your goals overlap. When people feel seen and included, they become more willing to collaborate, even when their priorities differ. Coalition-building is not about winning arguments. It is about finding common ground.

Listening as Your Strongest Political Tool

When navigating organizational politics, many people default to persuasion or strategy. But in most cases, listening is your most effective tool. Active listening shows respect, builds understanding, and surfaces information that can change your entire approach. It also helps prevent missteps that often occur when assumptions go unchecked. Simply put, people are more likely to work with you when they feel heard.

Listening well requires more than staying quiet. It means being fully present, asking open-ended questions, and reflecting back what you hear to ensure accuracy. It also involves managing your own biases and staying curious about the perspectives of others. When you listen in this way, you invite deeper conversation and show that collaboration is a shared effort rather than a personal agenda.

This kind of listening builds credibility over time. Even if you cannot always offer a perfect solution, your willingness to understand someone’s position often earns you the benefit of the doubt. In complex environments, that goodwill can make or break a coalition. It also builds the foundation for future collaboration, making each new project or initiative easier to launch and sustain.

Cross-Functional Trust and Mutual Benefit

Trust is the fuel that keeps cross-functional efforts moving forward. When team members trust each other’s intentions and capabilities, they are more willing to share information, take risks, and support joint decisions. Without trust, even small misunderstandings can escalate into resistance or disengagement. Leaders who want to build effective coalitions must prioritize trust from the very beginning.

One way to build trust across teams is through transparency. Share your goals, constraints, and thought process openly. When people understand how you make decisions, they are more likely to respect your approach even if they do not fully agree. Transparency also helps prevent the kind of behind-the-scenes doubt that can derail collaboration before it begins.

Another trust-building approach is to deliver value early. If you can identify and support a need from another team before asking for something in return, it shows that you are invested in their success as well as your own. This act of goodwill often opens the door for deeper collaboration. When people feel that their priorities are respected, they are more willing to invest time and resources into joint efforts.

Managing Tension Without Burning Bridges

Any time you lead across silos, you will encounter tension. Different teams have different cultures, deadlines, and ways of working. These differences can lead to friction, especially under pressure. The goal is not to eliminate conflict entirely but to manage it in a way that preserves relationships. Conflict, when handled well, can actually strengthen coalitions by clarifying values and surfacing creative solutions.

Start by addressing issues early. Avoiding conflict tends to make things worse, not better. If something feels off, bring it up with curiosity rather than accusation. Use language that invites dialogue, such as “I’ve noticed we’re approaching this differently. Can we talk through it?” This opens the door for mutual understanding and signals your commitment to partnership over defensiveness.

It is also important to manage your own emotional response. In high-stakes conversations, remain focused on the issue rather than the personalities involved. Stay calm, ask questions, and aim to preserve dignity on both sides. When people feel respected, they are more likely to stay engaged, even during difficult conversations. Managing tension with skill keeps your coalition strong and your work on track.

Final Thoughts

Coalition-building is no longer optional. In today’s interconnected and often complex workplaces, your ability to collaborate across silos determines whether projects succeed or stall. This kind of leadership requires more than technical skill. It demands emotional intelligence, clear communication, and a deep respect for the perspectives of others.

For professionals without formal authority, coalition-building is also a path to influence. When you can unite people around a shared purpose, align competing interests, and keep momentum through moments of tension, you demonstrate a level of leadership that others will remember. This influence is not granted by title. It is earned through trust, presence, and consistent action.

Leading across silos is challenging, but it is also one of the most rewarding aspects of organizational life. When you bring people together to solve problems, share knowledge, and move initiatives forward, you create value far beyond your immediate team. You also become the kind of leader people seek out, someone who can connect the dots, bridge the gaps, and build something greater than the sum of its parts.

---

Coalitions that work do not happen by accident. They are built by leaders who understand how teams form, function, and thrive. Our Teams and Groups course, part of the SAM Management Training and Development program, gives you the tools to lead more effectively across departments, personalities, and priorities.

In this course, you will explore team development models, conflict resolution strategies, and creative approaches for fostering inclusion, collaboration, and innovation. Whether you are managing a new team or working across groups, this course will help you lead with clarity and build trust that lasts.

SAM members receive a 20 percent discount on all of our course registrations. Sign up today for our Teams and Groups Course and learn how to build teams that get results—together.

---