Nathan McNee, Managing Director of Dale Carnegie Northern England, shares his real life lessons from the front-line.
In today’s era of remote and hybrid work, even high-performing teams can unintentionally drift into silos. I’ve seen it firsthand in my own organisation—and learned (sometimes the hard way!) that keeping people aligned and connected requires deliberate, ongoing effort.
Did you know? As of early 2025, 28% of working adults in Great Britain follow a hybrid working model. That number continues to grow, reshaping how teams collaborate across industries.
Leading a Hybrid Team: My Team’s Reality
My team spans the UK, from the North of England to Devon (some of them are in this picture). We’re a group made up of business leaders, expert trainers, sales professionals, marketing and business support – working full-time and part-time, without a central office. What unites us is our shared mission: helping organisations improve communication, leadership, and culture.
And like many leaders in small and medium-sized enterprises (SMEs), I wear multiple hats. I run the business, deliver training, and contribute to sales. That’s the reality of SME life – roles are fluid, and agility is essential. Even for a team that teaches communication for a living, staying connected isn’t automatic. Silos can creep in unless we actively prevent them.
What Are Team Silos—and Why Do They Matter?
Team silos occur when individuals or departments operate in isolation. This can stem from physical separation, unclear objectives, or simply the fast pace of modern business. Silos hinder collaboration, strain communication, and weaken company culture. In hybrid environments, they often emerge quietly—without anyone intending for them to.
The Hidden Gaps in Strong Cultures
Dale Carnegie’s research on “Bridging the Gap” struck a chord with me. One insight stood out:
People can work at the same company and still not be on the same page.”
This is especially true when team members lack clarity on company goals or how their role contributes to the bigger picture. Without that alignment, even well-intentioned teams can become fragmented.
My 5 Strategies to Try and Prevent Silos in Hybrid Teams
Here’s how we keep our team informed, engaged, and aligned—no matter where they’re working.
1. Kick Off the Year with Clear Goals and Celebration
We start each year with a Strategy Day. Our leadership team shares the company vision, and every team member reflects on their past year and outlines how they’ll contribute to our goals. It’s a mix of strategic planning and personal reflection – followed by lunch and a team-building activity to foster connection.
2. Embrace Radical Transparency
We share business performance openly. Everyone sees the numbers. Our Head of Finance delivers quarterly updates in plain language, helping everyone understand the “why” behind decisions. This transparency builds trust and accountability across the team.
3. Communicate Frequently and Flexibly
With no central office, we rely on tools like WhatsApp for quick updates and group chats. I also record video messages so team members can catch up asynchronously. These varied communication methods help maintain a sense of presence and connection. We also try and get the team together in-person once a month. In addition to that the sales team will often get together at a central location to prospect together – makes it more fun, focused and motivational.
4. Prioritise 1:1 Conversations (Even on the Go)
Some of my most meaningful chats happen during impromptu calls – often while I’m driving. I always ask, “Is there anything you’re waiting on from me?” It’s a simple question that keeps projects moving and shows I’m available, even outside formal meetings.
5. Build Cross-Functional Project Teams
We intentionally mix skill sets across departments. For example, when planning an event, sales, marketing, training, and operations all collaborate. This approach taps into everyone’s strengths and ensures the final product reflects diverse perspectives.
Final Thoughts: Connection Takes Intention
Breaking down silos isn’t about more meetings, it’s about fostering clarity, trust, and consistent communication. In hybrid teams, it requires intentional effort, but the payoff is huge: stronger collaboration, better outcomes, and a more unified culture.
Even for teams like ours, whose business is communication, there’s always room to grow.
