Jeff Bezos, founder and CEO of Amazon, once stated, "Communication is a sign of dysfunction. It means people aren't working together in a close, organic way. We should be trying to figure out a way for teams to communicate less with each other, not more."

Organizational Silos, a term that has gained prominence in the business lexicon, signifies the propensity of departments or management levels within an organization to withhold information from others. This lack of open communication and collaboration can hinder an organization’s Strategic Planning, thereby impeding its path towards Operational Excellence.

A study conducted by the Boston Consulting Group (BCG) found that siloed working can result in slowed decision-making, disrupted company culture, and reduced productivity. Since silos encourage monopolization of information, they can also inhibit Innovation and create an environment where myopic view of business operations prevails.

Silos can also have a profound impact on Risk Management. As per a report from McKinsey Quarterly, companies exhibiting a high degree of silo-mentality were found prone to higher risks in their operations and strategy execution. Such companies reported a 64% increase in operational risks, a finding that goes on to underline the critical role open communication and collaboration play in Risk Management.

Risk Management, Strategy Development, Operational Excellence – all these aspects of business management hinge on one critical factor: synergy. Encouraging cross-functional collaboration, fostering a culture of open communication, and keeping the flow of information unchecked should be at the forefront of Business Transformation initiatives.

Few measures suggested by Accenture in a recent study can guide executives to effectively dismantle organizational silos:

1. Cross-functional teams: Encourage a collaborative approach towards Strategy Development. This can engender a sense of common purpose and accelerate decision-making.
2. Unified Digital Transformation initiatives: A common approach towards Digital Transformation can break silos, align different departments under a single strategic vision and ensure coordinated execution.
3. Transparent communication: Foster a culture of open communication. Information should not be hoarded but shared across departments to encourage informed decision-making.
4. Performance incentives: Design performance incentives to reward collaboration and information sharing. This can foster a collectivist culture within the organization.

The role of Leadership in breaking down organizational silos cannot be underestimated. Leaders set the tone for Culture within an organization. A recent article published in Harvard Business Review emphasizes that empathetic leadership which encourages cross-departmental interaction could go a long way in busting organizational silos.

Making use of advanced technology tools can facilitate collaboration and reduce unnecessary correspondence. For instance, firms like Deloitte and PwC have started using advanced tools such as artificial intelligence (AI) solutions that can streamline processes, encourage efficient workflows, and keep everyone on the same page, thereby helping to eliminate silos.

A concept that has lately been gaining traction is Cross-Silo Leadership. As per a study published by MIT Sloan Management Review, Cross-Silo Leadership can help organizations navigate the complex nature of intra-organizational relationships. It fosters collaboration and encourages knowledge sharing across typical business functions. Importantly, it eliminates the 'Us vs. Them' mentality, transforming it into 'We are in this together' psyche.

While the process of breaking down silos may seem daunting, companies must realize the cost they are paying for siloed working is often higher than the cost of breaking them. A more collaborative and cross-functional operation will result in a more competitive and resilient business.