Organization(al) Culture

I’ve been having lots of conversations with colleagues about organizational culture. I’m in a pretty interesting position; I have all the qualities of a professional-level librarian but I rank low on the organizational chart (as far as status goes = library technician). These conversations have been with others on a similar level as well as all the way up to the associate and head deans.

One of the biggest concerns seems to be that we need ideas. Sorry. We need IDEAS!

Yet, when everyone already talks of having to do sooooo much, where do we find the time to think about ideas, much less talk about ideas. Another term I hear quite often is the “silo effect”. Asking and encouraging individuals to present their ideas works within this silo effect – if we don’t have the opportunity to talk about, combine, or transform one person’s idea, then it’s only going to go as far as that one person can take it. (Though I acknowledge that even asking for ideas and being available to talk and listen to everyone may be a vast improvement for some organizations.)

My initial thoughts revolved around suggesting that we set up periodic days (or half-days) in which different departments could come together and actually talk about ideas – you know, brainstorm.
Herein lies question number 1: How does one best provide an example of the brainstorming process without being in a position of leadership (at least, according to title)? I’ve been around long enough to see what happens when ideas are suggested – “that won’t work”, “we tried that years ago and it failed”, “we don’t have any policy for that”, “we’d have to change too much” and so on…

This difficulty with change or implementing new ideas leads to my next question:
Is it inherent within larger organizations to install a clear line of hierarchy? Do organizations just have it in their DNA to create highly specialized levels of structure as a way to produce efficiency? How do we shift focus to effectiveness? And flexibility?

I know there’s a lot to unpack in that last bit but I’d like to hear from others about your organizational structure and culture.