jfconsultIn my last post, I explored how silos can weaken libraries by isolating departments and stifling innovation. Breaking down silos is an important step — but what happens next is equally critical. Too often, silos give way to something that looks like collaboration but is anything but: cliques.
On the surface, cliques can seem harmless. A small group of staff work closely together, support one another, and share ideas. Isn’t that collaboration? Not exactly. Collaboration builds bridges across the organization, while cliques build walls — invisible ones that exclude others, resist accountability, and undermine trust.
How Cliques Form
Cliques often emerge when problem behaviors go unaddressed. Staff who avoid accountability or resist change may cluster together for support, creating an inner circle. Over time, this circle hardens into an “in group” that operates separately from the wider team.
The danger is subtle but real. When cliques dominate, they send the message that rules aren’t applied fairly, and that loyalty to a small group matters more than the mission of the library.
The Long-Term Cost of Cliques
While cliques may start small, their impact grows over time:
- Morale suffers. Staff outside the clique feel excluded, undervalued, or ignored.
- Innovation slows. New ideas are recycled within the same group, while diverse voices are shut out.
- Trust erodes. When some staff are shielded from accountability, others lose confidence in leadership.
- Collaboration collapses. True collaboration requires openness, inclusivity, and shared accountability — all of which cliques actively resist.
Left unchecked, cliques can hollow out a library’s culture, leaving behind division and disengagement.
What Leaders Can Do
Leaders play a crucial role in preventing cliques from taking hold. A few practical steps include:
- Reinforce accountability. Address problem behaviors consistently. Avoiding conflict only strengthens cliques.
- Define collaboration clearly. Set expectations that collaboration is inclusive, transparent, and tied to organizational goals.
- Model fairness. Staff watch leaders closely — applying rules and recognition evenly builds trust.
- Encourage cross-functional work. Rotate staff into diverse teams to build connections across departments.
Final Thought
Breaking down silos is just the beginning. Without strong accountability and clear expectations, silos can quickly morph into cliques — and cliques can be just as damaging to culture and morale.
True collaboration isn’t about who you’re most comfortable with; it’s about working inclusively toward shared goals. Leaders who recognize the difference can build healthier, more resilient organizations — and ensure the library’s mission stays at the center of its work.
✍️ This post is part of a Library Leadership & Culture mini-series: Part 1 – Breaking Down Silos, Part 2 – Cliques Are Not Collaboration, and Part 3 – When Leadership Is the Problem.
