Over the years, I’ve seen countless companies organize themselves by function, such as Marketing, Sales, Product Engineering, Finance, and for good reason. It creates clear lines of responsibility, drives efficiency, and allows for deep functional expertise. But I’ve also seen the cracks that form beneath the surface: silos, misalignment, and accountability gaps that quietly chip away at growth.

We call the accumulation of these inefficiencies Executive Debt: the hidden costs of short-term decisions that come back to haunt an organization’s long-term growth. But it doesn’t have to be this way. In my experience, companies that thrive in functional structures master four key behaviors.

1. Serve Internal Customers as Well as External Ones

One of the biggest mindset shifts we coach leaders on is simple but powerful: your colleagues are your customers too.

I’ve walked into companies where Marketing hits its lead targets, but Sales can’t convert them. Or Product teams build features customers didn’t ask for, leaving Customer Success teams to clean up the mess. In every case, the root problem is the same, teams working in isolation, focused on their own KPIs instead of shared outcomes.

Here’s what we recommend:

• Treat internal teams like customers. Ask, “How does my work make theirs easier?”
• Align success metrics across functions. If Sales can’t sell what Product builds, that’s a shared failure.

This shift builds trust across teams and leads to stronger, more cohesive execution.

2. Create a Culture of Accountability Across Functions

One of the fastest ways we spot Operational Executive Debt is by looking at accountability gaps. You know the signs:

• Projects that stall in handoffs between teams.
• Meetings where no one owns the next step.
• Fingers pointing everywhere when something breaks.

We once worked with a SaaS company that had brilliant functional leaders, but no one was responsible for the full customer journey. Marketing optimized for leads, Sales optimized for closed deals, and Customer Success scrambled to pick up the pieces. The result? High churn and a stalled growth engine.

Here’s how we fixed it:

• Mapped the entire customer journey to identify handoff points.
• Assigned clear owners for every stage.
• Implemented shared KPIs that measured customer outcomes, not just team outputs.

The result? A 30% reduction in churn and a stronger pipeline. Accountability isn’t about blame, it’s about clarity.

3. Master Cross-Functional Collaboration

Cross-functional collaboration is the lifeblood of healthy functional organizations, but it’s easier said than done. Silos form naturally, especially as companies scale. We’ve seen brilliant teams grind to a halt because they’re misaligned on objectives or stuck in outdated workflows.

Here’s what works:

• Purpose-Driven Teams: Assemble cross-functional teams around goals, not departments.
• Shared Success Metrics: Everyone should be rowing in the same direction.
• Psychological Safety: Create space for team members to challenge assumptions without fear.

In remote and hybrid work environments, cross-functional misalignment can deepen. Digital tools are essential, but they’re no substitute for clear accountability and strong communication. Ensuring seamless collaboration across time zones and teams requires an intentional focus on clarity, shared goals, and transparent processes.

One company we worked with overhauled its go-to-market process by embedding Marketing, Sales, and Product into a single cross-functional team. The result? 40% faster time-to-market and a 25% boost in customer adoption rates.

4. Know When to Lead and When to Follow

In cross-functional teams, leadership is fluid. The best leaders we’ve worked with know when to take charge and when to step back and let someone else lead.

Think about it:

• During product ideation, Product should lead.
• In go-to-market planning, Marketing takes the reins.
• When scaling sales efforts, Sales should drive.

The key is humility. We’ve seen executives cling to authority in situations where someone else was clearly the subject-matter expert. And we’ve seen others who step aside, empower their teams, and watch magic happen.

Our advice? Train leaders to be confident both leading and following. It’s not about ego, it’s about outcomes.

The Hidden Cost of Getting It Wrong: Executive Debt

If you see silos, accountability gaps, or sluggish cross-functional collaboration in your organization, chances are you’re carrying some level of Executive Debt. The good news? It’s fixable, but only if you spot it early.

At AspireSix, we use our Executive Debt Assessment to help companies identify these hidden blockers and create clear pathways to scalable growth. We dive into the cultural, operational, and strategic factors that might be slowing you down, and we work alongside your team to clear the path forward.

If any of this sounds familiar, let’s talk. We’re always up for a conversation about untangling complex growth challenges.

Contact us to schedule your Executive Debt Assessment today and let’s get started.