Boundary spanning leadership is the capability to establish direction, alignment, and commitment<\/a> across boundaries in service of a higher vision or goal. Examples include representing your team to stakeholders, working on projects across departments, and seeking information from outside experts. Collaboration across boundaries is important at all leadership levels, across all groups and teams, and across larger organizations and systems.<\/p>\n Leaders who effectively collaborate across boundaries in the workplace have the advantage when faced with solving problems, creating innovative solutions, and evolving to thrive in today\u2019s interdependent, complex world. The benefits of spanning boundaries include:<\/p>\n Leaders who span boundaries also benefit personally from their efforts. Using our proprietary conversational analytics system, we measured boundary spanning data from over 300 senior leader participants working in more than 50 teams during our Looking Glass, Inc.\u00ae simulation. Our preliminary findings<\/a> suggest that people who consistently spanned boundaries were seen as significantly more influential within their teams, while those who failed to make these connections were granted far less influence.<\/p>\n Importantly, our past research<\/a> also suggests that senior executives recognize the importance of spanning boundaries. Drawing on surveys from over 125 senior executives, we found that over 86% of these top leaders stated that it\u2019s \u201cextremely important\u201d to collaborate effectively across boundaries in their leadership roles. However, only 7% of those executives reported feeling \u201cvery effective\u201d at spanning boundaries \u2014 a gap of 79 percentage points. Clearly, this is an important skillset that most of us can improve.<\/p>\n Leaders can close this gap by developing the collaborative skills, mindsets, and behaviors of our\u00a0Boundary Spanning Leadership training<\/a>.<\/p>\n Our research<\/a> with leaders around the world suggests that there are 5 distinct types of boundaries inside organizational structures.<\/strong> The 5 types of boundaries that leaders need to be able to span are:<\/p>\n Our research shows that while horizontal boundaries are often the most valuable for leaders to span, they are also the hardest.<\/p>\n Horizontal boundaries separate organizational groups by areas of experience and expertise.\u00a0The negative costs of horizontal organizational boundaries are revealed when one function is favored over another, when the work of one unit or product line threatens the viability of another, or when departments or functions work at cross-purposes.<\/p>\n Our research<\/a> with senior executives found that the challenges arising from spanning horizontal boundaries were cited as a concern nearly 3-to-1 (71%) over those of the other dimensions. Facilitating cross-functional collaboration is one of the most common issues leaders face and speaks directly to the challenge of spanning boundaries.<\/p>\n Preliminary findings, based on data collected<\/a> within the Looking Glass simulation of our Leading for Organizational Impact program<\/a>, help explain why horizontal boundaries are so difficult to span. This data suggests that horizontal connections are the least likely to be maintained during the simulation, once we consider people\u2019s roles and the structure of the organization. Put more simply, people are more apt to connect with senior leaders or their own team members than they are with their peers in different divisions.<\/p>\n Yet, this same data suggests that horizontal boundaries may be a primary conduit for new information and ideas entering a team.<\/p>\n The unintended consequence of the many matrixed and regional structures at most organizations is that walls have been erected between groups that need to be collaborating. As a result, \u201csilo-busting\u201d has become a leading pastime for managers and executives. Facilitating lateral, cross-functional collaboration is the most common presenting issue that clients bring to the experts in our\u00a0Organizational Leadership practice<\/a>.<\/p>\n When thinking about collaboration across boundaries in the workplace, our first inclination may be to consider who\u2019s in our immediate network, how we can connect with them, and what resources they can provide to help our teams achieve their goals.<\/p>\n Boundary spanning also entails robust ties to external stakeholders across teams. Based on a sample of over 400 leaders<\/a>, we found that 89% of respondents endorsed the following statement: \u201cEffective boundary spanning emerges mainly due to strong team-to-team relationships.\u201d These team-to-team relationships occur, in large part, due to boundary spanning.<\/p>\n However, research also suggests that such externally-focused efforts should be complemented with strong internal processes within a leader\u2019s team (such as determining team priorities, defining clear roles<\/a> and responsibilities, and cultivating trust in one another\u2019s expertise). Without laying the groundwork within your team, your boundary spanning leadership may not reap the benefits you\u2019re expecting.<\/p>\n Vertical boundaries cross level, rank, seniority, authority, and power.\u00a0The separation of groups into organizational hierarchy layers of top, middle, and entry-level \u2014 each with corresponding levels of authority \u2014 is a ubiquitous feature in nearly all organizations.<\/p>\n Vertical boundaries, in contrast to horizontal ones, were the least frequently cited challenge or dimension of spanning boundaries by executives in our earlier research. This is consistent with emerging findings from our study using the Looking Glass simulation, where such connections occur more frequently and are engaged in regardless of one\u2019s level of formal authority within the organization. Even though these boundaries are spanned more often and are less challenging for senior leaders, care and attention should be given to help employees feel comfortable voicing their concerns and sharing information up the hierarchy.<\/p>\n The picture that emerges, then, with vertical boundaries is that leaders and their team members may be a default route through which issues are raised, questions are asked, and resources are shared. The risk though is that if this becomes the only boundary that\u2019s being spanned, one will quickly find themselves in a \u201csiloed\u201d organization where expertise remains locked within different pockets of the organization.<\/p>\n Spanning boundaries with organizational stakeholders can be complex and varied.\u00a0<\/strong>Your organization may have many stakeholder groups, including clients or customers, shareholders, boards of directors, partners, alliances, suppliers, vendors, advocacy groups, governmental or non-governmental agencies, plus local, regional, national, and global communities. These groups are likely vital to your success, but you often have little to no formal authority over their day-to-day actions. In fact, our recent research<\/a> found that board members\u2019 perspectives provide unique information in predicting senior leaders\u2019 effectiveness.<\/p>\n The solutions to today\u2019s most pressing business challenges often rest at the intersection of multiple boundaries. That\u2019s why truly effective leadership involves\u00a0creating direction, alignment, and commitment<\/a>\u00a0across key boundaries.<\/p>\n For most of us,\u00a0it\u2019s not easy to lead outside our box in the org chart, across the lines of stakeholder interests, or beyond the borders of the division or group we represent<\/strong>. The effort involved in collaborating across boundaries can, at times, feel taxing and straining.<\/p>\n Nevertheless, spanning boundaries can be done.<\/p>\n Through our research and experience in fostering\u00a0more interdependent forms of leadership, we\u2019ve found that leaders, groups, and organizations that\u00a0effectively span boundaries do so by using 3 universal strategies. They:<\/p>\n As you embark on collaborating across boundaries with more intention, here\u2019s how to identify the best tactics to use in spanning boundaries.<\/p>\n Consider the nature of your challenge and which boundaries are most prevalent or difficult for you to span. Ideally, you\u2019ll do this in conjunction with your team. You might ask, for example, \u201cWhat are we looking to achieve with these stakeholders?\u201d and \u201cWho might be best suited to initiate this boundary spanning effort?\u201d<\/p>\n Above, we outlined the 3 universal boundary spanning strategies. With each of their outcomes in mind, what are the strengths and limitations you have observed in your boundary spanning relationships? Assess each strategy and determine tactics that can help you maximize effectiveness.<\/p>\n We recommend you select one strategy and focus your attention there until you see improvement in that area. Then move your attention to the next strategy. Start by assessing managing boundaries, then forging common ground, and then discovering new frontiers.<\/p>\n Managing boundaries clarifies how to operate with one another and is the foundation upon which collective outcomes are built. If the foundation is insecure, anything built atop it can be compromised.<\/p>\n Tactics for managing boundaries:<\/strong><\/p>\n Having identified and managed the boundaries facing your team, you can then prioritize forging common ground. This strategy emphasizes the importance of building trust in one another and developing the collective investment in the shared work.<\/p>\n Tactics for forging common ground:<\/strong><\/p>\n Each of these tactics should help tap into the power of networks<\/a> and build on your successes. The findings emerging from our studies using the Looking Glass simulation suggest that small gains \u2014 maintaining just 1 or 2 additional connections \u2014 can often reap meaningful benefits.<\/p>\n Over time, the sustained weaving of relationships enable the network to understand itself and its members in new ways. These collective insights help catalyze a transformative process that better positions the boundary spanning network for future challenges and opportunities.<\/p>\n Tactics for discovering new frontiers:<\/strong><\/p>\n We\u2019ve outlined strategies to help you put boundary spanning into action. The behaviors, skills, mindsets, and practices of spanning boundaries are best learned and applied within the course of everyday work and activities, so draw on these tactics for in-person or virtual meetings, off-sites, strategic planning sessions, and more \u2014 anytime you see boundaries emerge.<\/p>\n Effective leaders find ways to generate change, co-create innovative solutions, and contribute to their organizations and communities by spanning boundaries every day.<\/p>\n Enhance your leaders\u2019 skill at spanning boundaries with a customized learning journey using our research-based modules. Available\u00a0leadership topics<\/a> include Boundary Spanning Leadership<\/a>, Collaboration & Teamwork, Leading Remote & Virtual Teams, Psychological Safety & Trust, and more.<\/em><\/strong><\/p>\n","protected":false},"excerpt":{"rendered":" Spanning boundaries is important, but can be challenging. Our research suggests that leaders who make even a few connections outside their teams see meaningful benefits, and the more boundary spanning connections they make, the greater the benefits.<\/p>\n","protected":false},"author":130,"featured_media":48626,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_oasis_is_in_workflow":0,"_oasis_original":0,"_oasis_task_priority":"","footnotes":"","_links_to":"","_links_to_target":""},"tags":[],"class_list":["post-48625","articles","type-articles","status-publish","has-post-thumbnail","hentry","categories-boundary-spanning","categories-collaboration-relationship-skills","region-global","article-type-leading-effectively-articles"],"acf":[],"yoast_head":"\n![\"Our](\"\/wp-content\/uploads\/2025\/07\/leadership-in-disruption-perpetual-crisis-cover-center-for-creative-leadership-ccl.jpg\")
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\nIn the face of perpetual crisis, leaders must adapt, not just react. Explore our guide to Leadership in Disruption<\/a> to learn how leading with culture, vision, and collective agility helps organizations thrive through complexity.<\/p>\nThe Benefits of Spanning Boundaries<\/h2>\n
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<\/a><\/p>\nRecognizing the Challenges of Spanning Different Types of Boundaries\u00a0<\/strong><\/h2>\n
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![\"Infographic:](\"\/wp-content\/uploads\/2020\/11\/5-types-of-boundaries-boundary-spanning-leadership-center-for-creative-leadership.png\")
<\/a><\/p>\nHorizontal Boundaries<\/h3>\n
![\"Infographic:](\"\/wp-content\/uploads\/2025\/01\/the-opportunity-of-cross-funtional-collaboration-boundary-spanning-infographic-ccl.png\")
<\/a><\/p>\nVertical Boundaries<\/h3>\n
Stakeholder Boundaries<\/h3>\n
How to Put Spanning Boundaries Into Practice: A Guide for Leaders<\/h2>\n
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Spanning Boundaries Strategically<\/h2>\n
What boundaries are in play?<\/h3>\n
Which tactics will help clarify your focus?<\/h3>\n
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Closing Thoughts on Collaboration Across Boundaries<\/h2>\n
Ready to Take the Next Step?<\/h2>\n