My company changed our team name: "Black" to something else. just because .. really ? are we not allowed to use colors anymore ? Everyone on the team is white and european. I wasn't there when the team was named, but I think it had to do with rock cool factor, not slavery.
What really helps here is adopting a culture of shared ownership. If a team has knowledge, your best bet is to work with them to share it with you. But if they are too busy, or otherwise unwilling, then you will be forced to move ahead without them. You can't let teams like that become a bottleneck to progress.
Similarly, if you are on a team that has important knowledge, it's really important to share that knowledge widely. Prepare lots of good resources to help spread that knowledge. Don't try to operate as gatekeepers or a cabal, instead, it's up to you to be an advocate and an activist for your knowledge. If you want other teams to respect your team's knowledge, then you need to make sure that they recognize that you have it, and that you are willing to share it. Lastly, it's best to adopt a strategy of empowerment, rather than ownership. Encourage and support consumers of your knowledge to help themselves, rather than requiring you to opine on every single question, or participate in every single design review.
All of this, of course, takes leadership, because it's a cultural practice. Leadership has to invest in having teams document and share knowledge. Leadership has to reward and recognize knowledge sharers while similarly recognizing and working with knowledge hoarders to change their ways. Leadership has to identify when a team has become a blocker on progress and either add resources, or as noted above, encourage teams to work around them. "So and so is the networking expert but he won't help us fix this problem." "Okay, I'll work on getting his time, meanwhile let me find this outside consultant or I'll give you cover to do the work yourself since they are blocking."
That last thing is your last resort, but you need to not be afraid to use it. I actually get the impression that Google suffers from that quite a bit (the existence of Principal Engineers who "squat" on problems is one I've seen discussed repeatedly by former employees, and something I've witnessed on OSS projects).
I know this isn't a satisfying answer, but tools like design docs or any $SoftwareDevelopmentMethodology do not help fix broken corporate governance.
Concretely here, I'd try to make solving my problem the other team's goal. E.g. by inviting them to a summit during planning season and agree on common OKRs.
In my country we do have single payer health care, but I wouldn't step foot into a state hospital unless I would have a terminal disease.
The infrastructure is old and crumbling, people get infections during operations and walk out more sick than they entered.
Sometimes you are asked to bring your own medicine, and basic medical supplies because hospitals don't provide you with anything. The system is overcrowded and no one gives a shit about you unless you bribe them.
I think the key-word is functioning universal health care.
While I do support paying for universal health care and think it is a basic necessity of a civilized country, you need a good culture and competent people to make it work.
I think a good culture makes shit work, not the process itself. (just like applying Scrum / Agile won't make you solve anything without the right people)
"I think a good culture makes shit work, not the process itself"
Ya this is genius. I also think this is why no finite amount of laws can solve corruption issues.
> Sometimes you are asked to bring your own medicine, and basic medical supplies because hospitals don't provide you with anything. The system is overcrowded and no one gives a shit about you unless you bribe them.
Sounds like Venezuela, which I would not hold up as a gleaming example of good governance.
