Organization Design
Structure, roles and decision rights aligned to the strategy — so the organisation is built to do what it is now trying to do.
Structures tend to be built for the organisation as it was. A company adds a product, a market or a site, and the structure grows around the change instead of being designed for it. The signs are familiar: decisions that climb too many levels, roles that overlap, managers with too many or too few people, and work that falls between teams because nobody clearly owns it.
Organization design starts from the strategy and works back to the structure. We look at what the organisation needs to do well, how work actually flows today and where decisions get stuck, and then develop options for how it could be organised — with the trade-offs of each made explicit. The choice stays with you; our role is to make sure it is an informed one.
A new chart on paper changes little by itself. The work therefore covers how roles are defined, who decides what and how the move from the current structure to the new one will be managed, so that the design holds once it meets day-to-day reality.
What you get
What an engagement typically delivers. The exact scope is agreed with you first.
Operating-model and structure review
An assessment of how the current structure supports or gets in the way of the strategy, with design options and the trade-offs of each set out clearly.
Role clarity and decision rights
Clear role definitions for key positions and a simple map of who decides, who is consulted and who is informed on the decisions that matter most.
Spans, layers and reporting lines
A review of how many people each manager leads and how many levels sit between the front line and the top, with a recommended shape and reporting lines.
Transition and implementation plan
A practical plan for moving to the new design: sequencing, the people affected, communication, and the points at which to check the design is working.
How we work
Clarifying the purpose
We agree with leadership what the redesign needs to achieve, what is in and out of scope, and which constraints must be respected from the start.
Diagnosis
Through interviews, a review of the current structure and a look at how key work and decisions actually flow, we identify where the organisation is working against itself.
Options and choice
We develop a small number of design options, test them against the agreed criteria with the leadership team and support you in choosing one and detailing it.
Transition planning and support
We build the implementation plan with you, prepare the communication and support the move, then review with you after the change whether the design is doing its job.
What changes
- A structure that reflects the strategy rather than the history of the organisation
- Clear ownership of roles and decisions, with less overlap and fewer gaps
- Decisions made at the right level, without unnecessary escalation
- A change that people understand, with a plan for how it will be introduced
Common questions
Is organization design the same as cutting costs?
No. A redesign can affect costs, but the starting point is how the organisation needs to work to deliver its strategy. Where cost is one of the goals, we agree that openly at the start so it is part of the criteria, not a hidden agenda.
Who in our organisation needs to be involved?
The leadership team makes the key choices, and HR is usually closely involved. We also talk to managers and people across the organisation during the diagnosis, because they see how work really flows. How widely to involve people is agreed with you.
Do you also help with putting the new structure in place?
Yes. The transition plan is part of the work, and we can stay involved while it is introduced — preparing communication, supporting managers and reviewing progress at agreed points.
How is it priced?
There is no standard price list, because the scope varies. We propose the cost together with the scope, so you can see both before you decide.
Related services
Let's talk about Organization Design.
A short conversation is usually enough to tell whether we are the right fit.