Organization design

Not just organization charts and personalities . . . it’s about ensuring your entire organization is ‘fit for purpose’ and properly designed to align with your strategic intents. Watch a short video interview that underscores the importance of organization design in a challenging economy

The fit between an organization’s business strategy, its core processes, structure, power, management systems, values, technical and social systems will make or break its performance and is a solid predictor whether or not a business strategy will be delivered.

When an organization designs itself properly, we call this the "sweet spot "…but why? Because an aligned system that delivers performance is the source of sustainable competitive advantage! Organizations that forego achieving this alignment…well, that’s another story. One of the most unfortunate occurences in business transformation is that many executives consider organization design as solely the rearranging of boxes on an "org chart ". The process is typically begun by starting with the question "Who do we already have? " and then moving management and departments around based on the personalities within the organization. This overly simplistic and flawed approach to organization design is akin to rearranging the kitchen chairs at the same kitchen table… once the novelty of having a new view wears off, you find that you are still sitting at the same table and not much else is different.

 

"I now have increased my knowledge of theoretical and practical application of Organizational Design methodology. They have developed a common internal language, raising my game and credibility as an internal consultant."-HR Professional, Nestle-UK "The wisdom that will have most lasting impression is: Design for culture you want, or get what you get. Its a good point to consider when under pressure to deliver quickly."-HR Business Partner, British Airways "Through the workshop I have acquired a practical and appropriate toolset with which to consult with my clients on organization design and change."-HR Business Partner, BAE Systems-UK

Our approach to sustainable organization design begins with the question, "If you could build an organization to deliver on the current and future business strategy what would that organization look like in concept? " We recognize that this is a difficult place to start, especially in an established business where tolerance for asking questions without clear answers may not be welcomed, but it is the necessary foundation to robust and sustainable organization design work. We support and guide our clients through the design process from start to finish, from concept to implementation, to achieve absolute alignment and real culture change. This is the true route to the sustainable business transformation undertaken to improve a business across all dimensions.

Organization design work is delivered through one or more of the following activities:

• Strategic and Operational design
• Strategy-Structure Assessment and Alignment
• Organizational architecture
• Rapid design proto-typing and accelerated design
• Power and Governance alignment
• High Performance work systems
• Lean business process improvement
• Detailed system and process design
• Team based structures
• Information flow mapping
• Design and implementation of "Value-Added " Human Resource’s 3-Box Model
• Customer Demand Analysis
• Lean

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