Your talent is only as good as your organization’s ability to support it. That’s where org design comes in.
In any significant transformation—whether due to merger integration, market disruption, or a shift in business strategy —organizational design can make or break success. It determines how fast the business can respond to change.
The challenges of 2020 that forced all businesses to turn on a dime may be the extreme, but the need to guide our organizations through continuous change is not going away. We’re ready for that.
Our multidisciplinary approach—blending industry, human capital management, and change management expertise—is purpose-built for shaping an organization ready to succeed in an ever-evolving marketplace. We focus on making sure your business has the right structure, operating environment, and culture in place to embrace change and respond fast, regardless of what is around the corner.
You can’t chart change without having a starting point and destination. Our organizational design assessment looks broadly, not only at labor costs and size but also roles, reporting structures, layers, and other factors that affect both agility and efficiency. We also look at culture and talent strategy to understand how leadership and other organizational attributes drive or impede value creation. Using benchmarks where available, we’ll pinpoint your strengths, weaknesses, and opportunities.
Good leadership is not just about the quality of talent. It’s also about how that talent is organized for success. With business goals as the foundation, we make sure our clients have a strong, effective senior leadership team with the right sizing, roles, and reporting structure, as well as clearly defined success criteria for each role. Where needed, we can also help assess and select candidates for first- and second-level leadership roles.
Next, we make sure the organization at large is organized appropriately to support leadership and deliver on business goals. We use advanced talent analytics to model alternative structural options and groupings of work to understand the cost and other impacts. This provides critical insight for designing organization structure, reporting, roles, spans and layers. In situations involving significant transformation, such as a merger integration, we assist with mapping staff to new roles, as well as developing and executing retention and severance strategies.
Sound organization design isn’t just about structure. It requires well-run processes that allow the organization to run as intended. We bring talent and technology together to streamline the way work is done – through process improvements, automation, and other steps that reduce the labor-intensive elements of work.
Organizational design is critical for your organization’s success. Let’s talk about how we can advise on building, structuring, and seeing through the design of a capable one.