Our Organizational Design consulting service involves analyzing your current organizational structure, aligning it with your strategic goals, and redesigning a sustainable and future-fit structure.
Throughout the process, structures, roles, responsibilities, and decision-making mechanisms are simplified and clarified.
Why Organizational Design Consulting?
What we’ve heard from you—and from many companies we've
served as management consultants for over 20 years (and of course, our
solutions):
Common Complaints & Our Approach
| No. | Issue | Solution | Next Step |
|---|---|---|---|
| 1 | “Here, everyone jumps into everything, but it’s unclear who decides what.” | Clarify role definitions, simplify decision-making authority. | Are you also working in a foggy role environment? Call us—let’s design the solution together. |
| 2 | “Two different teams are doing the same work. We don’t know who’s responsible.” | Overlapping tasks are eliminated, responsibilities are clarified. | Tired of wasting time on duplicated efforts? Message us—let’s clarify the responsibilities together! |
| 3 | “The company has grown, but no decision gets made without the boss’s approval.” | Delegate authority, speed up decisions. | Is everything still stuck in approval loops? Call us—let’s solve it together! |
| 4 | “There’s no collaboration between departments. Everyone’s on their own island.” | Teams are aligned, collaboration is revitalized. | Sick of the “us vs. them” dynamic? Get in touch—let’s listen and guide you forward! |
| 5 | “Some critical positions are empty, others are overcrowded.” | Human resources are properly positioned. | Could the imbalance in your team be hurting performance? Contact us—let’s find the right fit together! |
| 6 | “The company has grown, but even the managers don’t know their authority.” | Define authority, tasks, and roles clearly. | Wouldn’t it be easier if everyone’s responsibilities were clear? Call us—we’ll make it easier! |
| 7 | “People have the same title but completely different responsibilities—it feels unfair.” | Standardize roles and restore a sense of fairness. | Could unequal workloads be hurting team morale? Call us—let’s redesign your organization! |
| 8 | “Some managers just hold titles; non-contributing roles are multiplying.” | Simplify management layers, build a contribution-based structure. | Wouldn’t you prefer contributions over titles? Contact us! |
What Do We Do? – Organizational Design Consulting Steps
We help organizations build future-ready structures by aligning organizational design with strategy, people, and processes.
1. Current State Analysis
We analyze in detail how your current structure operates, including its strengths and areas for development:
- 1.1 Organizational Structure Mapping: Compare formal org charts with actual functioning structure; identify reporting lines, role distribution, and key positions.
- 1.2 Roles & Responsibilities Analysis: Review job descriptions by position; identify overlapping or unclaimed responsibilities.
- 1.3 Decision-Making & Communication Flow Review: Analyze decision-making processes and communication lines; map how authority and approval mechanisms function.
2. Strategic Alignment
We evaluate how well the structure aligns with your strategic priorities:
- 2.1 Strategic Goal Fit Check: Facilitate discussions with top management to clarify mid- and long-term goals; assess if the current structure supports or blocks those goals.
- 2.2 Process and Structure Alignment Analysis: Review core business processes; identify structural barriers causing silos and bottlenecks.
- 2.3 Critical Roles & Competency Mapping: Identify key positions needed for strategic success; define required competencies for these positions.
3. Target Structure Design
We create a proposed organizational structure aligned with your strategic goals:
- 3.1 Organizational Model Selection: Recommend the best model (functional, matrix, process-based, etc.) based on culture, industry, and goals; propose short-, mid-, and long-term structures.
- 3.2 Structure, Roles & Reporting Lines: Clarify boundaries of departments, management layers, and reporting relationships.
- 3.3 Alignment with HR Systems: Ensure the new structure integrates with HR systems (performance, compensation, recruitment, etc.).
4. Transition Planning
We develop a roadmap for a healthy transition to the new structure:
- 4.1 Change Roadmap: Define transition timeline, priority areas, and pilot implementations; conduct risk analyses and define mitigation plans.
- 4.2 Stakeholder Communication: Develop tailored communication messages for each level; clearly convey reasons and expected benefits of the change.
- 4.3 Competency Development Plan: Identify skills required for new roles; plan training, coaching, and mentoring activities.
Project Deliverables
At the end of the project, we deliver the following:
Current State Organizational Analysis Report
New Organizational Charts (Short-, Mid-, and Long-Term)
Job Descriptions and Authority Matrix
Transition Plan and Change Roadmap
Training and Communication Plans
How Do We Work?
Our Consulting Techniques
In-Depth Interviews & Shadowing
We conduct one-on-one interviews with key position holders. If needed, we observe daily workflows to understand on-the-ground realities.
RACI Analysis & Responsibility Matrix
We use RACI matrices to clarify roles, responsibilities, and decision-making authority—making complexity visible and simplifying the structure.
Organizational Mapping & Gap Analysis
We identify strengths and weaknesses in the current setup and design a "target structure" aligned with strategy, analyzing the gap systematically.
Benchmarking & Industry Comparisons
We benchmark your structure with industry best practices—finding a balanced approach that suits your company, neither too complex nor too simplistic.
Participatory Design & Workshops
We don’t just analyze—we co-create! We organize joint workshops with leadership teams to develop actionable and owned solutions.
