“The neglected leadership role is the designer of the ship.” Peter Senge
Organisation Design is a process for shaping the way organisations are structured and run.
In addition to organisation structure – how the roles and reporting lines in a hierarchy are organised – it includes ensuring that processes, systems, people practices, rewards, performance measures, information flows, policies and culture are designed to deliver the organisation’s strategy.
Our organisation designers are highly skilled in working with clients to assess what their strategy means for processes, locations, structures and management systems such as decision-making, meetings and communications. We have deep expertise in designing models, structures and practices that are relevant for your organisation’s state and stage of life.
When should you do organisation design?
When the organisation is impacted by a significant internal or external event
External influences could include legislative or regulatory changes, the arrival of new competitors in the market or a global pandemic resulting in huge changes to how people work!
Internal influences could include cost-cutting measures, introduction of new sustainability policies or rollout of new technologies.
When the organisation’s strategy or purpose changes
Mergers, acquisitions, development of new products or moves into new markets could all represent strategic change that requires review and redesign of organisation structure, workflows, process or culture. Signifiicant changes to strategy or organisational goals are likely to mean that at least some of these elements will no longer be aligned and will need to be analysed and redesigned to remain relevant.
When the existing design no longer works to deliver your strategy
Organisations change over time and processes and practices evolve. This slow and incremental change usually happens so gradually that it goes unnoticed…until it doesn’t. This type of organisation design can also be driven by a related element that has changed, for example, an organisation that undertakes a significant process redesign will likely need to review its roles, structures and reward mechanisms to make sure they are aligned.