Designing Organizations

From the C-suite to the front lines, your organizational success relies on the capability, engagement, and empowerment of your people.  Working with you, we look at your business from a comprehensive perspective – considering both tangible and intangible factors – to uncover areas of opportunity that impact your people and organization. With opportunities identified, we design tailored, scalable solutions that align with your strategy to create sustained organizational improvements.

Whether you are seeking to reduce costs, drive growth, strengthen short-term performance or long-term organizational health, we help you uncover systemic issues that influence your effectiveness.  We focus on enhancing your core competencies, shaping long-term development strategies, improving interdepartmental collaboration, bolstering communication plans and reducing costs through greater efficiency.

Whether your organization was designed for yesterday’s problems and challenges or has evolved through countless reorganizations, mergers/acquisitions, growth or downsizing, and changes in leadership, and you find that it no longer fits together to perform. You need a design that will enable success, not jeopardize it.

We provide actionable solutions which empower your employees to become catalysts of change and creators of success for your organization.

Will your organization be prepared for what’s next in the marketplace and able to take advantage of it with an organizational model that enables flexibility, agility, success, and scalability?

Can you identify to any of the following?

  • Is your organization a drag on performance rather than an accelerator?
  • Are you constantly working around the systems/processes/people to get real work done?
  • Does your organization design resemble every one of your competitors as opposed to leading to real advantage?
  • Have recent market changes led to a disconnect between your size/scope/responsiveness and what the market demands?
  • Does organization design just equate to organization charts as opposed to a comprehensive set of choices that drive performance?