Contingency fit
Design aligns with strategy, uncertainty, and interdependence—Galbraith’s Star and congruence principles.
Organizational Design & Operating Model
Structure, decision rights, and operating rhythm that most often support broader organizational and people analytics work.
Request a ConsultationRelated flagship path
This capability most often supports Organizational & People Analytics engagements when leaders need structural clarity, better workforce decision support, and a more usable operating model.
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Built on proven organizational science
Coordination at speed
From Mintzberg structures to value-stream flow: reduce decision latency and rework at interfaces.
Sociotechnical & job design
Teams and roles built for autonomy, feedback, and skill variety (Hackman-Oldham) to sustain performance.
Governance you can run
Decision rights (RACI/DACI), OKRs/KPI trees, and cadences that keep execution on-rail.
Packages
Org Diagnostic
Fast clarity on friction in structure, roles, and rhythm—prioritized actions you can execute now.
- Spans & layers, capability and role maps
- Decision latency and handoff analysis
- KPI tree and cadence audit
- One-page recommendations
Typical timeline: 2–3 weeks
Discuss ScopeRedesign Sprint
Targeted redesign for a product, function, or value stream with leadership alignment.
- Future-state structure and role clarity
- Decision rights (RACI/DACI) and escalation paths
- Operating cadence plus OKR/KPI alignment
- Transition plan and comms toolkit
Typical timeline: 3–5 weeks
Discuss ScopeOperating Model Launch
Company-wide operating model with governance, dashboards, and playbooks for durable execution.
- Capability map and org structure
- Forums and decision rights by metric
- Quarterly/monthly/weekly cadence design
- Runbooks, dashboards, change plan
Typical timeline: 5–8 weeks
Discuss ScopeStreamlined process
01. Discover
Interviews, data pulls, org mapping; identify bottlenecks, decision latency, and rework drivers.
02. Design
Future-state structure, spans/layers, decision rights, and handoffs tied to outcomes and constraints.
03. Validate
Scenario tests, capacity checks, KPI alignment, and risk/impact review with leaders and operators.
04. Launch
Change comms, rollout sequence, cadence setup, dashboards, and runbook handoff.
Methods & artifacts
Contingency & Star Model
Strategy → Structure, Processes, People, Rewards, Metrics; align interdependence and information flow.
Congruence model
Fit among work, people, structure, and culture to prevent cross-purpose incentives and delays.
Spans & layers
Healthy management ratios by function and level; governance without overcontrol.
Decision rights (RACI/DACI)
Explicit ownership, approvals, and escalation paths; reduce deadlock at interfaces.
Sociotechnical job design
Teams with autonomy and feedback loops; role enrichment for sustained performance and wellbeing.
OKR/KPI trees & cadence
Metric ownership, leading/lagging indicators, and forums that create continuous control.
Evidence of impact
Faster cycle time
Decision-rights and handoff redesign reduced time-to-decision and rework across functions.
Accountability & focus
Ownership by metric increased follow-through; forums resolved blockers on predictable cadence.
Cost & capacity
Spans/layers tuning and redeployments unlocked capacity while holding budgets steady.
Common questions
Do we need a full reorg?
Not always—many wins come from clarifying decision rights, cadences, and a few targeted role changes.
Remote or hybrid?
Designed for distributed teams—async rituals, decision logs, and dashboards to keep alignment tight.
How does change stick?
Leaders co-own the model; runbooks and governance lock habits; leading indicators are monitored post-launch.
Ready to clarify structure and accelerate execution?
Share scope and outcomes—receive a one-page plan with structure, decision rights, and cadence.