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Organization Design

The design of your management structure shapes every decision, process, and goal in your company, yet it isn't something we often think about.

Could you answer the following questions about the design of your organization?

• How many layers does your organization have?
• How many layers does your organization need?
• What should each layer be doing that is unique and different?
• How should you measure performance at each layer?

Your structure has the power to create strategic alignment, ensure operational excellence, and drive innovation. Conversely your organization chart can become a burden to your balance sheet. Hidden within those boxes and lines may be wasted compensation, the source of slow decision-making, and unclear role divisions resulting in confusion of accountability. The symptoms of poor design are financial indicators like low net income per FTE or a slowdown in three-year TSR growth.

Work Level Design: A Logical Solution

We help clients take a new look at the design of their organizations, through a lens called Work Levels.

Designing your management structure based on Work Levels clearly defines which levels of management are accountable for what type of work. In all organizations there are multiple layers. Ideally, each layer represents a distinct work level that contributes unique value to the function of the enterprise.

We differentiate 6 levels of work. The first levels, 1-3, are focused on current operations, continuous improvement and process innovation over a two-year time horizon. Levels 4-6 are primarily held accountable for future growth of the enterprise, i.e. finding opportunities, investing capital, directing strategies that will make the company viable and adaptable in the long term.

At each successive work level, decision authorities and accountability become more complex and expansive, and performance is measured based on higher-level metrics that correspond to the scope of the role.

Designing a management structure based on work levels gives an organization the ability to adapt and change with the market in the long term, while continuing to improve current operations in the near term.

We offer training, consulting and proprietary tools to help you carefully design a high-functioning management structure:

Strategic Restructuring

• Work Level -based Job Design
• Work Level -based Leadership Development
• Stratified Competency Models
• Teamwork and Task Assignment
• Leadership Capability Assessments
• Talent Pool Evaluation