Design the structure to
support the strategy!
 As your organization grows and matures, your organizational
structure can unintentionally morph and mutate, becoming
ineffective and inefficient. Our consultants will help you
take a fresh look at your organization structure and,
if needed, help you redesign it for maximum effectiveness.
Form should follow function – your organizational
structure should support your business model and strategic
plan. There are a number of structural questions for you
to consider when conducting organization design:
- What functions should be centralized vs. decentralized?
- What about management levels - too top heavy?
- How does work flow across the existing structure
today? Is it efficient and effective?
- Are there redundancies, duplication of effort,
or holes?
- Are roles clear or overlapping?
- Is the way you’re organized more costly
than necessary?
- Is your peoples’ energy directed externally
to the marketplace or is it sapped trying to navigate the
structure?
You’ve heard it before – “here they go again,
rearranging the deck chairs.” Before considering organization
design and changing the structure, be sure that
the issues you want to address are related to organization
structure, otherwise, a structure change may
not solve those issues. When looking at structure an important
question to answer is - Is the problem with the structure EXECUTION
or DESIGN? If it’s an execution issue, structure
change may not be required. If it is a design problem,
then structure change/organization design may be the
right solution.
We work with a small design team from your organization and
use the model below to help you put the most appropriate structure
in place.
ORGANIZATION DESIGN PROCESS STEPS
- Analyze the current organizational structure’s strengths
and weaknesses from and internal and external
view.
- Conduct benchmarking, if appropriate,
of other organizations.
- Determine specific objectives sought
to achieve by restructuring.
- Review alternative structures advantages
and disadvantages.
- Create Organizational Structure Blueprint (the
design to move towards).
- Clarify charters, roles and responsibilities for
each major function. (Conduct Responsibility Charting)
- Communicate the structure changes internally
and externally.
- Implement the Organizational Structure
Blueprint and manage the change.
Read how Excalibur assisted a computer systems and technology
company with organization design. Download
the client
profile (PDF).
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