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Organization Design

 

As more companies are challenged to improve service and increase profitability in order to remain competitive, the opportunity to assess your current organization design and determine if it is robust enough to support short- and long-term objectives cannot be ignored.

LeadVantage Consulting’s proven Organization Design methodology and experienced consultants have helped our clients build organizations that are nimble, flexible, effective, and scalable. Our method is much more than putting names in boxes. Rather, we quickly assess your current organization, goals, and culture and work with you to build what you need, when you need it. And, because redesigning an organization can result in a high sense of uncertainty, LeadVantage is highly sensitive to the impact on people and is committed to helping them through the change process.

Think of organization design as a puzzle. Without all of the pieces, the puzzle can't be solved. LeadVantage Consulting understands all of the pieces of the puzzle and how each piece translates into what your organization needs to be successful.

Do any of these issues sound familiar?  If so, we can help!

• Does management want a “new” organization, but you are unsure where to start?
• Are you a fast-growing organization that is looking for a new structure to maintain your position?
• Does your organization need a facelift in order to better compete and/or retain top talent?
• Have you recently acquired another organization or have been acquired and need to align existing operations?
• Have you recently redesigned your processes and need to align your organization to take better advantage of those processes?

Approach

Leveraging the outcomes of the Business Improvement Planning part of the project, our organization design approach is focused on the following:

Design the Ideal Organization

Conduct working sessions to build the ideal organizational model:

• Develop or refine the organizational operating model, including mapping ideal processes and aligning with enterprise goals and outcomes to the organizational model
• Identify the appropriate roles, responsibilities, and competencies needed to support the new model

Create the detailed ideal organizational components and supporting infrastructure:

• Develop position descriptions
• Identify the appropriate staff levels required to support the new model
• Determine if compensation adjustments are needed
• Create performance goals and measures with the appropriate reward and recognition support programs

Assess the skills sets of the workforce to transition to future state roles:

• Map employees to new roles on organizational chart
• Develop career development/training plans to close gaps identified during the skills assessment

Analyze staffing needs:

• Create or refine a retention strategy for staff transitioning to the new model
• Develop recruiting plans to address potential skill gaps
• Development staff redeployment plans as needed
• Develop succession plans for at least the top two to three levels of the organization

Create the Organization Design Transition Plan

• Develop a detailed plan to enable the organization to transition from the current to the future state while minimizing the disruption to the organization
• Create rollout materials, including communication materials, role and skill training, and post-transition support strategy

Roll Out the Ideal Organization Design

• Transition to the new model using a robust communication, training, and post-transition support approach
• Launch performance measure reporting and management processes 

 

 

Let's Discuss How LeadVantage Consulting Can Improve Your Business

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