Our approach to organisation design is collaborative, holistic and human. We take the time to get under the skin of your business, from strategy to structure and culture more broadly. We value the need to set up organisations to manage complexity and change through:
We partner with you to shape and lead your end-to-end OD process by acting as an extension of your team. Our OD experts help you to hold the pen when it comes to your future organisation, using the best of our collective experience.
We help you to grapple with legacy structures or challenges in how teams work together. By focusing on role clarity, decision-rights and agreed ways of working, you can put the tired old RACI in its place (the bin!)
We help you to build your internal organisation design capability through tailored development programmes and ongoing coaching. This supports your own people to shape and lead organisation design and effectiveness initiatives.
Two technology start-ups had been rapidly integrated and were in the process of relaunching their brand and strategy. We supported the CEO and leadership team forge a path to growth by defining a clear vision, mission and values, and to identify priorities for the operating model to support scaling and get structured for growth.
Josh Brenner, CEO
We led a participative OD approach for the brands and marketing leadership team of a global brand to reinvent and restructure themselves to keep pace with industry disruption from digital-native players, and embark on a 3-year business growth and transformation journey.
Chief Marketing Officer
Stay informed and inspired with articles crafted by our expert humans – no AI-generated content here!
If you’re a leader who is initiating organisation design (or being asked to), here are three guiding principles to help you while leading through a restructure.
What’s the key to being a high performing team? Knowing why you’re a team in the first place. From collectives of leaders to communities of practice to delivery engines, Catherine Ferguson has shared some thoughts on different types of teams and the implications of this for how they come together.
For those leading the change agenda, the need to deliver transformation without impacting performance can feel overwhelming, but asking some key organisational questions can help.
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