Aligned and empowered through defined role boundaries, clear accountabilities, meaningful work, and the right authority to execute.

“We trained hard; but it seemed that every time we were beginning to form up in teams, we would be re-organised. I was to learn later in life that we tend to meet any new situation by re-organising; and a wonderful method it can be for creating the illusion of progress while producing confusion, inefficiency and demoralisation”
Gaius Petronius AD 66.

Whilst the notion that “structure follows strategy” is generally well accepted, “most managers find organisation design decisions difficult. They recognise that there are no right answers, and that much depends on complicated trade-offs between different possible groupings, processes, and relationships” (Goold, M. and Campbell, A. 2002). This critical strategic dialogue benefits from carefully guided facilitation that provides sufficient rigour to ensure alignment to strategy, and strong executive ownership to engage the entire workforce for significant change.

Sound organisation design must also take into account critical dimensions for ever-increasing complexity and interdependence consistent with contemporary organisations operating in a turbulent world.

Benefits of effective organisation design

Done well, an effective organisation design process:

  • Provides a rigorous process of ensuring an organisation’s formal and informal structures, work roles, and culture are intentionally set up to successfully execute the organisation’s strategy.
  • Goes well beyond changes of reporting lines, to an internal transformation that ensures the organisation is optimally “fit-for-purpose”.
  • Inevitably requires confrontation of uncomfortable truths and contentions.
  • Is best informed by a series of robust and collaborative conversations amongst the EMT that honours and harnesses multiple perspectives and experiences.
  • Should ignite unequivocal and united commitment to a clear, and compelling focus on execution and benefit realisation.

Our approach to organisation design

The Maximise approach to organisation design includes:

  • Rigorous executive dialogue on key design principles and selection criteria, aligned to a clear strategic mandate.
  • Based on well informed strategic choices to create fit-for-purpose structures and enabling cultures.
  • Assessment of current structure and primary accountabilities.
  • Integration of work, operating environment, processes, formal reporting structures, and informal coordinating mechanisms.
  • Leveraging multiple perspectives – engaging the right stakeholders at the right time to build ownership.
  • Communication planning to maximise workforce commitment and engagement.
  • Focus on execution and sustained impact – doing what works.

We look forward to understanding your organisation design requirements, and discussing how we can work with you to shape a fit-for-purpose business.