Project
Organization design and restructure
When to call
Three signs this is the project
The org chart matches how things worked two years ago, and decisions now route around it.
Managers have three reports or thirty, and nobody decided either number.
A restructure is coming and the plan for it is a spreadsheet and a hope that people will understand.
What you get
Named deliverables, in the order they land
01
The future-state structure
The organization the plan needs in eighteen months, drawn from the work to be done rather than the people in place.
02
Spans and layers
Every manager between five and ten reports, every layer justified, and the cost of the structure against plan.
03
Role scopes
A written scope for every leadership role: the outcomes it owns, the decisions it makes, the numbers it answers for.
04
The change plan
Who moves, when, what they are told and by whom, and the legal and communication steps in the right order.
05
The scorecard
The people numbers the board will watch while the structure settles, delivered monthly for the first quarter.
How it runs
Six to ten weeks
- 1
Diagnose
Weeks 1 to 3
How decisions actually get made, where the work really sits, and what the plan needs that the structure cannot give.
- 2
Design
Weeks 4 to 6
Two or three structures tested against the plan and the people, one recommended, with the cost of each.
- 3
Plan and move
Weeks 7 to 10
The change plan agreed and run, with counsel where it is needed, and every affected person told by their own manager.
Tell us what is changing
Tell us where organization design and restructure stands today. You will leave with a clear read on the scope and what we would do first, whether or not you work with ScalePath.