Organization Design

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

  1. Analyze the current organizational structure’s strengths and weaknesses from and internal and external view.
  2. Conduct benchmarking, if appropriate, of other organizations.
  3. Determine specific objectives sought to achieve by restructuring.
  4. Review alternative structures advantages and disadvantages.
  5. Create Organizational Structure Blueprint (the design to move towards).
  6. Clarify charters, roles and responsibilities for each major function. (Conduct Responsibility Charting)
  7. Communicate the structure changes internally and externally.
  8. 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).


“As a result of our work with Excalibur, a new organizational structure was implemented that grouped staff into service teams able to provide comprehensive HR services to designated business areas.”
– Director, Office of HR, Large Midwestern State

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