Organizational design
Our organizational design service focuses on building the best technology organization to match the unique needs of the business. We understand the tradeoffs between centralization and decentralization and other operating models. Our method creates strategic alignment, productive/low overhead processes, and clear reporting relationships.
- Detail
Technology organizations evolve over time as their broader enterprises go through M&A, divestitures, organic growth and strategic shifts. It is common for a technology organization to require a change in structure to be able to optimally support its business needs. Our clients are often very aware of their issues, which include organizational overlaps or gaps as well as fuzzier challenges like “we can’t deliver fast enough.” They may have hypotheses on the appropriate solution but often desire external support to bring in best practice thoughts, analysis frameworks and an ability to take them through the process relatively quickly but thoroughly.
Sometimes we do organizational design projects as a standalone project, for an entire technology group or a portion of the group. We also often include organizational structure as part of our analysis and recommendations in broader IT strategy projects. In either case, we customize a set of frameworks to do an objective assessment of the organization’s strategic needs, services to provide, processes to optimize, and capabilities to leverage and grow. Even in projects focused on defining the optimal organizational structure, we assess and design the organization as a system, very dependent on its strategic needs, capabilities and processes.
Common objectives for an Organizational Design project include:
• Working with business and technology leadership to define or refine the organizational strategy in the context of the overall organization
• Understanding the current organization’s services, processes and capabilities
• Designing an organizational structure that optimizes use of resources based on stakeholder needs
• Developing a transition plan that incorporates HR changes, process risk management and communication
We bring a unique ability to move through the process quickly, while building buy-in and ensuring deep enough understanding to get to the best decisions. Our frameworks ensure objective analysis, pulling leadership out of silo’ed thinking and political positioning. Our understanding of how the appropriate organizational design enables different strategic objectives helps drive towards the right answer, even when it requires a shift in thinking.