Organizational Design
Consulting

Align talent, strategy, and structure to optimize resources and achieve results

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Organizational Design Consulting

Align talent, strategy, and structure to optimize resources and achieve results.

When talent and leadership are not aligned with an organization’s operational strategy, desired results are likely not being achieved. Organizational alignment brings these key pieces together making it easier to meet expectations and accomplish goals.

Stewart Leadership’s organizational development consultants improve companies by analyzing key organizational design elements including processes, incentives, and culture. Partner with us to optimize and align your organization with Stewart Leadership’s Organizational Design Model.

Improve Organizational Structure & Design

When talent and leadership are not aligned with an organization’s operational strategy, desired results are likely not being achieved. Organizational alignment brings these key pieces together making it easier to meet expectations and accomplish goals.

Stewart Leadership’s organizational development consultants improve companies by analyzing key organizational design elements including processes, incentives, and culture. Partner with us to optimize and align your organization with Stewart Leadership’s Organizational Design Model.

Stewart Leadership’s Approach to Organizational Alignment

We see organizational design as being much more than simply the structure of the organization. When we say design, we’re referring to the company’s overall alignment. Our consultants work to coordinate seven main areas of focus for organizational alignment:

The Strategic Direction

This is at the top of our pyramid and it’s where we always want to start. It ultimately defines the organization’s purpose. Questions we want to address here include:

Where are we trying to go?
Where’s the value-add?
How are we going to improve our customers’ lives?

The Process

Next, we’ll address how the organization’s current processes support the strategy. Questions we’ll ask here include:

Who’s responsible for what in each process?
How effective are hand-offs?
How much variance is allowed in each process?

The Systems

Once we’ve established a strategic direction and addressed the effectiveness of current processes, we’ll take a closer look at the systems or technology being used to accomplish the strategy. The main purpose here is to identify any systems or technology needed for future growth.

The Structure

Save this step until you get here. Often, this is where organizations start when approaching organizational design and alignment. However, without first nailing down the direction, process, and systems, the structure will be off-balance. Questions we want to answer here include:

How should people be organized to accomplish the strategy?
How many people are needed?
Who’s responsible for decision making, and who’s assigning these roles?

The Skills

This is where the people start coming in. Before you start naming names, it’s important to identify what’s needed to add value to each position. Determine specific responsibilities of each role so the purpose is clear.

The Incentives

These are the measures used to support the organization’s design. We’ll establish ways these positions are compensated and rewarded to accomplish strategic objectives at the individual, team, and organizational level.

The Culture

An organization’s culture focuses on specific behaviors and norms that are followed to succeed as a team. This is a crucial part that must be followed to ensure overall organizational alignment.

Common Issues Organizational Design Consulting Can Help to Avoid

Organizational design and alignment requires input and effort from team members across the board. In order to be successful, everyone must be in agreement of the organization’s strategic direction before moving forward with creating a new design.

After working with numerous organizations on design and alignment, we’ve identified common organizational blunders to avoid:

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AVOID: Thinking structure is the issue

Avoid thinking, “If we just change the structure, everything will become better.”

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AVOID: Because you can, not because you should

Switching around structure is the easiest way for leaders to show their authority. Learn to restrain yourself and others as leaders.

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AVOID: Doing It Alone

Organizational design and alignment is more successful when everyone’s input is heard and considered.

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AVOID: Playing With Boxes & Lines

Structure is not the only answer, but it can be easy to get caught up here.

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AVOID: Organizing Around the People Not the work

When organizations plan to realign, it’s important to avoid positioning the people and then building around them. This is short-term thinking.

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Avoid: Being reactive instead of proactive

Avoid the idea of ‘now I need to do something’ and replace it with ‘let’s look ahead’

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AVOID:Believing there is ONE right answer

Avoid the idea of ‘if we get it, everything will be perfect’. There are thousands of right answers, and Stewart Leadership can help organizations decide which ones may be better than others.

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AVOID: Being swayed by the loudest voice

It’s important to take a step back and look at the strategic view.

Ready to Learn More?

Partner with Stewart Leadership to avoid these blunders and ensure your organizational alignment efforts are a success. We’ll start from the top by identifying a strategic direction before jumping into specifics such as the organization’s process, skills, and incentives. Together, we’ll create a clear vision for the organization by aligning talent, strategy, and structure.

Complete the form to request more information about our Organizational Design Services.