Org Design Assessment

Understand how team structures, incentives, and practices contribute to key outcomes — and how they may be refined for greater impact

Driver

Let’s start with an obvious statement: the structure of your organization matters. How teams roll up to leaders, how their expected contributions are defined, how they work together, who sits in which seat – these are all important considerations.

FlexPoint can help ensure your organization is designed to support overall success. We’ve worked with lots of organizations across industries, sizes, and cultures. We’ve advised on executive team restructures, wholesale reorganizations, and how to embed product management decision-making close to those who hold the relevant expertise.

Outcome

After defining a clear future state, we will help coach and empower leaders you have chosen. We’ll focus on giving you and core leadership the guiding principles for the new structure, and let you make it your own. Together we’ll identify strategic roles and list out critical success factors for these roles.

Depending on what’s most helpful, we may create role descriptions, recommend interview questions, or update onboarding materials – we want to leave you with practical resources to work well together for many years to come.

Approach

We’ll walk through several iterations of information-gathering, understanding, and synthesizing to come to a compelling future state vision and how to achieve it.

  • Understand the current state internally: Are you delivering as expected? How are teams working together? Where does decision-making get stalled? What information that’s crucial to overall success is siloed within a team or an individual?

  • Understand the current state externally: Are you meeting customers’ expectations? How do various stakeholders feel about working with you? How do incentives across stakeholder groups help and hurt collaboration?  

  • Sync with your talent management team: We’ll work with your human resources team to make sure we fit within their expectations for spans and layers, performance management approaches, and more.

  • Point toward a desirable future state: What business outcomes are you aiming for? What would you need to deliver to make that possible? What capabilities and competencies will you need to have to back up that delivery?

  • Map out a path from current to future state: We’ll determine the core teams needed and identify each team’s leader as well as what they need to maximize success. This likely includes some combination of role segmentation, competency mapping, performance metric definition, and more.

Click on the graphic to read this client success story

Interested in learning more?