01 · STRUCTURE
Organization &
Accountability Chart
The business functions and roles needed, reporting relationships, and what each role owns.
A clear view of the organization your business requires.
ORG DESIGN
Design the organization
your strategy needs.
Right people. Right seats. Clear accountability.
Growth changes the work your business needs done. Org Design establishes the functions, roles, reporting relationships, and core processes required to deliver—so people understand what they own and how their work connects.
Discuss Your Organization
WHEN THE BUSINESS OUTGROWS THE STRUCTURE
The work has changed.
Have the roles?
People take on more, responsibilities overlap, and decisions keep finding their way back to the same few leaders. An organization chart alone does not resolve that.
We connect structure to the actual work: what the business needs, who owns it, how decisions are made, and how work moves between roles.
DOES THIS SOUND FAMILIAR?
- Important decisions keep coming back to the founder.
- Several people touch the work, but ownership is unclear.
- Job descriptions no longer reflect what people actually do.
- Handoffs between teams create delays and rework.
- Growth or an acquisition has changed reporting relationships.
- You need to define the role before you hire or promote.
THREE CONNECTED DELIVERABLES
Structure. Roles.
How the work gets done.
These establish a common understanding of the organization and the work each role owns.
Organization &
02 · ROLES
Role Profiles &
Job Descriptions
Purpose, responsibilities, required experience and capabilities, decision rights, expected results, and measures owned.
Shared expectations for the person in each seat.
03 · WORK
Core
Processes
How essential work gets done, including ownership, handoffs, decision points, and expected outputs.
A practical connection between roles and execution.
“Clear roles, clear accountability, and clear processes connect people to the work.”
Stage 5
HOW WE WORK WITH YOUR TEAM
Assess the organization.
Build a design that works inside it.
Assess the current organization
Start with strategy, priorities, essential business functions, and operating realities. Review the current structure and role documents, interview leaders and key stakeholders, and examine how work moves between teams. Identify gaps in ownership, reporting relationships, decisions, and handoffs.
Design the structure and roles
Define the functions and roles needed, reporting relationships, accountabilities, decision rights, and expectations. Review the design with your leadership team before translating it into role profiles.
Connect the core processes
Map how essential work moves across roles. Establish owners, handoffs, decision points, and expected outputs so the organization chart connects to how the business actually operates.
Put the design into use
Help leaders communicate the changes, align responsibilities, and sequence implementation. Identify where development, hiring, succession planning, or temporary leadership support is needed.
BUILT AROUND YOUR BUSINESS
Practical design.
Hands-on deployment.
We agree on the functions, roles, and core processes in scope before work begins. The engagement reflects your organization’s size, complexity, and priorities.
Assessment is part of Org Design, not a prerequisite. Interviews, existing documents, and performance information establish the current state. When role fit or leadership needs require a closer look, we can use selected tools from the Talent Readiness Toolkit.
The findings guide the design. The organization chart, role documents, and core processes turn that understanding into practical ownership and execution.
Explore the Talent Readiness Toolkit ↗CONNECT THE DESIGN TO LEADERSHIP CAPABILITY
