The most powerful strategies tap into the knowledge, creativity and energy of the wider organisation, as well as connecting to a deep sense of purpose. Too often, strategies developed in the boardroom don’t connect with those outside. Purpose-full strategy work is about finding the right questions, involving the right people, and holding the right conversations. But it’s easier said than done. We work closely with leaders, helping them to have lively strategy conversations with their teams and the wider organisation.High quality involvement from the start means that action flows naturally. 

How we help

Our strategy  work takes many different forms, but it is always lively.  We can:  

• Help clarify purpose and vision, taking both an inside out and an outside in perspective
• Facilitate strategy development with leadership teams, with a focus on exploring scenarios and futures
• Design and run large scale strategy engagement processes involving the whole organisation
• Support strategy realisation: helping leadership or project teams make sense of the strategy recommendation they’ve been tasked with and building capability to deliver
• Provide coaching and thought partnering on strategy

Taking the time to align your organisation design to your strategy is critical for effective delivery. All too often, organisation re-design centres on moving boxes and people around on hierarchical charts. And when it comes to decision-making at a senior level, power and politics are often at play. Our skill is in managing a structured and rigorous process that allows for creativity and focuses on aligning to strategy. This isn’t about cutting and pasting solutions from elsewhere but about figuring out what is right for you.

Working with a design team we create a shared understanding of how the current structure is working in the context of your strategic ambitions, and good practice tests. Based on this we create design principles which allow us to evaluate other structural options. This helps us identify the critical choices and trade-offs at the heart of the design, and to inform implementation planning.

Be it face to face in workshops, or virtually using our bespoke Orgwith tool, we are deliberately participative, so the real conversations about what’s at stake can take place.

How we help

Our organisation design work takes many different forms. 

• Most commonly, we work closely with a small team over an 8 to 12 week period to come up with a new operating model or design
• We also support with implementation planning, including working through decision making, governance, communication and talent implications
• Beyond this, we are sometimes asked to help individuals, or teams succeed in a new structure
• And sometimes, we help you create your own design methodology, and internal capability at an enterprise level, ensuring you can do this independently in the future