Organization Design and Assessment

Organization design is not about charts and job descriptions. An effective design allows your organization to develop and leverage its strategic capabilities. It is a source of competitive advantage. And it is shaped by your organization's strategy.

Most importantly, organization design is not a single event, but a continuous management process. Sibson Consulting can equip you with the understanding, knowledge, and tools to build an evolving and scalable organization that can support sustainable growth.

The right organizational design can:

Increase economies of scale by consolidating functions, e.g., finance and accounting, distribution, human resources, marketing, and corporate governance
Increase customer responsiveness and decrease decision-making time by flattening hierarchies
Create balance between global efficiencies and local responsiveness
Increase synergies between and among brands, products and geographies
Improve product innovation and increase creativity by creating formal links between traditionally disconnected groups within the company
Streamline information flow and communications among key constituents and stakeholders
Improve employee morale and productivity by clearly defining reporting relationships and responsibilities, career, and professional development opportunities

Sibson can help your organization create the right organizational design by:

Identifying the structural, cultural and relationship gaps that must be addressed to create a foundation for effective organization design
Developing alternatives that address the concerns and interests of major stakeholders
Defining the processes, information flow and decision rights that will sustain the desired outcomes and organization strategy

Organization Elements

Sibson assesses the effectiveness of each of the following components of an organization:

Strategy

The critical outcomes, initiatives, actions, and milestones required for the organization to "deliver its promise" to the corporation, its shareholders, and all other stakeholders

Roles and Accountabilities

Key deliverables for the organization and its individual functions
Definition of how the functions of the organization will need to work together (communication, meetings, resolving conflict, coordination, etc.)
Agreement on high-level organization success indicators
Identifying individual and collective expectations around performance standards

Performance Measures

Results Metrics: Business results that each function will be individually or jointly responsible for delivering
Management Metrics: Metrics each function needs to monitor and manage its progress against

Information Flow and Key Interfaces

The type, frequency and flow of information that will be necessary between functions
Key interfaces and communications requirements within/between functions

Decision Authority

Decision-making rights about how the strategy is executed
Decision process - how issues get surfaced, addressed and decided

Critical Skills and Capabilities

Knowledge, skills, abilities, and experience sets needed

The design and assessment process involves collecting data about each of these elements, which includes focusing in on perceived opportunities and concerns. We then work with an organization's leadership team to flesh out these elements and create an operating model.