Service · Consulting
Organisation Design & Development
Who really decides isn't in any org chart.
Analysing the current organisation and designing structure, roles, responsibilities and collaboration that fit the strategy. The result is a documented target organisation and an implementation plan.
Usual
What you often get
A new org chart, derived from interviews and benchmarks. The boxes change, the way work flows doesn't. Who decides what stays as unclear as before, just with new job titles.
IntoOps
What you get from us
First we clarify who decides what and where work gets stuck between units. The structure follows from that, not the other way round. Our workforce planning team plans new roles and positions alongside, and our change management supports the rollout.
Service components
4 components. Each one available on its own.
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Structure, interfaces, spans of control and pain points.
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Target structure, units and reporting lines.
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Responsibilities, RACI and decision rules.
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Working norms, meeting routines and collaboration across units.
What you'll have at the end. Results you can check.
- A review of where decisions get stuck and where work is done twice.
- A target organisation with units, reporting lines and role descriptions for key positions.
- A decision matrix: who decides, who contributes and who is informed.
- Agreed rules for meetings and collaboration across departments, in writing.
- An implementation plan with sequence, communication and dates for appointments and transitions.
When you need this. And how you'll know.
- In the end, every decision lands on the managing director's desk.
- The company has grown, but its structure still dates from the founding days.
- Two departments work on the same topic without knowing about each other.
- After an acquisition, there are two organisations under one roof.
- Good people leave because roles and career paths are unclear.
Rarely alone. Never bundled.
Organisation Design & Development often works together with these services. We'll tell you honestly when a combination makes sense, and when it doesn't.
Shows up in these initiatives.
You don't need a whole initiative to get Organisation Design & Development. These examples show where the service is often needed.
Good questions. Straight answers.
Does the whole structure have to change?
No. Often it's enough to clarify decision rights and sort out interfaces. We only propose a new structure if the old one is really causing the problem.
Do you involve the works council?
Yes, if there is one, and early on. Changes to the organisation often require its involvement. We plan for that from the start so that implementation doesn't stall later.
Do you fill the new roles too?
Yes, through our own recruiting. First the role and its requirements are defined, then the search begins. Anyone moving into a new role internally gets onboarding and clear goals.
Can this happen without unsettling the workforce?
Not entirely. Any change is unsettling at first.
We make sure those affected hear early and directly what changes and what stays the same.
Proof first. Contract second.
In the free Initiative Check, we listen for 45 minutes and ask the questions that usually only come up after the contract is signed. Then you get a short written assessment: what we see, how we would go about it and roughly what it would take.
No obligation. And if we're not the right fit, we'll tell you.
Or write to us at hello@intoops.com.