02 · Organizational Effectiveness & Culture
Operating Model & Organizational Design
Align how your organization is structured, how work moves, and who owns decisions—so your operating model supports your strategy.
The business challenge
The strategy has moved on, but the structure hasn’t. Teams duplicate work, handoffs between functions break down, support services are organized differently in every part of the business, and it isn’t clear who owns which decisions.
- A structure that no longer fits the strategy
- Unclear roles and decision rights
- Friction at cross-functional handoffs
- Support services organized inconsistently
- Work done differently from team to team
Who the engagement serves
Executive teams, COOs and functional leaders reorganizing, consolidating support functions or preparing the organization for its next stage of growth.
Questions we help answer
- How does our current operating model actually work day to day?
- Who should own which responsibilities and decisions?
- Where should support services be shared, standardized or kept local?
- What future-state options fit our strategy — and how do we move to one?
Our approach
- 01
Assess
A current-state operating-model assessment: structure, workflows, cross-functional interfaces and handoffs, and shared-service and support structures.
- 02
Clarify
Define roles, responsibilities and decision rights, and where workflow and service standardization would help.
- 03
Design
Develop and compare future-state options with your leaders, and agree on the one that best supports the strategy.
- 04
Transition
Plan the move from current to future state — sequencing, responsibilities and the support people will need along the way.
Engagement scope and duration are tailored to your situation.
Potential deliverables
- Current-State Assessment
- Future-State Operating Model
- Responsibility Map
- Transition Roadmap
Deliverables are what we produce with you. Outcomes depend on how they are put to work, which is why we agree on how progress will be reviewed from the start.
Implementation support
Within the agreed scope, we can support the transition alongside your leaders — preparing managers, coordinating with change and communication work, and refining the responsibility map as the new model is introduced.
How progress is reviewed
We agree on what the new model should improve — such as handoffs, decision turnaround or duplicated effort — and review those indicators against the current-state baseline at transition milestones.
Relevant consultants
Cindy L. Taylor
Organizational Transformation, Change Adoption & Leadership Development
Dr. Kelvin Thomas, EdD, MBA, PCC
Executive Management, Organizational Consulting & Leadership Advisory
LaSheita Thomas
Finance, Operations & Business Systems
Antoine Thomas
Operations, Team Development & Leadership Coaching
Consultants are listed for relevant background. This does not make anyone a practice lead or mean each person delivers every part of an engagement; Dr. Kelvin Thomas assembles the team around each engagement.
How we handle the limits of consulting, coaching and assessments, and the information you share: Consulting, Coaching & Assessment Notice · Confidentiality & Information Handling
Related services
Also connected to: Strategy & Business Growth
More in Organizational Effectiveness & Culture
Operational Effectiveness & Process Improvement
Improve how work moves across people, processes and resources.
- Current-state process assessment
- Workflow maps and bottleneck analysis
- Roles and responsibilities
Culture Alignment & Organizational Assessment
Diagnose the real drivers of culture and align leadership, structure and people systems around a common standard.
- Culture and organizational assessment
- Findings report and leadership debrief
- Facilitated alignment sessions
Performance Management & Talent Advisory
Design performance and talent systems that connect individual contribution to strategy.
- Competency framework
- Performance management cycle and review templates
- Manager guides and calibration sessions
HR Process Transformation & Implementation Support
Redesign how HR work moves — and support the people who will run the new processes through rollout.
- Current-state workflow assessment
- Future-state process design
- Roles and handoffs
Change Management, Adoption & Transition Support
Help leaders and employees understand, adopt, and sustain changes to structures, processes, technology, and ways of working.
- Change readiness and impact assessment
- Stakeholder map and engagement plan
- Sponsor and manager preparation
Customer Experience & Service Improvement
Close the gap between what customers are promised and what they experience.
- Customer-journey assessment
- Customer-feedback synthesis
- Service standards
Let’s discuss what needs to move forward.
Tell us about the challenge behind your interest in operating model & organizational design. We’ll explore where support could be useful and whether POSITION is the right fit.