The wiring underneath the scorecards. Org structure, role definition, accountability charts, and the operating rhythm that connects them — adjusted to match where the business is actually trying to go in the next 24 months.
Most "re-orgs" at this scale are box-moving. We're not interested in that. The question is whether the roles in the business — and the relationships between them — actually match the work that needs to get done over the next two years.
Accountability ambiguity. Two people own the same outcome and neither owns it. The result is that the outcome doesn't happen, and nobody is sure whose fault that is. We map every important outcome to exactly one accountable person, and write it down.
Role inflation. Job titles have grown beyond the actual work. Five people have "Director" in their title; the business has zero actual directors. Coaching can't fix this. We rebuild the role definitions so the title matches what the seat does.
Span-of-control breakdown. The owner has 11 direct reports. Three of them have one direct report each. The shape is wrong; nobody is being managed. We rebuild the chart around the actual coaching capacity in the room.
EOS, ScalingUp, OKRs, custom homegrown systems — we work in whatever operating system the business is committed to. We don't sell a specific framework. We work in yours.
Organizational consulting is bounded. We don't sit in your hallways for six months — we do focused work and hand the chart back.
Interviews with every role on the leadership team and one tier below. The org chart you actually have, not the one on the wall. Accountability map. Span-of-control assessment.
The org chart 24 months out — aligned to the strategy the owner has, not a generic best-practice template. Role definitions. Gap-vs-current. Hire/promote/develop/exit decisions surfaced.
Sequencing — which moves first, second, third. Communication plan. The hard conversations identified and rehearsed. We're in the room for the first two announcements if you want us to be.
Every engagement produces the same set of artifacts. They're yours, owned and editable, not living on our server.
Real reporting lines, real accountabilities, real role definitions. Often the first time the business has seen it written down accurately.
Every important outcome mapped to exactly one accountable person. Sourced from interviews; cross-checked against the scorecard.
The 24-month chart. Hire/promote/develop/exit decisions explicit. Sequenced. Owned by the leadership team after we hand it over.
The daily, weekly, monthly, quarterly cadence the new chart will run on. Meeting agendas. Decision rights. Escalation paths.
30-minute call. Tell us about the org and the strategy. If the fit is right, the six-week sprint can start inside three weeks.