Corte works with existing organizations and teams, not to just reorganize the organizational structure, but to make the structure and social system work together to provide superior results. We help clients avoid partial redesigns where one or two aspects of the organization change but others lag and restrict performance. We typically:
- Assess the organization to determine opportunities for performance improvement that may include innovation, flexibility, customer intimacy, operational excellence or cost reduction.
- Determine aspects of the overall organization design that are “in-bounds” and “out of bounds” for examination and improvement. We seek to ensure that the crucial elements of the structural and social system are in bounds so that there can be alignment.
- Include in the scope for a full organization redesign the refining of the organizational units so there is no confusion about each group’s responsibilities. We predict interdependencies between units and define the coordinating mechanisms needed.
- Establish the jobs and reporting structures for each unit, within an overall cost target that will make the new organization profitable. “Design thinking” is used to involve stakeholders across groups and to iterate the design until it meets operational and cost targets.
- Align other aspects of the structural and social systems to make the new organization effective. This includes the operating model, behavioral and cultural norms, and the skill sets needed among members.
- After the new organization design is refined, the people are aligned to the new organization and a final cost/benefit analysis is done to make sure the new organization will achieve objectives and there is full leadership buy-in.
- A plan for implementation is created.