Design and redesign the organizational model
We support organizations from the strategic planning phase through to the operational deployment of new structures, bringing together architecture, culture, and cooperation dynamics.
Designing the organization based on strategy
Before any transformation, it is necessary to understand the strategic issues and organizational tensions that arise from it.
We intervene in this reflective phase to analyze and structure the main levers of the organization:
Strategy
Understand strategic developments and their organizational implications.
Processes and structure
Define responsibilities, interfaces, decision-making channels, and coordination mechanisms.
Organizational culture
Identify informal dynamics, stakeholder interactions, and cultural norms.
Redrawing the map of the organization
Based on this analysis, we work with senior management to design: the organizational structure, governance models, roles and responsibilities, decision-making processes, and interfaces between functions and activities.
The goal is to build an organization that is consistent with the strategy.
Transforming the map into organizational reality
The success of an organizational transformation depends on its adoption by stakeholders.
We support the rollout of the new organization by working on:
aligning stakeholders
clarifying roles
ensuring teams embrace the new architecture
cooperation dynamics
change management mechanisms
From design to adoption
Organizational design is not just about redrawing an organizational chart.
It involves designing an organizational architecture and supporting its deployment so that it is understood, embraced, and supported by stakeholders.
Quand le design organisationnel devient nécessaire
Nous intervenons notamment lorsque :
• la stratégie évolue mais l’organisation ne suit plus
• les responsabilités sont devenues floues• les tensions entre fonctions se multiplient
• la gouvernance devient difficile
• la coopération transverse se fragilise