Organizational Design
When the structure isn't supporting the people.
As a leader, you have enormous influence over your team. As a team, you have enormous influence over how you work together. But even the best leadership and the strongest team dynamics can only go so far if the organizational structure underneath isn't set up to support them.
Sometimes the whole workplace feels off, or even toxic. Sometimes the culture itself is fine, but changes a team is trying to make aren’t being backed up by leadership. In cases like these, what’s needed isn't coaching — it’s consulting.
Consulting, Not Coaching
Organizational design work is different from coaching. Instead of developing a leader or a team from the inside, we step back and look at the structure itself: where's the gap between a healthy workplace culture and where things are actually breaking down? Where is the organization not functioning? Where are people not being held accountable? Where are the decision-making agreements that are missing entirely?
Picture a company with a genuinely nice, empathetic culture — people like each other, they're kind to each other. But everyone is working independently, often on the projects they personally find interesting, and the work that actually needs to get done isn't getting done.
Where does accountability come in? What needs to change at the leadership level? What does the team need to hear from leadership so the culture stays empathetic while also building real accountability, urgency, and a shared drive to be effective and efficient?
This is where organizational design comes in — looking closely at what changes need to be made so leadership's intentions can actually be carried out by teams and individuals, not just talked about.