Organizational Design
Organizational Design
- Structural coherence: Do org units, roles, and reporting lines align with the actual work and dependencies?
- Decision-right allocation: Who decides what, at what level, with what escalation paths?
- Process logic: Are workflows designed around value creation or legacy convenience?
- Incentive alignment: Do rewards, metrics, and career paths reinforce desired behavior—or sabotage it?
- Coordination cost: What friction, latency, and handoffs are introduced by the design?
- Scalability: Does the structure hold as volume, complexity, or geography increases?
- Adaptability: How easily can the organization reconfigure when conditions change?
- Control vs autonomy balance: Where is standardization essential, and where does it destroy value?
- Risk containment: Does the design localize failure or propagate it system-wide?
- Cultural compatibility: Will real humans operate this design as intended?
- Regulatory / governance fit: Does the design respect legal, ethical, and fiduciary constraints?
- Failure modes: Where does this design break under stress, ambiguity, or growth?