Organization Design

Organizations need to adapt to survive. They are a constantly evolving system comprising objectives, processes created to achieve these objectives, people with skills and behaviours to do the work required. All these elements are tied together in a governance structure that goes way beyond reporting lines and organizational charts.

Changes to these structures are inevitable, since the way how people work together is a dynamic process itself. Organization Design thus comprises the successful design, change and management of organizations.

With planned top-down changes, “hard” elements (such as departmental structures, functions, reporting lines, job descriptions) go hand in hand with so-called “soft” factors of organizational change ( e.g. individual behavior, decision making, information flows, communication, thought patterns). It’s a truism though that often those so-called soft factors turn out to be the most challenging – and just as often expensive – issues when push comes to shove.

It is hence advisable to combine both aspects of the organizational change dynamic in planning and execution. State-of-the-art data analytics allows the targeted analysis and improvement of organizations – whether through large-scale transformation or gradual change.

With extensive expertise from a wide range of international change programs and qualifications in Psychology and Business Administration, I am ready to support you. My attitude is that of a versatile practitioner who does not stop at design and concepts, but takes these concepts to fruition.

The following could be applicable areas in your organization:

HR Transformation 

  • How to align the HR function with the strategic objectives of your organization?
  • What is the critical contribution of HR to be successful?
  • What is the contribution of digital tools, efficient workflows and modified organizational structures?

Organization Design

  • What would the adequate target size be for my department / business unit / organization?
  • Which data is most relevant for decision making, how can I collect it and how can I analyze it practical and meaningful way?
  • How do I plan my workforce continuously and for the long-term?

Application examples

  • Analysis of the HR department with regards to structures, processes and "future readiness"
  • Recommended actions for organizational change
  • Implementation and validation of matrix structures
  • Preparation of acquisitions and due diligence (HR function)
  • (Post) merger or acquisition situations with demand for modification of structures and processes
  • Harmonization of organizational structure and workflow management; purposeful consideration of agile structures where feasible and desirable
  • Long-term workforce planning 
  • Preparation of market entries: market studies, workforce and organizational planning