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Organizational Design Consulting

Handling change & transformation complexity through clarity and principled execution

Engaging an boutique change management consultant to enable transformation results

Forrest Advisors accelerates organizational design with our three primary value creation offerings:

Principles, Norms, & Behaviors

Clear vision, inclusive norms, and empowered behaviors drive cultural transformation.

High Performing Teams

Diverse talent, clear purpose, and empowering leadership foster high performance.

Workflow Management

Streamlined processes, automation, and data-driven insights optimize collaboration efficiency.

Effective organizational design is crucial for translating strategy into operational reality. It requires carefully considering and balancing core design principles, as well as factors like culture, competencies, and collaboration needs. When organizational design consulting firms deliver, we can drive strategic alignment, operational efficiency, cross-functional coordination, agility, and employee engagement.

  • Efficiency: Enables efficient execution of the organization’s strategic objectives by aligning structure, processes, and roles accordingly.
  • Rapid Decisions: Optimizes operational performance by clarifying reporting lines, decision rights, and eliminating redundancies or silos.
  • Collaboration: Facilitates cross-functional collaboration, knowledge sharing, and coordination across the organization.
  • Flexibility: Enhances agility and responsiveness by designing a structure suited for innovation and adaptation to market changes.
  • Engagement: Improves employee engagement and motivation by clearly defining responsibilities and creating a sense of ownership.
Q: What is organizational design and what are its key objectives?
Q: What are the core principles or factors that guide organizational design decisions?
Q: What are the different organizational models or structures and which one is right for my organization?
Q: How does an organization’s strategy influence its design?
Q: What are some key steps or best practices in undertaking an organizational design initiative?
  • Lacking Performance: Misalignment between organizational structure and strategy, leading to inefficiencies and suboptimal performance.
  • Slow Decision-Making: Failure to balance the competing design principles like centralized control vs decentralized coordination and decision-making.
  • Incomplete Design: Overlooking critical factors like culture, competencies, and collaboration needs when designing the organization.
  • No Buy-In: Lack of leadership alignment and buy-in on the target organizational design and restructuring approach.
  • Resistance to Change: Insufficient change management and communications during design implementation, leading to resistance and adoption challenges.

Organizations today are facing ever-increasing pressures. 

Shaped by Pressure.  Select the Right Change Management Partner.