"What Would YOU Say YOU Do Here?"

We Are Organizational Designers

Organizational Design is the art and science of aligning a company's strategies, structures, and systems to most effectively fulfill its purpose in the world.

We define Purpose as the role of the organization in the larger world. Strategies are the plans the organization makes to fulfill its purpose, including what products and services it offers. Structures are the arrangement of people and tasks to rapidly test and learn from those strategies. Systems are the tools that direct behavior and serve the organization's structures. Knitting all of these domains together is Culture, the shared reality of work; a reality that should bring stability to teams, projects, and the business overall. 

When these domains are not in alignment, you can feel it and see it in your team. Without a clear sense of Purpose, people fail to understand how their day-to-day work ladders up to anything meaningful and they become disengaged. When Strategies are vague, people become overly reliant on how things were done in the past rather than responding to what's actually happening in front of them. When Structures aren't aligned to Strategies, leaders clone how a competitor or past company is organized and forfeit any new competitive advantages. When Systems don't serve teams and their work, people get increasingly frustrated and fixated in the wrong places. Fortunately, as you re-calibrate these domains, your choices become easier and faster to make, your people increasingly feel connected to their work and more capable of doing it well, and your impact in the world increases.

AT WORK: Training a client's global leadership team in new ways of working

AT WORK: Training a client's global leadership team in new ways of working



What We Offer

Safari Tours

How do you keep millennials engaged at work? How does Jeff Bezos make fast and effective decisions? What does Google consider the most important trait of any team? How does Spotify release more new features than their competitors? And what's the business impact of employee engagement? In this 90-minute interactive session, we'll take your teams on a tour of new ways of working employed by the world's most creative and capable organizations.

Outcome: Teams and leaders inspired to work better together

Team Formation

Whether it's a new project team or new department, created because of a new need or even a new leader, new teams should be formed with the goal to become high performing teams. In this half-day workshop, our team will facilitate your team in defining your initial projects & plans, roles & domains, strategies & metrics, rhythms & tools, and policies & processes.

Outcome: An engaged team with clear roles, practices, and plans

Team Alignment

High performing teams should regularly step away from their desks and into a collaborative environment to re-align and develop adaptive plans for the future. In this full-day workshop, our team will coach your team through a series of exercises designed to address friction, tighten up your ways of working, and develop a shared roadmap for the future.

Outcome: Aligned teams and a shared roadmap of action

Curriculum Development

High performing teams are teams that frequently level-up their skills at working together, learning from new ways of working being used in other companies. Through a series of weekly sprints, our team will assess your current learning needs, select the right skills and models for your culture and your people, and then develop in-person and digital course materials.

Outcome: An engaged workforce and a culture of continuous learning

Team Design

Organizations can unlock a new era of growth just by better organizing their people and their work. Over a series of weekly sprints, our team will assess your existing teams, review your competitors, and explore comparative models. Ultimately, we'll deliver a new starting structure for your organization, a plan to make it real, and (when you're ready) on-the-ground coaching through the process.

Outcome: A higher performing organization, one that is more aligned to your purpose and your customers

AT WORK: Helping a leadership team prioritize their major initiatives for the year

AT WORK: Helping a leadership team prioritize their major initiatives for the year



We Serve Transformative Leaders

Top Reasons Leaders Call Us

  1. Ambition: You have an audacious goal and need everything about how you work to work in your favor
  2. Cohesion: Your company is rapidly scaling and you want to grow up without growing apart
  3. Transformation: Your company is evolving with your customer and becoming more digital at your core
  4. Introduction: You've assumed a new role and want to empower your new team
  5. Correction: You're rebounding from a rough patch and need to bring your people back together

To a select few, change will never be a bad word. They see nothing to fear of change, like the way some people don't fear jumping out of planes or swimming with sharks. They live five minutes ahead of the rest of us. Not far enough to be foolish, just far enough to never lose their sense of wonder and their hope for something better. These people are few and only a few of them lead others, but when they do, you can see their passion, their optimism, their joy in crafting what's to come in every one of their people's eyes. Of course, you see it in the work. But even these leaders and even these teams need help at times. Their ambition and their vision for the world too often get shackled to a way of working that was designed for someone else. Someone who sought to limit the capacity of others and their capacity for change because it benefited or comforted them. 

We help leaders redesign their working reality to accelerate their team toward their ambition. We've worked with these leaders both in rapidly scaling startups and in the Fortune 500. For discretion we don't publish our client roster, but if you're interested in our case studies please contact us.


AT WORK: Here one of our clients actually describes us as 'Mr. Miyagi' because we focus on building capability, not dependency

AT WORK: Here one of our clients actually describes us as 'Mr. Miyagi' because we focus on building capability, not dependency



When We Do Our Best Work

We're different. Not like can't-take-us-home-to-meet-mom different, but over the years we've honed a unique approach to our work. While we promise to be responsive to your needs and constraints, we tend to do our best work under these conditions:

  1. We think outside of Powerpoint. Your time is better spent actively learning and applying new ways of working than admiring our type choices and image selections. Sure, we've been known to whip up a diagram or two, but you'll never receive the traditional consulting treatment from us: long on slides, short on action. 
  2. We work onsite with you. You deserve a partner that's willing to jump into your projects with you to truly understand your unique culture and business context. We do our best work when we're embedded. 
  3. We keep things simple. Your job is hard enough without consultants over-complicating it to justify their paychecks. Before we teach any new behavior or skill, we work hard to make it as simple as it can be so it's also easy to learn and adapt. Also, we hate jargon. Hate.
  4. We train your people to replace us. Most consultants want you dependent on their services, paying them year over year for their expertise. We are ADHD-prone makers at heart and we want want to move on as soon as we've equipped you to solve your own problems. To that end, we prefer to train at least 20% of your staff in our approach, practices, and habits so that you can continue to learn and improve long after we've gone.

So, just to sum it all up: we work best when we move in with you, roll up our sleeves, talk like humans, and make sure you're better off so we can leave you far more equipped to help yourselves. Hopefully that approach sounds good to you.