Once you’ve mapped your strategy, you need to make your organization capable of delivering the goods. We call this organizational design.

In our new book, we define organization design as “The art and science of fitting the institutional components of the firm—its structure, business processes, and its entire social system—to the strategy.”

If that sounds high falutin’ we simply mean getting your:

structure right for the strategy,

business processes producing customer value consistently.

REWARD System supports the strategy.

people practices aligned with the strategy.

More than mere team-building, it supports senior leaders in identifying and removing barriers to strategic results while building a sustainable, high performance organizational culture. This methodology positions senior leaders as a coordinated strategy execution team and enables them to enlist all employees as partners in driving for strategic results.

Through this process, senior leaders assess the fit of all aspects of their organization’s design—structure, processes, reward systems, people processes—with the strategy and, where there are gaps, create plans to close them.

See our strategy maps primer.

Take the McKnight-Kaney Organization Design Assessment.