We can create a competitive advantage in how we design Whereby as a company of human beings. This means through being thoughtful about what kinds of principles we put in place which enable us to be more strategic and diligent about future restructures, or additions to the organisation.

Organisational redesign is the tension point of structure, processes, and people (talents, strengths, career path). It comes together to help us achieve our strategic outcomes and goes beyond the traditional tinkering with “lines and boxes” on an org tree.

What is good organisational design?

There is plenty written about how to initially create a world-class, fit-for-purpose organizational design at a period of crisis or growth. Some of these well-established principles are relevant all the time, like, "focus on the longer-term strategic aspirations."

However, good organizational design goes beyond just the programme of making the changes, and considers the principles we must apply whenever we make small adjustments. Organizational design is a constantly evolving organism which needs deliberate action to thrive.

When do we, as leaders, need to consider this document?

In short, regularly. Whenever we:

• Are adding a new team member, or selection of team members,
• Make significant changes in our strategic direction (new products, new customer base, new region),
• Consider a series of promotions or role adjustments, and
• See things aren't going to plan, and we need to pivot or refocus.

Whereby's Organisational Design & Clarity principles

• Biased towards top-talent
• Lean
• T-shaped
• Flexible
• Diverse & Inclusive
• Tech-enabled