Build systems + structures that grow with you.
Organizations are living systems,
not org charts.
UNIQUE APPROACH
I call myself an organizational gardener, and I mean it. You can't force growth. You can't mandate culture. But you can design the right conditions, put the right people in the right soil, and make sure the incentives actually point toward the outcomes you want.
Real organizational design is asking deep questions: How do we make decisions? Are our structures rewarding the behaviors that drive your mission? Are your board members engaged and thriving?
The work starts with listening. Then diagnosis. Then honest design, co-created with the people who live in it.
You don't have to have
it all figured out to start.
The Growing Startup
You've outgrown "everyone does everything," but you're not sure what comes next. Before you hire ten more people into a structure that doesn't work, let's get the design right.
The Established Matrixed Organization
Your mission is bigger than ever. Your team is stretched. Your board meetings feel like obligatory calendar events. There's a better version of this organization, and it's not that far away.
The Organization in Transition
New leadership, a merger, rapid growth, or a strategy shift that broke the old structure. Change is already happening. Let's make sure the new design is actually better than what you left behind.
Organizational design for every stage and every structure.
No two engagements look the same, because no two organizations are the same. Here's where we typically focus:
Board Development
& Governance
Healthy boards don't just happen. They're built, intentionally, with the right composition, clear roles, and structures that let them actually govern instead of just meeting once a quarter to rubberstamp decisions.
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Board assessment and gap analysis
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Governance frameworks and bylaws review
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Committee design and charter development
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Board recruitment and onboarding strategy
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Executive-board relationship clarity
Organizational
Design
Mission-driven organizations face a particular challenge: designing a structure that honors values, attracts talent, and still runs efficiently enough to stay solvent. We've been there, and we know what actually works.
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Organizational structure assessment
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Role and function design
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Mission-compensation alignment
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Leadership succession frameworks
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Culture by design, not by accident
Start-Up Design to
Full Restructure
From "we're five people and things are getting complicated" to "we've grown too fast and nothing is working anymore," this is the full spectrum. We meet you where you are and build toward where you need to go.
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Founding team structure and decision rights
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First-hire sequencing strategy
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Scaling frameworks for rapid growth
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Post-merger integration design
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Full restructure and transformation
Alignment isn't
a culture deck.
It's a design problem.
You can have the best values statement in the industry and still watch your team optimize for the wrong things, because incentives, not intentions, drive behavior.
When your comp plan rewards individual sales but you're asking for collaboration, you'll get competition. When your board is evaluated on attendance but not impact, you'll get attendance. When your leaders are rewarded for stability but the mission demands innovation, you'll get stagnation.
Incentive alignment is about making sure what you're measuring, what you're paying for, and what you're celebrating is actually the same thing as what you say you want. That's the work.
THE FUN PART
Compensation Design
Structures that reward the outcomes you actually want, not just the ones that are easiest to measure. Includes base, variable, and non-cash recognition.
Decision Rights Clarity
Who decides what? Who needs to be consulted? Who just needs to know? Ambiguity here costs more than almost anything else in an organization.
Role Architecture
Clear roles aren't bureaucracy. They're the thing that lets talented people actually use their talent without spending half their energy on internal politics.
Growth Path Design
If your best people can't see a future at your organization, they'll find one somewhere else. Career architecture is a retention strategy.
Measurement That Matters
Metrics shape behavior. The wrong ones create exactly the dysfunction you're trying to fix. We help you measure what matters, and stop measuring what doesn't.
Good design is the kindest thing you can do for your people.
When structure works, humans flourish. Let's build something that grows the people who grow your mission.