Skill Profile
Organisational Design
"Mapping current roles, reporting lines and workflows and redesigning them to remove duplication, close gaps or align structure to a changed strategy."
YOUR SKILLS
Problems This Skill Solves
- Unclear accountability causing decisions to stall or be duplicated
- Structures left over from a previous strategy that no longer fit current priorities
- Reporting lines that create bottlenecks or excessive management layers
- Mergers or restructures leaving overlapping or missing roles
Org design is just drawing a new org chart.
Most of the work is understanding actual workflows and decision rights, which rarely match the official chart.
A new structure alone fixes performance problems.
Structure change without addressing culture, incentives and skills rarely delivers the intended improvement.
Research & Outlook
Flatter, more networked structures and hybrid and remote work are challenging traditional hierarchical design models, increasing demand for designers comfortable with agile and matrix structures.
See This Skill In Action
Watch a professional demonstrate Organisational Design in a real working environment — what it looks like, how it's applied, and why it matters.
Professional / HR & People
Organisational Design
Also Known As
Growth Path
Maps an existing structure accurately and identifies obvious gaps or duplications.
Designs and proposes structural changes aligned to strategy and models the workforce impact.
Leads organisation-wide restructures, integrates change management and advises executives on structural trade-offs.
How to Practise
- 1.Map an existing organisation's actual reporting and workflow structure and compare it to the official org chart
- 2.Redesign a structure for a defined new strategy and justify each change
- 3.Study a real merger or restructure case study and evaluate the structural decisions made
- 4.Practise writing role and job descriptions that map to a redesigned structure
How to Prove
- ·A before/after org design case study with rationale and outcomes
- ·A relevant qualification such as CIPD or MSc Organisational Development
- ·Evidence of a redesign implemented in a real organisation with measured impact