How OD Can Help at Different Stages

Organizational Design can support your unit whether you’re exploring a concern, developing a proposed structure, or putting changes into practice. You do not need a finalized organizational chart or solution before reaching out. Support is tailored to your unit’s needs and may involve one or more of the stages below.

Early Stage: Understanding the Need

When responsibilities feel unclear, priorities are shifting, or you’re unsure what needs to change, OD can help you:

• Understand the current structure and how work gets done.
• Clarify roles, gaps, overlaps, and coverage needs.
• Explore options for organizing the work.

Focus: Understanding what is happening today and what your unit needs moving forward.

Mid-Stage: Developing the Direction

When ideas or a proposed structure are taking shape, OD can help you:

• Refine roles, responsibilities, and reporting relationships.
• Identify potential staffing, workload, and budget implications with the appropriate partners.
• Clarify options and tradeoffs to support leadership decisions.

Focus: Translating ideas into clear roles, responsibilities, and decisions.

Later Stage: Supporting Implementation

When changes are being introduced or a new structure is in place, OD can help you:

• Plan communication and rollout.
• Prepare leaders to support employees through the transition.
• Identify needed adjustments to roles, workflows, and coverage.

Focus: Helping people adapt and supporting the work as it stabilizes.

Start with a Conversation

Not sure where your unit fits? Contact Organizational Design to discuss what is changing, what feels unclear, and what support would be helpful.

Organizational Design provides assessment, options, and recommendations. Unit leaders remain responsible for decisions, funding, and required approvals.