Absolute clarity about the roles your consultancy will need in three years’ time means you can align your short-term decisions with long-term goals. A target organisation design will give you that clarity.
Consulting businesses tend to grow organically and shape themselves around the skills and resources immediately available. It’s a short-sighted approach that produces short-term results.
Working with you, we’ll create a target organisation design that will futureproof your business. Then we’ll help you make the transition to that structure through your day-to-day decisions.
Organisation Structure
- What is the right mix of permanent staff and associates?
- What grade structure do you need in your consulting team?
- What is the optimum split between back office and client-facing teams?
- What level of utilisation can you expect by role?
- Should everyone carry a sales target?
Role Definition
- What are the KPI’s by role?
- How do you balance individual and team accountabilities?
- Does everyone in your team understand their responsibilities or is there overlap between roles?
- How do you approach defining new roles within your business?
Capability Frameworks
- Do your consultants know what they need to do to progress within your business?
- Do you have the support structure in place to enable them to achieve this?
- Do you have a framework that enables you to identify high performers and/or those that are not achieving?
- What does good really look like?
Case Study
From attrition to alignment
Our Client
- Established market intelligence and strategy consultancy.
- Financial Services specialism.
- Team of 25+ employees.
Challenge
- Longstanding issue of high employee turnover.
- Repeated cycles of growth and downsizing.
- Lacking career progression clarity.
- Business development responsibilities introduced too early in employees’ careers.
- Existing capability framework and role structures misaligned with market norms.
The New Minds Solution
- Benchmarked salaries and grade expectations.
- Redesigned capability framework to create structured career pathways.
- Redefined roles with clear responsibilities and expectations.
- New management grade introduced to strengthen leadership and reduce pressure on senior leaders.
- Recruitment support: nine consultants hired across varied grades in six months.
Success
- Reduced regretted attrition – top performers chose to stay.
- Improved clarity on progression, boosting morale and engagement.
- Stronger project oversight and client delivery through new management tier.
- Clearer, market-aligned talent strategy to support sustainable growth.
OK, I’m interested. What do I do now?
Perhaps you are thinking about what your organisation structure needs to look like in 12 or 24 months, or maybe you are struggling to hire a key member of your team and need some advice.
Whatever you need, we’ll do our best to help.