Target Organisation Design

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

Role Definition and Capability Framework Design

Our Client

  • Leadership development consultancy
  • 4 employees
  • £1m revenue

Challenge

  • Legacy associate model with no career development framework or defined grade structure.
  • Drive to build the permanent consulting team to accelerate business growth.
  • Challenge of attracting great candidates to an unknown brand.

The New Minds Solution

  • Definition of core roles with job description and candidate specification for each position.
  • Creation of a capability framework for each consulting grade, with aligned kpis.
  • Market insight to ensure opportunities are competitive and compelling to external candidates.

Success

  • Internal and external candidates assessed against clearly defined criteria and recruited within the grade structure.
  • Permanent hiring on track to meet growth targets.

OK, I’m interested. What do I do now?
1:1 Consultation

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.

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