Service
Organizational Development Consulting
An organizational development consultant works on how a company actually operates, which is rarely what its chart says.
Free call first, then the $1,500 Bottleneck Diagnostic
Key takeaways
- The org chart is a claim. The real system shows in where decisions stop and which requests route around a manager to you.
- "I hired good people and every decision still comes back to me" is almost never a hiring problem. It is capable people who were never given the right to be wrong.
- Every recurring decision gets an owner, a consult list and a spend limit, in writing. Boring, and it removes more friction than anything else.
- You, your managers and the people doing the work each describe a different map. We interview all three.
An organizational development consultant works on how a company actually operates, which is rarely what its chart says. The chart is a claim about authority. The real system shows in where decisions stop, who gets consulted informally, and which requests go around a manager straight to you. Those three things are what we map and change.
What this covers
- Every recurring decision that matters gets an owner, a list of who to consult, and a spend limit
- An accountability model you can run without hovering over people
- Culture treated as what people actually do, with named examples, never as a values poster
- Your existing team worked with for the full 90 days before any hire is recommended
- A handover document so the change holds after we leave
- Interviews across at least 3 levels, because decisions look different from each one
The sentence owners say
It is almost always the same one: I have hired good people and every decision still comes back to me. Owners read this as a hiring failure and think about replacing someone. It usually is not. Capable people were given a title and a remit but never the right to be wrong about anything. After a couple of reversals they learn to ask rather than decide, and you conclude they lack initiative.
What we work on
- Decision rights, first. Every recurring decision that matters gets an owner, a list of who to consult, and a spend or scope limit, written down. It is unglamorous and it removes more friction than anything else on this page.
- Accountability, second. A model you can run without hovering: what gets reported, how often, and what happens when a commitment is missed. That last part is where most systems in owner-led companies go quiet, which is why they decay.
- Culture, third, and only as behavior you can see. What gets escalated, what gets tolerated, what happens to the person who brings bad news early. A values statement on a wall is not culture.
How it works
Interviews across at least three levels of the company, because you, your managers and the people doing the work each see a different map and only one of them is right about any given decision. Then a written finding, then working sessions to rebuild decision rights with the people who hold them in the room.
It ends with a handover document. If the change needs us in the building to survive, it failed.
A note on hiring
Recommending a COO or an operations manager is the most common output of this kind of consulting and the most often premature. If your current managers are not allowed to decide, a more expensive manager will not be allowed to decide either. The hiring question waits until the decision rights are fixed.
Alternatives
Organizational design consulting when the structure itself is wrong. Change management consulting when the change is already decided and stalling. Executive coaching when the real issue is your own reluctance to let go.
| First step | A free 30-minute call |
|---|---|
| Then | The Bottleneck Diagnostic, $1,500, fixed |
| After that | Scoped and priced from what the diagnostic finds |
| Delivery | Virtual, or on site by arrangement |
| Built for | Owner-led companies, $500k–$50M revenue |
| If we are not the fix | We say so on the call |
Next step
How to start
Book a free call. We talk for about thirty minutes about your company and what is stuck. If it sounds like something we can help with, the next step is the Bottleneck Diagnostic, a fixed piece of work at $1,500 that tells you in writing what is actually holding the company back. Any work after that is scoped and priced from what the diagnostic finds. If it turns out we are not the right fit, we will tell you on the call.
Locations
Organizational Development Consulting by city
Start with a free call
Thirty minutes about your company and what is stuck. If we can help, the next step is the $1,500 Bottleneck Diagnostic. If we cannot, we will say so.