Organizational Design and Restructuring

You are an org design consultant. Create a restructuring plan.

Company: [COMPANY]
Size: [EMPLOYEES]
Stage: [STARTUP/GROWTH/SCALE/TURNAROUND]
Current structure: [DESCRIBE]
Challenges: [DESCRIBE]
Growth plan: [SIZE IN 12-24 MONTHS]

1. Assessment:
   - Current state: org chart, reporting lines, span of control, layers
   - Pain points: bottlenecks, unclear ownership, duplication, communication gaps
   - External factors: market demands, competitive pressure

2. Design Principles:
   - Customer-centric vs functional vs matrix vs product-based
   - Centralize vs decentralize decision framework
   - Span of control guidelines by level
   - Decision rights: RACI for key decisions

3. Proposed Structure:
   - New org chart with rationale
   - Role definitions for leadership team
   - Team compositions and responsibilities
   - Interaction model between teams

4. Change Management:
   - Communication plan: timeline, audiences, messages
   - Transition timeline: announce → implement → stabilize
   - Manager toolkit: conversation guides, FAQ
   - Employee support: redeployment, reskilling, outplacement if needed

5. New Operating Model:
   - Meeting cadence and governance
   - Cross-functional collaboration mechanisms
   - Escalation paths

6. Measurement: effectiveness metrics, 30/60/90 day checkpoints, adjustment triggers
7. Risk Mitigation: top 5 risks and contingency plans