Empower your organization.
Design it with AI.
Collectively, time-effectively & valuably.
Empowering organizations, designing with AI
What your free trial includes
Starting a free trial creates a basic test project for you. The agent guides you through it in the chat.
- Two interviews — run them with your own stakeholders, or with yourself.
- Your own documents — load an org chart, job descriptions or interview guidelines.
- Diagnostics — the Root Causes and Effects pages, built from your interviews and documents.
- Three scenarios — three organizational structure scenarios are open; the others stay greyed out.
- The scorecard — score the AS IS organization and the three scenarios against your design criteria.
At the end, the agent asks for your feedback, your contact details and how you would like to proceed.
What
Agentic organization design, from the resources you already have to a clear assignment for every unit.
Leveraging all available resources
Org charts, job descriptions, MCP connections to key resources, …
Defining your own guidelines for the interviews
Framing script, mandatory and optional questions, closing script and interview techniques — tailored to your project.
Conducting in-depth agentic interviews with all stakeholders
Not restricted by budget or resource availability.
Identifying and eliminating organizational dysfunctions
Blurs, gaps, overlaps, bottlenecks, single points of failure, shadow operations & systems, …
Aligning the structure with its strategic objectives
And with its operational characteristics, through explicit design & sorting criteria.
Establishing clear unit assignments
Goals, activities, scope, autonomy level, team requirements, interdependencies, governance requirements and (AI) automation potential.
How
Six phases in a linear flow. Click on a phase to see the details.
Phase 1 Set-up
- Define the scope and the why of the project.
- Grant access to relevant static resources (e.g. organization charts, job descriptions, process flowcharts, …).
- Establish MCP connections with third-party software when desired (e.g. Office 365, Workday, …).
- Establish the team and their roles.
- Approve the budget and the timeline.
- Tailor & calibrate the interview settings, based on our pre-established framework: framing script, questions (mandatory or optional), closing script, interview techniques, built-in evaluation and trained agent.
Phase 2 Interviews
- Plan the interviews.
- Grant access to relevant interview-specific documents prior to the interview (e.g. activity log, list of output documents, list of meetings, …).
- Execute the (voice) interviews.
- Review the interviews.
- Provide feedback on the interviews.
- Ask and respond to any follow-up questions.
Phase 3 Diagnostics
- Extract the information from the interviews, the static resources and the connections to summarize the key findings into a Dashboard for the Root Causes and a Dashboard for the Effects.
- Review and fine-tune where needed (Human in the Loop).
Phase 4 Design & Sorting Criteria
- Design criteria: extract the information from the interviews, the static resources and the connections to establish the strategic performance standards used to evaluate and choose organizational structures — what will make the organization successful. About 5–6 criteria, usually not achievable at the same time, together with the actions and behaviour to reinforce and the actions and behaviour to stop.
- Sorting criteria: the specific categorical dimensions used to group and divide people and units. Category examples: functional groups (purchase, sales, engineering, finance, …), product/service groups, geography, customer segments, degree of variability (low/high), degree of certainty (low/high), perspective/orientation (outside-in, inside-out, outside-in & inside-out), …
- Review and fine-tune where needed (Human in the Loop).
Phase 5 Scenarios & Scorecard
- Generate 10–15 organizational structure scenarios, from incremental to disruptive.
- Score the current organizational structure and the selected new scenarios against the design criteria.
- Fine-tune the scenarios & the design criteria.
- Select the preferred organizational structure.
Phase 6 Unit Assignments
- Establish the goals, activities, levels of scope, autonomy, team requirements, interdependencies and potential (AI) process automations per unit in the preferred organizational structure.
- Review and fine-tune the unit assignments, the preferred organizational structure and the design & sorting criteria.
Organizational dysfunctions you might have experienced to a certain extent
Misalignment with the core strategic objectives
The organization is structured in a way that does not fully support the success in the core strategic objectives.
Operational symptom: low added-value or even conflicting activities are being performed.
Blurs
Role & boundary ambiguity. Situations where it is unclear who owns a specific responsibility, outcome or decision. No one explicitly owns it, but multiple people touch it inconsistently.
Operational symptom: decisions get stalled in endless alignment meetings, or tasks are passed back and forth because no single role has clear accountability.
Gaps
Unassigned work & missing capabilities. Critical tasks, decisions or strategic capabilities that are completely unassigned to any formal role or team.
Operational symptom: important work falls through the cracks, or the organization relies heavily on informal "fixers" stepping up outside their actual job descriptions to keep operations running.
Overlaps
Redundancy & territorial friction. Areas where two or more roles or departments explicitly claim ownership over the exact same task, process or decision rights.
Operational symptom: duplication of effort, territorial politics, conflicting directions given to team members, and wasted resources.
Bottlenecks & single points of failure
Critical reliance on specific people, causing the process to be too slow or to fail.
Management layers
"Lasagna effect": too many hierarchical layers.
"Flat bread effect": a high span of control and a limited number of management layers, causing the leaders to be overstretched.
Identifying them and addressing them requires
- A high effort in time to conduct in-depth interviews (information gathering), perform the analysis, propose solutions and manage the project.
- The involvement of an independent, neutral external organizational design consultant with the following skills and expertise:
- Objectivity
- Coaching
- Organization design
- Business process modelling
- Project management
- Change management
- This drives up the budget required for such projects.
- And this kind of project is typically perceived as high-risk, because the changes that come out of it are highly visible, impact people, may meet high resistance, and the outcome might seem uncertain.
- To contain the budget, the number of employees interviewed might be reduced. For similar reasons, not all the available information is being leveraged.
- The consequence is that it affects the completeness of the analysis as well as the buy-in and engagement of the whole team, which increases the risk profile of the project.
On the one hand
AI is going to significantly bring those organizational dysfunctions even more to the surface, amplify them and increase their occurrence.
On the other hand
AI can be leveraged to lower the cost, shorten the timeline, reduce the risk profile and increase the overall engagement in and effectiveness of such a project.
That's exactly our passion and expertise.
Pricing
Priced per project. Enter your high-level parameters to get the total price.
Unit prices: €299 per interview · €2,799 per organizational unit · €199 per resource. All prices VAT excl.
Empower your organization. Design it with AI.
Start with a free test project: two interviews, your own documents, the diagnostics, three scenarios and the scorecard.
Start free trial