Organisation design research and advisory
The structure that got you here was designed for a smaller company. When decisions still wait for you and new hires no longer add speed, the constraint is usually structural. We help founders find it.
The 60-second reflection is informal. The full assessment takes about five minutes.
Reported results from two individual client engagements. Not portfolio totals.
Where growth stalls
These four patterns show up repeatedly in growing companies. Each one has a structural cause that hiring alone does not fix.
Decisions queue at the top because nobody below has clear authority to make them.
Teams wait for sign-off on work they could own.
Each function optimises for its own targets, and handoffs between them slow everything down.
Projects stall at the boundary between teams.
Headcount grows faster than output because coordination costs rise with every hire.
More meetings, fewer finished priorities.
The company still runs on the founder's judgement, memory and relationships.
Progress pauses when you are away.
The SCALE Framework
Select a pillar to see how it breaks down, what it looks like day to day and what usually fixes it.
How direction becomes coordinated team-level action.
How it breaks down
Leaders believe the strategy is clear. Teams experience it as a list of competing priorities and choose for themselves.
60-second micro-diagnostic
Three questions, each weighted equally. Your score updates as you answer and becomes final once all three are complete.
This is an informal, unvalidated reflection. It is not a SCALE or SVA score and not a clinical or professional assessment. For a structured result, continue to the full diagnostic.
Provisional score, 0 of 3 answered
--/100
Answer a question to see a provisional score.
Answer all three questions to continue to the full diagnostic.
Case outcomes
Anonymised results reported from individual client engagements. Each figure belongs to one engagement and is not a total across clients.
Engagement 01: growth stage
Execution and service quality were slipping as headcount rose. Decision rights were unclear, accountability sat only at the top and the operating rhythm had not changed since the company was small. We rebuilt the organisation architecture and leadership operating model.
Engagement 02: pre-IPO
The company had outgrown the culture and leadership systems of its founder era as it approached an IPO. We rebuilt the culture architecture and stabilised leadership systems before the process began.
Engagement 03: turnaround
The company faced financial pressure and falling investor confidence. Leadership and accountability had become diffuse. We restructured leadership, redesigned decision governance and rebuilt performance accountability.
Client locations are not disclosed for these engagements.
Ways to work together
Fees are set by scope after an initial conversation. Each button opens an email to us with the service in the subject line.
01 / Diagnostic engagement
You want to know where the constraint sits before changing anything.
Fee: based on scope
Book Strategy Call02 / Focused design work
You know the constraint and need to redesign one part of the organisation.
Fee: based on scope
Book Strategy Call03 / Continuing support
You want a sounding board as the organisation keeps changing.
Fee: based on scope
Book Strategy CallBooking is by email. We reply to arrange a time; no calendar slot is reserved automatically.
