Organizational Alignment — Organizing the Future

There is a comprehensive framework supporting and integrating the key elements of every business: people, process, and information. Organizing the company to compete effectively in its market is a critical component of operationalizing strategy.

Does your organization require a high degree of collaboration in order to respond to the needs of the market? Or does it require a more process driven approach?

A properly designed company will find itself better prepared not only to implement its strategy, but also to take advantage of growth opportunities with greater effectiveness and efficiency. It can become a magnet for attracting and retaining talent. Underlying your strategy and organization are the core values that are the foundation of your company and its culture. Are they in alignment with your strategy and how work gets done?

• Performance
• Direction
• Growth
• People

• Design of the structure
• Alignment
• Role of the individual
• Management style

The Results

• Organizational alignment for a structure that supports the strategy
• Cultural alignment
• Clarity in reporting relationships, decision-making, 
information flow and work processes
• Clearly defined responsibility and accountability
• Increased operational efficiency
• Alignment of the key business drivers
• Alignment of the key organizational drivers
• Defined core values

The Targeted Outcomes

• Growth – increase revenues/profits
• Increase market share
• Create a stronger competitive position
• Create the desired organizational focus
• Improve effectiveness
• Create better operational efficiency
• Higher market valuation – preparing to sell the company
• Succession
• Risk management
• Turnaround

Case Study: Organizational Structure That Leads to Growth

The Situation

The Situation

A software development firm had been in business for 20 years and felt they had a pioneering product in the market. However, revenue was not growing nearly as fast as they wanted and they weren’t sure why. The development and the commercialization areas were not in synch with a broader business strategy and the conflict impeded the company from growing.


The Results

Working with senior leadership, Sekstant created the strategic path for the company, focusing mainly on the organizational structure itself and the players involved. Due to the internal conflict, some changes were made in key personnel. Following a period of focusing on stabilization, the company now has a stronger foundation and is poised for growth.

Need Help Aligning People, Strategy & Culture?

Our process results in organizational alignment to support the business strategy.