Does this require a reorganization?

Not necessarily. Many issues can be addressed through clearer decision rights, interfaces and operating cadence within the current structure.

How will we know the model is practical?

We test it against real recurring decisions and scenarios, then agree specific transition actions with the people who will use it.

Yes. The lab makes decision rights and exchanges clear across functions, including business, operations and technology.

2–4 weeks · Fixed-fee, scoped up front

Resolve the roles, decision rights, interfaces, and operating cadence that keep cross-functional work moving.

Who decides, who contributes, and how should cross-functional work move?

Leaders facing recurring escalations, blurred responsibilities or slow decisions across functions, lines of business, operations and technology.

Week 1
Identify recurring decisions and the interfaces creating the most friction.
Week 2
Define decision rights, roles and the information each decision needs.
Week 3, when scoped
Test the proposed model against real scenarios with the affected teams.
Week 4, when scoped
Agree the operating cadence, transition actions and accountable owners. A two-week scope combines testing and transition planning with the core design work.

A reorganization for its own sake, an HR staffing study, or a tool implementation. The focus is the decisions and interfaces that enable work.

Common questions

Your next decision

A 25-minute conversation, directly with Twanita.