Category Change Management

Why Organizational Design is Vital for Businesses with Under 100 Employees

As the owner of a business employing less than 100 people, you are likely well aware that an effective organizational design is a significant factor for success. This article delves into how a thoughtfully designed organizational structure can enhance your company’s efficiency, productivity, and profitability.

Boosting Efficiency

Are you struggling to get the most out of your team or finding it hard to keep up with competitors due to inefficiencies? 

Efficiency ranks among the highest benefits of a well-planned organizational design, particularly for businesses with fewer than 100 employees. A carefully structured organization can maximize the use of resources and achieve more in less time. This level of efficiency can bolster productivity – a critical element for any small business intending to thrive in today’s competitive landscape.

Clarifying Roles and Responsibilities

Are you tired of witnessing miscommunication, redundancy, and frustration in your team due to unclear roles and responsibilities? 

A well-defined organizational structure ensures each team member knows their role and responsibilities, fostering a smoother, more collaborative working environment. This clarity eliminates the confusion that can arise when roles are ambiguous or overlap, leading to duplication of efforts or important tasks falling through the cracks. Moreover, when employees understand their individual responsibilities and how they fit into the larger picture, they are more likely to take ownership of their tasks, leading to higher levels of job satisfaction. Finally, clear roles and responsibilities can also make it easier to identify skill gaps, training needs, and opportunities for employee growth and development, which can further enhance productivity and team morale.

Enhancing Communication

Are you feeling frustrated with the constant communication breakdowns in your company, affecting productivity and customer satisfaction? 

An effective organizational design can also significantly improve communication within your company. A well-structured system encourages easy collaboration and idea-sharing among team members. Clear lines of communication mean everyone can easily understand progress and contribute effectively to decision-making. A defined chain of command reduces misunderstandings across departments, speeding up response times and improving overall customer service.

Fostering Focus and Organization

Are you overwhelmed with managing tasks in your small business, struggling to determine who should take on what, leading to confusion and lethargy among your employees? 

For businesses with fewer than 100 employees, organizational design can bring much-needed focus and structure. A well-designed plan spells out who is responsible for each task, removing guesswork and allowing for more efficient allocation of tasks. This clear delineation of duties reduces confusion in the workplace, keeping employees motivated by letting them know their contributions are seen and valued.

Promoting Agile Change Management and Competitive Edge

Are you feeling stifled by your current organizational structure, finding it difficult to adapt to market shifts or customer demands rapidly? 

Having an effective organizational structure can provide smaller businesses with the agility needed for efficient change management and competitive positioning. A systematic approach to reorganizing operations allows for quick adjustments to strategies or processes to meet customer needs or gain a competitive edge in the marketplace. It ensures stability within your organization amid any external changes or market fluctuations.

In conclusion, a well-designed organizational structure is vital for businesses with fewer than 100 employees seeking an edge in efficiency, team collaboration, customer service quality, and agile change management. When executed correctly, it can catalyze your business to reach its full potential and create an environment where every team member feels their contributions are making a difference. Take the time to invest in effective organizational design – you’ll find that the rewards are well worth the effort. Connect with us for a complimentary discovery call.

Some Books to Read on Organizational Design

  1. Organization Design: Simplifying Complex Systems” by Nicolay WorrenA comprehensive guide to understanding the complexity of organizational design in the modern business environment.
  2. Designing Your Organization: Using the Star Model to Solve Five Critical Design Challenges” by Amy Kates and Jay R. Galbraith: This book provides a practical approach to organization design with a focus on the ‘Star Model’ framework.
  3. “Organizational Design: A Step-by-Step Approach” by Richard M. Burton, Børge Obel, and Gerardine DeSanctis: This book offers a step-by-step approach to organizational design with a focus on designing and managing organizations as dynamic systems.
  4. “Reinventing Organizations: A Guide to Creating Organizations Inspired by the Next Stage of Human Consciousness” by Frederic Laloux: Laloux presents new models for organizations that align with more evolved stages of human consciousness.

Helpful Articles to Read:

  1. “The 5 Classic Mistakes in Organizational Structure: Or, How to Design Your Organization the Right Way” Organizational Physics
  2. “10 Principles of Organization Design” from Strategy+Business
  3. “The Importance of Organizational Design” Harvard Business Review
  4. “Organizational Design: The Rise of Teams”, Deloitte Insights (2016): This article discusses the shift towards team-centric organizational designs, highlighting the benefits of this structure.
5 Leadership Skills to Drive Empathetic Organizational Change

To create organizational change while still maintaining trust and empathy, leaders must have a deep understanding of their organization and its people. This article highlights five essential leadership skills that will help you drive empathetic organizational change: self-awareness, problem-solving, communication, collaboration, and emotional intelligence to drive lasting organizational transformation.

#1: Self-Awareness

The first essential skill for driving empathetic organizational change is self-awareness. Self-awareness involves understanding your own strengths and weaknesses, as well as having an understanding of the people around you. Being self-aware will help you become a more effective leader and foster better relationships with employees, stakeholders, and customers. Additionally, it will help create an environment of trust within the organization by allowing you to understand different perspectives and empathize with those affected by changes.

#2: Empathy Mapping

The second key leadership skill that helps drive empathetic change is empathy mapping. This involves collecting and analyzing data to gain insights into employees’ needs, wants, attitudes, and behaviors. Doing so allows leaders to understand how employees interact with each other and the organization’s products or services. This will aid you in making informed change management decisions. Additionally, empathy mapping can help identify areas where further research may be needed in order to understand employee needs more deeply.

#3 Communication

Communication is another vital leadership skill when it comes to driving empathetic organizational change. Leaders need to use active listening and storytelling techniques in order to build trust with stakeholders throughout the entire process of organizational transformation. Whether communicating through email, meetings or other means of communication, leaders must ensure that they are communicating their message clearly while also showing empathy toward everyone involved in the process.

#4: Systems Thinking

Systems thinking is another important skill for leaders who are driving organizational change initiatives. Systems thinking allows leaders to consider how different parts of an organization work together in order to achieve success in any given project or initiative. With systems thinking, leaders can take a holistic approach when making decisions about changes that need to be implemented within the organization.

#5: Collaboration/Co-Creation

Finally, collaboration and co-creation are essential leadership skills for driving successful organizational change initiatives. Leaders should strive to empower employees at all levels by encouraging collaboration among teams working on specific projects or initiatives related to the overall goal of organizational transformation. Co-creation also gives employees a sense of ownership over the changes taking place within their organization – leading them to feel more connected with their role in the transformation process.

Quick Summary

Empathetic leadership is essential for driving successful organizational change initiatives as it encourages trust among stakeholders while also creating an environment conducive to collaboration across teams within the company. By leveraging these five key skills – self-awareness, empathy mapping, communication, systems thinking, collaboration & co-creation – CEOs and COOs can lead their organizations toward transformative change without sacrificing empathy or transparency along the way.

WWC can help you increase your awareness as a leader. We conduct research and empathy mapping to help you understand the current state of your organization and how to communicate with your employees. We act as a trusted advisor to guide you into systems thinking so you can collaborate, co-create, and innovate to increase your revenue. Contact us now for a complimentary consultation.


  1. The importance of self-awareness in leadership –
  2. Empathy mapping as a tool for understanding employee needs –
  3. Effective communication techniques for leaders –
  4. Systems thinking and its role in organizational change –
  5. The importance of collaboration and co-creation in driving organizational change –