Organizational Development Consulting
Your business grew.The way it is organized did not.
Our organizational development consulting is for founder-led businesses of 5 to 200 people where work still routes back to the owner. We work alongside you and your team to find what is slowing the business down, then develop new roles, decisions and routines together, so the new way of working is yours from the start.
See where you stand- Teams of 5–200
- Virtual, hybrid, or in person
- Value-based, never billed by the hour
Why it gets harder as you grow
Headcount grows. Your hours don’t. The difference is what stalls.
Illustration, not data.
THE PLAIN DEFINITION
What organizational development means for a growing business
Organizational development is designing roles, decisions, structure, and habits so the business runs without routing through the owner. It decides who owns what, who can make which call, and how work and information move between people once you can no longer be in the conversation.
- Not a training program your team sits through and forgets
- Not an HR policy binder that lives on a shelf
- A change in how work and decisions move through your business, developed with you and the people who do the work
Before: every department reports up to the owner and works in its own silo.
After: the owner still leads, and their priorities and decision principles are visible, so cross-functional teams can decide on their own in line with how the owner thinks.
SOUND FAMILIAR?
Signs your business has outgrown its structure
You hired good people, but work still routes back to you.
- Your managers report to you instead of deciding for themselves
- Everyone asks permission before they act
- The culture that worked at 8 people is breaking at 40
- You’re in every decision, even though you have a full team
- Things move when you’re in the room, and stall when you’re not
That isn’t a people problem. It’s a structure problem, and you and your team can redesign it together.
SCOPE
What we work on
Most engagements touch two or three of these. The diagnosis we do together shows which ones matter most for you.
Organizational design and roles
With you and your team, we map how work actually flows, then shape roles and team structure around it instead of around who happened to be hired first. Every role gets a clear purpose and clear outcomes, and the work that falls between roles gets an owner.
Decision rights
With your leaders, we work out who decides, who is consulted and who is informed for the decisions that keep getting stuck. It is the most direct fix for the owner bottleneck, because decisions stop defaulting to you.
Span of control and team leads
When one person has too many direct reports, coaching and follow-through are the first things to slip. Together we right-size teams, agree on what a team lead owns, and coach new leads as they step into the role with real authority.
The leadership team
A leadership team that agrees on priorities makes every other fix easier. We work with your leaders as they align on goals, divide ownership and settle disagreements directly, so their teams stop getting mixed signals.
Operating rhythm
Together we build a steady cadence of planning, review and meetings so the business has a predictable pulse. Work becomes visible, priorities stop shifting with whoever spoke last, and meetings end with decisions.
Culture and change
A new structure only sticks if the habits around it change too. Together we make unwritten rules explicit and pace the change in small increments, so your team can absorb it while the business keeps running.
HOW AND ENGAGEMENT WORKS
Diagnose. Build together. Own it.
Every engagement follows the Unrestricted Humans Growth Framework. Engagements run 3 to 9 months, and the first step is always the Business Clarity Assessment.
Step one
Diagnose
Together with you and your team, we find the real blocker, not the symptom, through structured interviews, observation and our diagnostic framework. You end up with a shared, honest picture of what is slowing the business, agreed on by everyone involved.
Step two
Build Together
You, your leaders and your team develop new roles, decision rights and routines with us, working on real problems. Because you shaped it together, nobody has to sell it to the team afterward.
Step three
Own It
Because you built it, you already own it. We stay alongside you while the new way of working settles in, until your team handles the next hard thing on its own.
The Business Clarity Assessment is a two-week diagnostic that ends with a prioritized 90-day roadmap and a clear recommendation for what comes next.
Case study · Restaurant
What it looked like for one client
The problem. Scheduling was chaotic, staff turnover was high and customer traffic was falling. Underneath it, the three owners weren’t aligned, so decisions bottlenecked and staff got mixed signals. Several people were ordering inventory, which drove up costs.
What changed. Coaching put the owners’ misalignment on the table first, and once they worked through it, the other fixes got easier. Roles were clarified, scheduling was streamlined, and ordering moved to one person, saving thousands of dollars a year. The restaurant turned a profit, opened a second location, and the owners later sold the business for a significant profit.
FAQ
Frequently asked questions
What owners ask before they start.
What does an organizational development consultant do?
An organizational development consultant helps a business change how it is organized: who does what, who decides what, and how work and information move between people. We work alongside the leader and the team to diagnose where the structure is slowing you down, develop new roles, decisions and routines together, and stay until the new way of working holds without us.
How is organizational development different from management consulting?
Management consulting usually centers on strategy and analysis, delivered as recommendations. Organizational development centers on how the business runs day to day, and the change is developed inside your team rather than written up in a report.
We develop new roles, decision rights and habits with you and your team as you work, so they belong to you from day one. Nothing gets handed over at the end, because you built it.
How long does an engagement take?
Most engagements run 3 to 9 months. The Business Clarity Assessment™ takes two weeks. The hands-on Growth Accelerator that follows runs 8 to 22 weeks, depending on how many focus areas you take on. Clients usually feel the load lighten within the first 90 days.
What does it cost?
Every stage is a flat, value-based fee, tiered to what you need, and never billed by the hour. The price moves with how many people the work touches and how tangled things already are. We publish our ranges in our breakdown of what consulting costs.
Do you work remotely?
Yes. We work virtually, hybrid or in person, depending on what your team needs. Many growing teams are already split between offices and home, so we design the work around how yours actually operates.
Your first step
See where you stand.
Twelve quick questions on the best and most challenging parts of your business. You’ll get a clear read on where your structure is holding you back, and what to do next.
Are you ready?No pitch inside. No obligation after.
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01
Answer 12 questions
On your own time, about your team, your decisions and how work moves.
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02
See your results
An honest picture of what’s working and where the friction lives.
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03
Talk it through, if it fits
If your results point to a conversation, you can book a call with us from there.