Developing Organization
While engagements often begin with a stated problem or mandate, we test these assumptions through rigorous organizational inquiry. By integrating data from workforce capability, organization design, effectiveness, and governance, we identify the systemic drivers shaping performance, overload, risk, and execution.
Our development work focuses on designing organizations that are fit for purpose, resilient to change, and capable of sustained delivery. Key areas include Target Operating Models, organization design from strategy to role architecture, competency modeling and frameworks, and optimization strategies aligned to real operating conditions.
OrgMastr treats organization capability as an asset that can be intentionally shaped. We connect external demands—market, regulatory, social—with internal structures, work systems, leadership conditions, and decision rights. The result is practical, defensible organization development that improves execution without increasing complexity, load, or dependency on heroic effort.
Our approach enables leaders to move from aspiration to operating reality—strengthening effectiveness, governance, and social value through deliberate organization design and development.
OrgMastr supports organizations to deliberately develop capability through structured, evidence-led organization development (OD). Our work follows a disciplined inquiry–diagnosis–solution cycle, ensuring interventions are grounded in how the organization actually functions—not assumptions, trends, or isolated symptoms.
Organization Design connects strategy, mandate, and operating reality to create structures that enable effective execution. OrgMastr applies a holistic design lens, addressing governance, delegation, hierarchy, specialization, processes, technology integration, and role architecture. We recognize that no organization is static; design must embed adaptability while maintaining clarity and control. Design work may target specific interventions, but always within the wider design system to avoid fragmentation. Our approach ensures alignment between external demands, internal capability, and day-to-day work—supporting accountability, coordination, leadership effectiveness, and sustainable performance at enterprise scale.
ORGANIZATION DESIGN
Target Operating Models (TOMs) provide a strategic blueprint linking purpose, strategy, capability, and delivery. OrgMastr’s TOM approach uses an open-systems methodology, integrating environmental, regulatory, social, and market conditions with internal human and technical capability. We assess mandate, vision, benchmarks, governance, risk, stakeholder interaction, and design principles to shape an executable organization strategy. The TOM informs organization design, capability priorities, and implementation roadmaps—ensuring strategy is operationally viable. This enables organizations to align ambition with capacity and translate intent into coordinated, governed action.
TARGET OPERATING MODEL
OrgMastr offers research-grounded competency modeling for organizations seeking to build or renew competency frameworks without inflation or abstraction. Our approach emphasizes behaviors, impact, and organizational relevance rather than generic lists. Competency models are anchored in strategy, work demands, and organization design and supported by assessment and evaluation methods. We provide end-to-end capability—from ground-up framework design to implementation across recruitment, development, succession, and leadership programs. These methodologies are also available through OrgMastr’s Knowledge & Learning platform, supporting internal capability building and consistency across the organization.
COMPETENCY MODELING & FRAMEWORKS
Optimization and Success Profiling define what good looks like—realistically and systemically. Using evidence from capability, design, and effectiveness diagnostics, OrgMastr builds success profiles across workforce capability, organization design, business processes, leadership, and culture. Rather than aspirational benchmarks, success profiles reflect what is plausible, sustainable, and valuable in the organization’s context. This enables targeted interventions that improve performance without overloading systems or people. Optimization strategies focus on better use of existing capability, clearer priorities, and alignment between intent, capacity, and execution.
OPTIMIZATION & SUCESS PROFILING
Strategic framework for developing organization strategy, transformation, and change. From vision and mission, to design principles, knowledge and competencies, and technology.
Proprietary model for effective competency development and strategic alignment. Focused on individual and organization capability. Emphasis on connecting profiling and behavior impact.
What does good look like? Organization design and workforce profiling. Evidence-based assessment. Applications: succession, talent acquisition, organization development, and learning.
Assessing the connection between the external environment and internal delivery (operational). Is the organization design aligned, configured, and adaptive? Human and techno-structure.
