PSYKHE | Organisational design

Organisational design

We help you redesign your operating model so structure, roles, and governance support what you're trying to achieve. We also design the conditions for that model to work in practice so that the change gets adopted, sticks, and make a difference.

Capabilities

Our organisational design offerings

AI-native operating model design

We design your operating model for
AI adoption: what use cases to prioritise, who decides, how risks are managed, and what governance and implementation look like.
Timeline: 4 weeks

Change & adoption planning

We define what needs to change, who it affects, and how adoption will be enabled, with clear rollout plans, enablement actions, and measures of success.
Timeline: 2 weeks

When organisational design might be what you need

When you're implementing major change (AI, new strategy, new tools) but governance and structure aren't ready.

When you’re scaling but your ways-of-working didn’t scale with you.

When you want your team to change their ways of working and thinking, but the systems around them hasn’t changed.

When there is unclear ownership across functions or regions.

What's included

Scope, timelines, and what you’ll walk away with

Starting at

$32,000

What you get:

AI-native operating model that defines principles, guardrails roles, responsibilities, decision points and governance.

Implementation process maps.

High-level rollout plan for a prioritised AI use case.

Identified capability and resourcing gaps.

Assumption:

Scoped to 1 business unit or domain.

Limited to 1 priority workflow or use case.

Implementation not included.

Week 1

Onboard to your industry, team structure and organisation.
Align on your team’s AI ambitions.
Co-define AI operating principles for use cases, safety, accountability, and guardrails.
Conduct stakeholder interviews to map current frictions that could be potentially solved by AI.

Week 2 & 3

Facilitate cross-functional workshops to define roles and responsibilites within the organisation.
Draft AI intake, prioritisation and selection processes for how AI workflows will be introduced.
Define decision-making structure and governance models for accountability during and post-implementation.

Week 4

Identify capability and resourcing gaps and implications for newly defined AI intake processes.
Define additional guardrails and safety measures (e.g. human-in-the-loop oversight)
Develop high-level rollout plan for the prioritised use case.
Deliver newly designed AI implementation and operating model.

Starting at

$16,000

What you get:

A change strategy with a clear stakeholder map.

Identified adoption risks and mitigation plan.

Clarity on what must be done differently from Day 1.

Adoption metrics of success.

Assumption:

Scoped for 1 change initiative (e.g. operating model, tool, workflow).

Training materials and support not provided.

Communication assets not provided (e.g. videos or EDMs).

Week 1

Onboard to your industry, team structure, and organisation.
Understand planned initiative and broader context.
Facilitate workshops with key stakeholders to align on: who is impacted, who may block or resist, key friction and adoption risks, what success looks like, and the change narrative needed to support adoption.
Synthesise workshop findings.

Week 2

Develop rollout plan for pilots, phasing and feedback loops.
Develop enablement plan for training and support model.
Develop communication plan for messaging, cadence and channels.
Consolidate and deliver for full change adoption strategy plan.

Your team

Who you'll have on the team

Lead change strategist

To frame the problem, align stakeholders, define decision rights, ownership and governance, and keep any operating models grounded in business reality.

Service designer(s)

To facilitate stakeholder discussions and workshops, capture front-stage and backstage processes and map workflows .

FAQs

Questions we frequently get

What problems do organisational design actually solve?

Organisational design addresses structural problems that block execution. Things like unclear decision rights, overlapping roles, fragmented governance, and misaligned incentives.

It helps organisations move faster by clarifying who decides what, how work flows across teams, and how new initiatives are governed. The goal is not reorganisation for its own sake, but better outcomes with less friction.

Is this only applicable for large teams or organisations?

Not at all. Organisational design can be tightly scoped to one business unit, one team or even one initiative. No matter the size, the goal remains the same: to remove bottlenecks and improve execution.

What if we've tried reorganising before and it didn't stick?

Most reorgs fail because they redesign structure but ignore adoption. We design both the operating model and the conditions for it to work—clear ownership, enablement plans, and tracking. If the structure makes sense but the rollout plan doesn't exist, it won't land.

How does this support AI and digital transformation?

AI and digital transformation change how work is done, not just the tools used.   Organisational design helps define how new capabilities are prioritised, governed, and scaled.

Without it, teams struggle with unclear ownership, inconsistent risk management, and stalled pilots. A fit-for-purpose operating model allows organisations to adopt new technology safely and effectively.

What happens after the plan — can you support implementation and rollout?

Yes, if you want us to. We can support pilots, run enablement workshops, coach teams, and track progress so the new operating model doesn't die in a deck. Implementation support is scoped separately based on what you need.