Revisit Role Design and Organizational Structure

Org design should evolve with strategy. As you grow, revisit how teams are structured, what roles exist, and how accountability flows. Update reporting lines and responsibilities to support execution.

Why it's Matters

Alignment requires a structure that supports it. As companies grow, what worked at 15 people breaks at 50. Revisiting roles, team shapes, and reporting lines ensures your org design enables executions instead of blocking it.

What You Need to Do

Review your current org structure and identify bottlenecks or confusion
Redesign roles or team setups that no longer support strategy
Clarify where decision rights sit and how authority flows

How to Approach It

Identify structural pain points (overload, misalignment, unclear roles)
Re-map teams by strategic initiative or customer journey
Clarify roles vs. titles: what each person is accountable for
Use this step to prep for future hiring and scale

Deliverables

Updated org chart with roles clarified
Role-level accountability map
Summary of structural changes and rationale

How to Tell if You Got It Right

Everyone knows their scope and who they report to
No major overlaps or gaps in execution
The org design supports —not blocks —strategic priorities

What to Watch Out For

Org structure that reflects the past, not the future
Title inflation or unclear accountability
People stuck between teams or decision-makers