Organizational Design

Growth exposes structural gaps that were invisible when the company was small. Roles overlap. Decision-making bottlenecks at the founder. New managers are promoted without frameworks for leadership. And the organization chart — if one exists — no longer reflects how work actually gets done.

Solvane helps growing companies design the structure, roles, and accountability systems needed to scale beyond founder-led operations. We clarify who owns what, how decisions get made, and what leadership looks like at the next stage of growth.

Our work is practical, not theoretical. We do not deliver org charts in isolation — we build the decision rights, meeting rhythms, and role definitions that make structure actually work in a fast-moving business.

Built for companies outgrowing their original structure — where founders need to delegate and teams need clearer accountability to scale.

• Founder-led businesses where the CEO is still the hub of most major decisions
• Companies that have promoted top performers into management without leadership development
• Organizations with overlapping roles, unclear reporting lines, or siloed teams
• Leadership teams preparing for rapid headcount growth or geographic expansion
• Businesses approaching a succession event, partnership change, or ownership transition

Phase 1 — Organizational Assessment (Weeks 1–2)
Confidential interviews with leadership and key managers, analysis of decision flows, and assessment of current role clarity, spans of control, and management effectiveness.

Phase 2 — Target Design (Weeks 3–5)
Facilitated leadership sessions to define the target operating structure, decision-making framework, and role architecture. We pressure-test the design against growth plans and current pain points.

Phase 3 — Role Definition (Weeks 6–8)
Detailed role charters for leadership and management positions: responsibilities, decision rights, success metrics, and interfaces between roles. Includes RACI frameworks for cross-functional work.

Phase 4 — Transition Planning (Weeks 9–10)
Communication plan, leadership coaching on delegation, and sequencing for structural changes. We support the hardest part — helping founders and senior leaders let go of decisions they no longer need to own.

• Clear role definitions and accountability frameworks for leadership and management
• Decision-making system with tiered authority — strategic, operational, and routine
• Management structure aligned to 2–3 year growth goals
• RACI documentation for cross-functional workflows and initiatives
• Leadership development plan for emerging managers
• Succession planning for critical roles including the founder's evolving responsibilities

• Role clarification and job design — Detailed role charters with responsibilities, authority, and success metrics
• Accountability frameworks — RACI matrices and decision rights documentation for leadership teams
• Leadership development planning — Assessment and development paths for emerging managers
• Decision-making systems — Tiered authority framework so decisions happen at the right level
• Management structure design — Org architecture aligned to growth strategy and spans of control
• Succession planning — Identification and development of successors for critical roles
• Change management support — Communication and transition planning for structural shifts