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42 lines
3.0 KiB
Markdown
42 lines
3.0 KiB
Markdown
# Organization Design Decision Workflow
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Use this workflow for topology, talent, reward, and culture choices; do not treat it as employment-law advice or a project plan.
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## Repeatable Method
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1. **Frame inputs:** strategy and value streams, required capabilities, team boundaries, decision rights, headcount/cash limits, locations, talent data, and employee experience risks.
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2. **Model options:** compare topology and talent alternatives using cognitive load, dependencies, span, skill coverage, equity, manager capacity, and reversibility. Make assumptions explicit.
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3. **Decide with gates:** choose only with accountable executives, role/decision-right artifacts, measurable health and delivery outcomes, consultation plan, and legal/employee-relations review where relevant.
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4. **Validate:** pilot boundaries or hiring plan; review cycle time, dependency load, retention/engagement signals, inclusion impacts, and regretted attrition. Adjust without treating survey silence as approval.
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5. **Package evidence:** maintain topology map, capability/talent matrix, leveling/reward assumptions, consultation record, risks, and review date using `artifact-pyramids`.
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## Worked Example
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A 60-person product company has overloaded platform engineers and slow releases. The decision creates one stream-aligned product team and a small platform team with explicit APIs and an enabling rotation. A 90-day pilot targets fewer cross-team dependencies, stable on-call load, and improved lead time; compensation changes are not inferred from topology and go through HR and counsel review.
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## Reusable Artifact
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```text
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Org design decision record
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Strategy/value stream / owner / date / review date
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Capabilities and current topology:
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Options, assumptions, equity and employee risks:
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Decision rights, team boundaries, roles and spans:
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Talent/reward implications and consultation:
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Pilot measures (delivery, health, inclusion) and stop rules:
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Evidence, dissent, approvals, and next review:
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```
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## Routing Matrix
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| Need | Route to | Handoff in / out |
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| Strategy and portfolio choice | [strategy-frameworks](../../strategy-frameworks/SKILL.md) | Capability constraint in; strategic choice out |
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| Headcount or compensation economics | [financial-modeling](../../financial-modeling/SKILL.md) | Staffing assumptions in; scenario cost out |
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| Technology capability evaluation | [technology-radar](../../technology-radar/SKILL.md) | Capability need in; technology options out |
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| Hiring/reorg implementation | [implementation-planning](../../implementation-planning/SKILL.md) | Approved design in; sequenced work out |
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| Evidence dossier | [artifact-pyramids](../../artifact-pyramids/SKILL.md) | Decisions and consultation record in; durable index out |
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| Employment-law interpretation | [legal-strategy](../../legal-strategy/SKILL.md) | Proposed change in; counsel questions/constraints out |
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Do not create a Phase 2 people specialty sibling. Route legal interpretation to counsel and delivery sequencing to implementation planning.
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