The Work
PHASE 1: ASSESSMENT
Understand your current state. We interview leadership, map roles, identify gaps between what's on paper and what actually works.
PHASE 2: DESIGN
Design what should be. We create 2-3 alternative structures with clear roles, reporting lines, and responsibilities.
PHASE 3: IMPLEMENTATION
Make it real. We support the transition, train leadership, and refine as you go.
The Value
Every organization has a story, and your structure should enable it, not constrain it.
When leadership changes or the school grows, org charts get outdated. People operate in the gaps. Accountability disappears. Communication breaks. We map what your people actually do against what your school needs done, then design a structure that makes sense for your mission.
The result is clarity. Everyone knows their role. Leadership is aligned. The institution runs better.
Investment
Cost & Commitment
Full Leadership & Organizational Design Engagement: $22,500
8-10 week engagement including organizational assessment, 2-3 alternative structures, change management planning, and 30-45 days of post-launch support.
What's Included:
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Leadership and staff interviews (15-20 hours)
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Current state analysis and gap identification
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2-3 alternative organizational models with pros/cons
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Detailed role definitions and responsibility mapping
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Institutional dashboard design
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Implementation playbook and change management plan
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30-45 days of post-launch adjustment and support
Timeline: 8-10 weeks (flexible based on your school's pace)
Frequently Asked Questions
This sounds academic. Do you actually restructure our org chart? Or do you consult and we do the work?
We do both.
Phase 1 (Listening & Design, 3-4 weeks, $8K): We interview staff, map workflows, identify where roles overlap or gap. We deliver an org chart recommendation + rationale.
Phase 2 (Optional Implementation Support, 8-12 weeks, $12K): We support your execution, we brief the team, coach through transitions, help people land in new roles. By default, you own the execution. But if you want a partner through the change, we can do that too.
Who is this for? Is this a Head-level conversation, or does the whole team need to be involved?
It starts with the Head and leadership team (usually 5-8 people). We listen to them first: "What's working? What's creating friction? What's unsustainable?"
Then we interview staff at all levels to understand how work actually flows. The final recommendation goes back to the leadership team for decision-making.
If you implement, we recommend staff communication from the Head, and we can help with that.
How does this help my school? Better communication? Clearer roles? Happier staff?
All of the above. Here's what usually happens:
You have 12 people doing the work of 15 because roles aren't clear and people overlap on everything. Some staff are buried; some are underutilized. Leadership meetings are long and inefficient because it's not clear who should be in the room.
We clarify: Who owns what? What decisions does this person make? Where do we need collaboration? The result is clearer accountability, fewer meetings, happier staff because they know what they're responsible for.
What happens if we restructure and it doesn't work? Do you support implementation?
Restructuring is always messy. We can support it.
If you want Phase 2 (implementation support), we're there during the transition, coaching conversations with individual leaders, helping people land in new roles, adjusting as needed. It's not a one-shot recommendation; it's a partnership through the change.
How much does this cost? Is it a one-time engagement or ongoing?
Phase 1 (Listening + Design, 3-4 weeks): $8,000. You get the org design recommendation.
Phase 2 (Implementation support, 8-12 weeks): $12,000. You get ongoing coaching, staff communication support, and adjustment as needed.
You can do Phase 1 alone and decide on Phase 2 later. Most schools do both.
What's the timeline? Are we talking weeks or months of work?
Phase 1 is 3-4 weeks. Phase 2 (if you do it) is 8-12 weeks of part-time support. By month 4, your new structure is in place and people have settled into roles.
How do you know what the "right" structure is for our school?
There's no one right structure. We map how your school actually works, identify where friction lives, and recommend changes based on that specific reality.
For a 150-student school, the structure looks different than a 400-student school. For a school just added a new program, the structure looks different than a stable school. We design to fit your actual needs, not a template.
What if we've already tried restructuring and it didn't work?
That's actually valuable information. We'll ask: What was the structure? What went wrong? Was it the structure itself, or the implementation? Most failed restructures fail on execution and communication, not on the actual design.
Phase 2 exists precisely because restructuring is hard. We can help you stick the landing this time.
Do you recommend we eliminate positions or reduce staff?
We recommend structural changes based on what we're hearing. Sometimes that means consolidating roles (and yes, reducing headcount). Sometimes it means adding clarity without changing headcount.
We'll be honest about what we think will work. What you actually do is your decision.
How do you handle staff concerns about job security?
Good question. Restructuring is scary for staff. If you implement, transparency from the Head is essential: "Here's why we're changing. Here's how this affects you. Here's what happens next."
In Phase 2, we help communicate the change and coach people through transitions. Individual conversations matter more than the announcement.
Can we do this if we have high staff turnover?
High turnover is actually a sign you might need this work. But the timing matters. If you're mid-transition with multiple open positions, waiting 6 months to stabilize leadership might make sense before you restructure.
We'll give you honest timing advice in the Initial Assessment.
What if leadership can't agree on what needs to change?
That's something we'll surface in Phase 1. Sometimes the listening reveals disagreement about direction, not just structure. In that case, we recommend addressing the leadership clarity before restructuring.
Structure follows vision. If the vision isn't clear, restructuring won't help.
Do you recommend specific titles or job descriptions?
We recommend the structure and functional groupings. We may suggest titles based on what works, but that's your call. Job descriptions, the specific work each person does, should come from you and your team once roles are settled.
How do you handle people who lose authority or status in the restructure?
Carefully. In Phase 1, we listen to how people experience their current roles. Some people want more authority; some want less. Some care about title; some care about time back.
In Phase 2, individual coaching conversations help people understand their new role and how it serves them. Not everyone loves change, but most people respect honesty and clear reasoning.
Can you do this while school is in session, or does it need to happen over summer?
Both work. In-session is harder because everyone is busy. Over summer gives people mental space to process. We can work around your calendar.
What if the structure you recommend is too radical a change?
We recommend what we think will work based on what we're hearing. But you're the Head. If it feels too radical for your culture and board, we can propose a phased approach: Year 1 makes these changes, Year 2 makes those changes.
Incremental change is slower but sometimes stickier.
How do I know if we're ready for this?
You're ready if:
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Your Head is stable and committed to clarity
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You have a specific pain point (inefficiency, duplication, gaps)
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You're willing to have honest conversations
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You have board support for potential changes
If you're unsure, book an Initial Assessment. We'll recommend whether now is the right time or whether you should address other challenges first.