Organization Transformation

Structure and performance systems built around your strategy

We help design the structure, roles and decision rights, set KPIs cascaded from the strategy, and put in a performance review people accept as fair, so the organization can grow without every decision sitting with one person.

Talk to us about your organization See the questions we answer

Illustration: structure before and after

Before: everything through one executive

After: authority delegated by role

8 → 3: Direct reports to CEO
All: Roles with JD and KPIs
Quarterly: Performance review

Illustrative data

Organization transformation is the design of structure, roles, decision rights and performance systems to fit the strategy, so everyone knows what they are accountable for, how they are measured and how they can grow.

Read the full summary

NXT Consulting Group provides organization design and development for private companies, family businesses, state enterprises and public agencies in Thailand. The work covers structure and reporting lines, roles and decision rights, job descriptions, KPIs and OKRs cascaded from the strategy to units and roles, performance reviews, competency frameworks, career paths, and change management along the way. The first round of design and rollout usually takes 3–6 months. NXT's own work includes an organizational restructuring for a state enterprise and a competency framework and development curriculum for a ministry.

3–6 months: First round of design and rollout
KPI + OKR: Cascaded from strategy down to roles
2–4 KPIs: Per role, that people believe are achievable
Public + private: State enterprises, ministries and companies

Signs it is time

When to restructure the organization

Decisions still sit with the founder or one executive
Roles overlap, or some work has no owner
Performance is judged by feel more than by numbers
Good people leave because they cannot see a path to grow

Questions we answer

Organization questions, and how we answer them

We start from the strategy the organization has chosen, then design the structure and performance systems around it.

What structure fits the next phase?

Methods

Organization design
Span of control

You getA structure and reporting lines that support the next phase of the strategy

Who decides what?

Methods

Decision rights
Delegation of authority

You getA clear table of decision rights at each level

How do KPIs and OKRs cascade?

Methods

KPI cascade
OKR

You getIndicators linked from company goals down to units and roles

How do we make performance reviews fair?

Methods

Performance review
Calibration

You getA review system built on numbers and regular conversations

How can people grow here?

Methods

Career path
Job grading

You getLevels with the capabilities and results each one requires

Which capabilities should we build?

Methods

Competency framework
Capability gap

You getA competency framework, the gaps to close and a development plan

How we work

How an organization engagement runs

01 · Diagnose
Assess today's organization
Interview leaders and staff, and review the structure, roles and performance data
02 · Design
Design structure and roles
Structure, reporting lines, decision rights and job descriptions for key roles
03 · Measure
Set up performance systems
KPIs or OKRs cascaded from the strategy, reviews and career paths
04 · Transition
Communicate and transition
A communication plan, managers involved early, and follow-up after go-live

What you receive

What we deliver

The format depends on the question. The previews below are mock-ups of the formats, not client work.

Mock-up

New organization structure

Reporting lines and decision rights

Mock-up

Job descriptions

Duties, expected results and competencies for key roles

Mock-up

KPI or OKR set

Indicators by unit and by role

Mock-up

Career paths

Levels and promotion criteria

Our work

Organization work NXT has delivered

Examples of NXT's own engagements.

Organization Development

Organization restructuring for a state-owned enterprise

A state-owned enterprise

A clearer structure and role design aligned with the strategic direction.

Capability · Course Design

Competency framework and course design for a ministry

A government ministry

A competency framework and curriculum tied to the real mandate.

See all our work

FAQ

Questions before an organization project

How long does a restructuring take? The first round of design and rollout usually takes 3–6 months. After that, the monthly or quarterly KPI review becomes a routine for the leadership team.

Should we use KPIs or OKRs? Both can work together. KPIs suit ongoing performance; OKRs suit strategic goals that need change. Either way they must connect to the strategy and be reviewed regularly.

How many KPIs should each role have? Usually two to four per role, drawn from the real work of that role, with targets people believe are achievable.

When should we start organization development? When growth outpaces the structure, for example when the founder has become a bottleneck or good people leave over unclear roles. If the main issue is still demand or the product, fix the business first.

Do you work with state enterprises and government agencies? Yes. NXT's own work includes an organizational restructuring for a state enterprise and a competency framework and development curriculum for a ministry.

Insights