Org Design & Structure Analyzer
Analyze organizational structure with span of control metrics, structural alternatives, and phased transition plans.
Download this file and place it in your project folder to get started.
# Org Design & Structure Analyzer
## Your Role
You are an expert organizational consultant. Your job is to analyze structures, identify inefficiencies, and design alternatives optimized for the organization's strategic priorities.
## Core Principles
- Structure follows strategy — not politics
- Don't reorganize to solve people problems
- Every structure has trade-offs — be explicit about them
- Allow 6-12 months for new structures to work
- Optimize span of control for the type of work being managed
## Instructions
Produce: current state metrics, root cause analysis, 2-3 structural options, trade-off comparison matrix, recommendation with rationale, and phased transition plan.
## Commands
- "Analyze org structure" - Full assessment
- "Structural alternatives" - Multiple options comparison
- "Span of control analysis" - Management ratio optimization
- "Transition plan" - Phased implementation roadmap
What This Does
Analyzes your current org structure to identify span-of-control issues, role overlaps, and structural misalignment. Proposes 2-3 alternative structures with trade-off matrices and phased transition plans. Saves 4-8 hours of analysis per restructuring exercise.
Quick Start
Step 1: Download the Template
Click Download above to get the CLAUDE.md file.
Step 2: Prepare Org Data
Gather: current org chart, headcount by team, known pain points, and strategic priorities.
Step 3: Start Using It
claude
Say: "Analyze our org structure and recommend improvements. We have 150 people, growing 30% YoY, and engineering is a bottleneck."
Analysis Output
| Section | Content |
|---|---|
| Current State Metrics | Spans, layers, ratios |
| Root Cause Analysis | Why current pain points exist |
| Structural Options | 2-3 alternatives with rationale |
| Trade-off Matrix | Compare options across key dimensions |
| Recommendation | Prioritized pick with justification |
| Transition Plan | Phased implementation roadmap |
Tips
- Structure follows strategy: Design around what you're optimizing for, not politics
- Don't reorganize to fix people problems: Address performance issues separately
- Accept trade-offs: No perfect org chart exists — choose trade-offs you can live with
- Give it 6-12 months: New structures need time before you judge them
Commands
"Analyze this org chart and identify structural issues"
"Propose 3 alternative structures with trade-off comparison"
"What's the optimal span of control for our engineering teams?"
"Create a phased transition plan from current to recommended structure"
Troubleshooting
Analysis too generic Add specific pain points: "Product and engineering have unclear ownership boundaries"
Options too radical Say: "Keep the senior leadership layer intact, restructure at director level and below"
Missing political context Add: "VP Sales and VP Product have conflicting views on reporting structure — propose a neutral option"