Your issue

Leadership & Organizational Design

The way you structure your organization and the way leadership implements strategy are crucial to your organization’s success. For this reason, it’s important to continually reflect on how things are really going and what’s needed within the organization. This includes evaluating the organizational structure, developing leadership programs, and providing guidance to management teams.

Organizational Design

Organizations are constantly evolving. Change often means that the current organizational design and career framework no longer align with the new vision. The traditional “rake” model, for example, is no longer sufficient—but what does work? Self-management, networking, hybrid models—the possibilities are numerous.

In a rapidly changing world, agility is crucial. We help you use sharp analyses and clear choices to arrive at a simple and functional design that suits your organization. Not a standard blueprint, but a well-thought-out structure that works in practice. In addition, we work with you to translate this into a suitable career framework and, if necessary, job profiles.

Leadership Development

Leadership begins with knowing who you are and using that understanding to guide others. Leadership in an HX environment requires humanity, empathy, and resilience—but also self-reflection and the courage to truly make a difference.

We help organizations define a shared leadership profile and coach leadership teams. You’ll develop the courage to take action, the resilience to adapt, and the strength to set the direction—for yourself, your team, and your organization.

Let's discuss your specific situation. Get in touch!

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Review

"The consultants at Rvdb have shown us how we can all play a role in ensuring a safe and supportive environment for ourselves and our colleagues, both within our office and during client visits."

Polman van den Broek

Our Approach

Rvdb is happy to help your organization define its vision for employment practices—a vision that aligns with your mission, vision, and core values. This vision for employment practices serves as a framework for implementing all HR tools, processes, and policies within your organization.

1. Analyzing the current situation

During the analysis, we get to know the organization and gather the necessary input. Of course, we take into account steps already taken and analyses already conducted, so that this process can be kept brief and to the point.

Desk research on current strategy and objectives
Interviews with or a survey of employees

2. Defining a vision for being an employer

During an interactive session with the management team, we define the HR vision and answer the question: What kind of employer do you want to be?

We’ll discuss various approaches to being an employer to determine which one best fits your organization. We’ll also set priorities within HR topics based on the chosen approach.

3. Design of HR Tools and Policies

Based on a clear vision and prioritization, HR tools and policies can be developed:

Workshops to explore specific topics
Designing the Solution
Review with the project group
Development of the final design
Determine the steps for implementation

4. Implementation of HR Tools and Policies

We can assist with implementing (parts of) the recommendations and design. This could include developing a communication plan, training the organization on cultural values, providing feedback, or practicing coaching leadership.

Questions from Clients

How can we structure our organization so that we are both people-oriented and effective?

How can we ensure that we can grow sustainably and that our structure continues to align with our vision and values?

How do we ensure that our leadership development continues to align with the organization’s current needs?

We want to determine what type of leadership aligns with our culture and values. How can we make that concrete and effective in practice?

The question from PitPoint (sustainable fuel & energy):

This scale-up was growing faster than they could keep up with. The company was very successful, and there was a need for more colleagues. But which new colleagues would be the best choice? Which departments should they prioritize for growth? Was the current need for capacity aligned with the sustainable growth they envisioned? And what was the best way to organize themselves? After all, as the number of employees grew, the company also needed to become more professional. Rvdb helped with this by PitPoint helping them get through the growing pains. For PitPoint We have designed a three-dimensional job classification system that reflects the organization’s mission and strategy. One that is not based on traditional hierarchy, but on the focus and purpose of each role. In this role framework, we no longer rely on rigid job descriptions; instead, we look at what each employee should focus on and how that impacts the organization. This clarifies which roles currently exist within PitPoint and what that might look like in the future, if you align it with the company’s objectives. What’s innovative is that job level does not play a crucial role in the organizational model, and hierarchy is completely disregarded.