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Organization Design

Organization design involves aligning the structure, process, rewards and people with the business strategy.

Structure dictates the relationship of roles in an organization, and how people function. A structure that is not in sync with the business strategy can result in unnecessary ambiguity and a lack of accountability.

When the business strategy changes, structures, roles, and functions should be reconfigured with the new objectives. From our experience, this doesn't always happen. And where it does happen, people are seldom shown how to operate in the new structure and this undermines the effectiveness of the redesign. For most SMEs we have interacted with, deliberate alignment of the organization design to strategy is rarely on the radar.

At Captiva Africa we know that the essence of people working together collaboratively is the basis of competitive advantage not only in large corporates but for SMEs as well. We appreciate that inadequate organization design and structure may result in a lack of co-ordination among functions, failure to share ideas, and slow decision-making which may in turn bring managers stress, and conflict.

We work closely with clients to address the following issues:

In this regard, Captiva’s approach to organization design is anchored on the following three dimensions:

Current-state Assessment

We assess the strengths and weaknesses of the current organization and design a more optimal new structure. At this stage we seek to highlight areas where the organization presents challenges, which might lie in role clarity, culture, structure or linkages, and then define the criteria to guide the design process.

Align strategy to the Organization

We make sure the design focuses management attention on the business objectives and critical operations of each product, service or business unit. And where required, we assist the client efficiently implement the new design and quickly realize the economic value therefrom.


Organization design is inherently a complex subject and the structures from the redesign process can be even more complex. The Captiva BDAs work closely with management to take the complexity out of organization design by pinpointing role ambiguities and inadequate processes that may hinder productivity. We go beyond the boxes and lines on the organi-gram to help management ensure that the key roles have clear accountability and performance measures.

In some of our more recent engagements we have worked with clients in Kenya and Uganda to ensure that the structures of their businesses were appropriately configured to match the change in the business strategy and objectives. Where necessary we have assisted the entrepreneurs in the implementation of the proposed redesigns.