Confidence comes from plans anchored by proven outcomes!
It's not guess work. There's no gray!
Without regard to existing position hierarchy, the ultimate purpose of organizational development is to move from one paradigm - typically perceived as inefficient or dysfunctional - to a paradigm that provides for the achievement of better performance outcomes. Having designed hundreds or departmental and corporate-wide reorganizations, I know exactly how to get you there.
1. Design structures (position hierarchy) with specific performance outcomes [from PROCESS to RESEARCH to DEVELOPMENT]. KEY: Anchor the essential functions performed by all staff to standards established to support internal and external clients in their achievement of objectives. Is the right work being performed by the right position(s) and is it being performed correctly? Can you validate the reallocation of materials, supplies, equipment and staff in the absence of proven performance outcomes?
2. Preferably, use (challenge!) existing staff or teams of employees and establish short-term or long-term RESEARCH units to consistently measure the consistent application of corporate practices. See Exhibit below.
3. Discontinue all legacy practices of using non-subject matter experts to manage corporate functions in which they have no or little expertise. Think about it: Internal "politics" never has value in the face of failure, negligence and incompetence!
4. Don't reorganize, don't spend any money, don't reallocate resources unless performance outcomes (i.e., ROI = return on investment) validate the time and expense required. Remember, it's not guess work.