A $500M distribution business
Turning around on-time delivery at a national distributor
Lifted on-time delivery from 82% to 96% in six months.
96%On-time delivery
+14 ptsService-level gain
6 moTo target
C4 · Capability
Organization & Change
Align people, structure, and incentives — and make the change stick.
01 How we approach it
We start with the operating model, not the org chart — clarifying decisions, accountabilities, and the work that matters. Then we redesign structure and incentives to match, and run the change with the frontline so adoption is real, not aspirational.
02 What we do
- Operating-model design
- Organization structure & spans/layers
- Change management & adoption
- Capability & talent planning
- Incentive & accountability design
- Transformation program leadership
03 You might be facing this if…
- Decisions take too long and ownership is fuzzy
- A reorg keeps getting talked about, never done
- Past change programs faded after launch
- Strategy and structure are out of sync
Evidence
Case studies in Org & Change
Related insights
Common questions
Meaningfully, by design. The best results come from working shoulder-to-shoulder with your people, not around them — it’s also how the change sticks after we leave. We’re mindful of your team’s time and structure the work to fit how your organization actually runs.
That’s the Sustain phase of our Compass Method™. Before we leave, we hardwire the gains into your processes, metrics, and people, and build the capability to run it without us. Many clients keep us on a light advisory retainer — but the goal is always a result that lasts on its own.