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Organisational Design Sprint

Case Study


A typical set up for an Organisational Design Sprint is when a team culture is being formed, across functionalities and hierarchical levels.


With a Organisational Design Sprints you aim to understand the needs of the humans within the system, define critical points, to brainstorm and test new solutions. The benefit lies in creative solutions that integrate the whole system, which leads to cross organisational buy in, improved trust and more effective action. It is a “doing” approach that replaces endless discussions with tangible results and allows team members to further innovate and develop their team culture with simple tools like user interviews, prototyping and testing. 



As a coach and design thinker, I support you and your company in developing employee centred organisational culture while keeping the bottom line in mind:


  • Overcome resistance in the change process by co-creation

  • Build and test an organisational culture with involvement of the whole organisation, across functions and levels

  • Increase cross disciplinary understanding

  • Learn from different mindsets

  • Understand different departmental needs

  • Create a truly motivating vision

  • Prototyping a solution of ad hoc difficulties occurring in the change process

  • Inclusion of all stakeholders



During the sprint the hierarchical levels are on hold. In a playful environment detached from evaluation of any sort we create room for wild ideas and select those that work best for the company. 

The exercise is based on the Design Thinking process where we run through six phases (understand, observe, define, ideate, prototype, test). We diverge and converge to switch between creative solution finding and tangible results always with the human needs at the center - Keyword: Employee centricity. 


The Organisational Design Sprint helps prototype a desired culture and values and improve it based on feedback. The results can be used to implement and iteratively develop an organisational culture that is fully developed and lived by the members of the organisation. 

In just 4 days the team gains a deep understanding of the current and desired organisational culture, learn tools and methods for innovative team building. The team runs through a status quo analysis, brainstorm solutions and develop low resolution prototypes such as organisational maps, onboarding workflows or improved work environments. 

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