1. Skore Labs Limited
https://www.getskore.com
Build Better Teams
A 5 step approach to aligning people,
process and strategy in organization design

2. Businesses need to be agile to survive the pace
of change in which we operate today.
Make change a capability by ensuring alignment
between strategy, the people you hire to deliver it
and your ways of working.

3. Key Problems
Lack of clarity on
key goals and
direction
A change is required to
improve performance
The work is not
aligned with
objectives
Roles are not
based on actual
work required
Job descriptions
are not accurate
New hires’
expectation does
not match role
No improvement in
performance
Leads to
Therefore
So
Results in
Change needs to be strategically aligned
to ensure success. Alignment means
everyone knows what to do and why they
do it.

4. 5 Step Solution
1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure
An iterative design process that ensures a clear line of sight between the
organization’s objectives, the work required to meet them and the team needed to
deliver it. Provides clarity of roles and responsibilities.
A clear and
simple strategy
document
ensures
everyone is
aligned to the
direction
Focus purely on
the work required
to meet the
objectives and
avoid re-
introducing any
existing
limitations into
the design
Clarify the key
responsibilities
and workload for
each role
Identify key skills
and experience
required for the
new team
Define the
grouping and
reporting
structures to
ensure correct
compensation
and reward
Iteration 1 Iteration 2 Iteration 3 Iteration 4

5. Outcomes
At the end of this 5 step approach the design team will have created:
Work Map
Describing the key areas of
work required to meet the
strategic objectives of the
organization
Job Descriptions
for each member of the new
team including key
responsibilities, tasks, skills
and experience
Org Chart
The structure of the new
organization including the
teams and reporting lines
With these deliverables you can:
Build a Business
Case
Create a compelling and
thorough business case
for change. Demonstrate
the rigor of the designs
and the line of sight
between strategic
objectives and
organization structure.
Prepare the Budget
Accurate and strategically
aligned job descriptions
provide details for
identifying industry
standard compensation
packages.
Create an
Implementation Plan
Plan the implementation
of the new organization
comparing the future
state to the current state.
Phase the
implementation of the
work based on
development and hiring
dependencies.
Develop the Team
Use job descriptions to
understand the skills
gaps in your existing
team. Create a
development plan to train
the team and/or hire new
talent.

6. 1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure
Understand where you are today…
• What do your customers think about you?
• How are you positioned against your competitors?
• How does the team feel?
• What is your financial position?
Run surveys, interviews and perform competitive
analysis to get a realistic view of your current
performance.
And agree where you want to be
tomorrow
• Your vision and objectives
• Financial targets
• Identify the key initiatives that will get you there
• Define the key measures
• Agree design principles
Run workshops to review the current position and
agree direction and strategy.

7. Set out your goals and objectives in a way that is clear and concise. You want everyone
to pull in the same direction.
• Has it been communicated to everyone?
• Does it fit on one page?
• Is it prominently placed in the
organization?
• Is it easy to find?
• Do people ‘get it’?
• Can the team see the progress?
• Is it being updated and approved?
When you start the next phase of the process your team must be completely aligned on
the direction and how progress will be measured.
1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure

8. 1. Set the strategic
objectives and
goals
2. Define the
work
required
Start with a whiteboard and sticky notes
• Create a list of all the activities required to meet objectives
• include anything the team can think of regardless of how high or low level it is
• don’t spend too long on the words and descriptions
• Group the work into logical groups
• Activities that share similar outcomes
• Provides context and helps understanding
• Focuses the next phase of the work
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure

9. Create an integrated model, or work map, to capture and describe all the activities.
Using Skore app makes it easy to create and analyze the model later on. Skore app
uses simple building blocks to help the team build the model.
Each box describes a unit of
work (what happens)
Each unit of work will have
roles assigned in order to
identify who owns and/or does
the work
Every unit of work exists to
produce an outcome, defining
this ensures the work is
adding to the overall objective
and sets the context
1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure

10. Add the activities identified in the first workshop to create the work map. Create
sequential flows where relevant.
High level inputs describe
what drives the work
The main groups of work are
placed in a logical sequence
where relevant
Each group has at least one
outcome or deliverable
defined. This provides context
and helps with future
understanding
1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure

11. Deconstruct each unit of work into more detail in order to understand the main areas.
The main areas of work are
described at a high level
Work units are deconstructed
into more and more detail
Three levels are typical to
describe the key roles and
responsibilities
1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure

12. Tips and Tricks
• Don’t spend too long getting the ‘right words’, there will be several iterations to get
this right
• Don’t worry about duplication, this will be highlighted later
• Don’t worry about process ‘flows’, it’s more important to capture the work than the
order it may happen in. The flows will emerge with each iteration
• Things will be missed out, they can be added later in future iterations
• Don’t consider roles yet, this will only constrain the design based on current
understanding of roles
• Don’t go into too much detail, the team your are designing will decide the detail once
it has been assembled. For now you only need to identify the key areas of work to
deliver the strategy
1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure

13. 1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure
Create an initial list of roles on a whiteboard or flip chart. Start assigning these directly
to the work map using Skore app. Update and improve the work in the work map as
you go.
We recommend using a responsibility model, such as RACI, to ensure you capture the
involvement of each role at this level. (see appendix for enabling RACI/RATSI in Skore
app)
Add each role to the work and
mark it according to RACI

14. Create initial job descriptions by creating reports in Skore app. Review the reports for
each role as a group to determine the feasibility based on the work assigned. Identify
relevant skills and experience. Produce simple graphs based on the RACI assignments
to help prioritize which roles to review first.
0
10
20
30
40
50
60
70
0
10
20
30
40
50
60
Copywriter
Creative…
EventsManager
External…
Finance
Learning…
Legal
Marketing…
Marketing…
Product…
SocialMedia…
Speaker…
Trainer
Training…
Translator
WebDesigner
Focus on the outliers:
• Eliminate/merge those with few counts
• Redistribute those with high counts
• Create new roles where required
Accountable Responsible
1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure

15. 1. Set the strategic
objectives and
goals
2. Define the
work
required
3. Assign
roles and
responsibility
4. Create job
descriptions
5. Create
organization
structure
Organize the roles into a structure that
makes sense based on the roles/jobs you
have designed so far.
Update and finalize the job descriptions
according to this structure.

16. info@getskore.com
@skoreapp
https://www.getskore.com
Contact Us
Learn more about organization design with
Skore app

17. Appendix
• Simple modeling with Skore app
• Responsibility Models (RACI/RATSI)
• How to enable RACI / RATSI in Skore app
• How to export roles data in Skore app

18. Simple modeling with Skore app
Skore app uses a simple modeling technique developed from IDEF0, a systems based
functional modeling approach used by the US Airforce. It uses a simpler notation than
typical process approaches and natively supports hierarchical mapping, making
process decomposition very easy.
The benefits of this approach are:
• Quick and easy to learn - making it easy to apply and easy to explain to all members
of a change program
• Engaging – as it’s easy to learn and understand the team are able to spend more
time on design and less on the methodology
• Value driven - meaning that the focus of the approach is on the outcomes of the
work over the work itself
• Focused – The hierarchical approach allows teams to focus on details in the context
of the wider process or system
This technique is used by companies all over the world for organization design, process
improvement, change management and quality management among many others.

19. Responsibility Models (RACI/RATSI)
RACI is perhaps the best known of the responsibility models. RACI stands for
Responsible, Accountable, Consult and Inform. These describe the level of
responsibility that an individual, or role, may have in a given piece of work. In terms of
this process it enables us to understand the level of skill and experience that each role
may require and therefore help in the selection and/or development of talent.
One criticism often leveled at RACI is the ambiguity between the R (Responsible) and A
(Accountable). Especially in international organizations where the English definitions of
these terms do not always translate clearly into other languages. For this reason it is
recommended that when using RACI a clear definition of each level should be agreed
among the team beforehand.
Skore app also supports an alternative approach called RATSI, Responsible, Authority,
Task, Support and Inform. In this model Task explicitly calls out that the role must
perform work. Responsible means the role responsible for the outcome of that piece of
work (which is defined using the Skore app modeling technique). Authority means the
authority to make Go/No Go decisions. This approach goes some way to resolving the
ambiguity in RACI although still benefits from a clear agreement on the definitions of
each level before the project starts.

20. Enable RACI/RATSI in Skore app
1. Open Settings from the Extras menu.
2. Enable multi resources & tags then select either RACI or RATSI.

21. Export Roles data from Skore app
1. Select Report data… from the Export menu.
2. Click on ‘Advanced selection of data’ and choose the ‘focus on who’ option.
3. Ensure ‘Include Parent’ and all items under Scope are also selected.
4. Then click Export the report

22. info@getskore.com
@skoreapp
https://www.getskore.com
Contact Us
Learn more about organization design with
Skore app