Organizations must be purposefully aligned as they adapt to changing landscapes.
By understanding how each part impacts the whole, we help you rethink how all of the pieces of your organization fit together.
For even the most compelling strategy to succeed, all the parts of an organization—from people and culture to processes and functions—must be aligned and centered in equity. We collaborate with leaders and teams to figure out what they need to be really good at to make their strategy work, then redesign the organization to enable that work.
Just as the sustainability of people and planet depend on seeing the world as an interdependent network, so, too, is an organization's success dependent on the synergy of all its parts and a culture that celebrates the inherent dignity of every team member.
How we build organizational alignment
Organizational
design
Every part of an organization’s design should be derived from its strategy. In figuring out the work you need to be really good at to bring your strategy to life, we surface the missing, misplaced, or unnecessary pieces of the puzzle and harmonize functions, people, and processes.
People strategy
To fulfill its purpose, an organization must ensure that all people are treated with dignity and feel a sense of belonging. It also needs to anticipate, source, and develop talent. By aligning individual skills, requirements, and interests with those of the organization, we help every person achieve their highest purpose and contribute their greatest value.
Culture and values
An organization’s culture can best be defined by what it feels like to work there. It’s the assumptions, values, and beliefs that play out in how people show up and how things get done. We co-create brave spaces to shape an internal culture that mirrors the external brand and aligns with the strategy.
Design equity
We endeavor to weave the voices of all people—especially those living under the systems of oppression, racism, and social injustice—into all aspects of our work. Alongside our experienced collaborators, we help people navigate tough conversations that uncover, name, and explore inequities rooted in traditional organizational systems.
Process
innovation
Using design thinking and other methods that disrupt traditional ways of working, we help organizations identify processes that are no longer serving their strategy. From mapping process flows to clarifying how decisions are made, we create opportunities for people to take ownership of and create more agile processes.
“Get Realigned”
Crossland helped us figure out how to wrestle a swirl of ambitions and anxieties into concrete, actionable plans, and then helped us actually execute those plans.
Jake Garcia, Former VP of Products, Candid