Management Consulting

Design organizational structure for [company/division]:

Organization: [name and current state]
Size: [headcount]
Strategy: [strategic direction]
Current issues: [problems with current structure]
Geography: [locations]
Growth: [expansion plans]

Org design:
- Design principles aligned to strategy
- Structural options (functional, divisional, matrix, etc.)
- Recommended structure with rationale
- Reporting relationships
- Span of control analysis
- Role definition (key roles)
- Decision rights (RACI)
- Coordinating mechanisms
- Governance and forums
- Sizing and levels
- Location strategy
- Transition approach
- Change impacts
- Implementation timeline

Develop change management strategy for [transformation]:

Transformation: [what's changing]
Scope: [how many affected]
Magnitude: [scale of change]
Readiness: [current state]
Timeline: [implementation period]
Resistance: [expected challenges]

Change management:
- Change impact assessment
- Stakeholder analysis (power/interest)
- Change vision and story
- Communication strategy and cadence
- Sponsorship and coalition building
- Resistance identification and mitigation
- Training and capability building
- Quick wins identification
- Celebration and reinforcement plan
- Feedback mechanisms
- Change network/champions
- Cultural alignment
- Sustainability plan
- Success metrics
- Course-correction triggers

Assess operational efficiency for [operation/process]:

Operation: [what you're assessing]
Current performance: [metrics]
Benchmarks: [industry standards]
Scope: [boundaries]
Cost base: [spending]
Objective: [improvement goal]

Efficiency assessment:
- Current state process map
- Performance metrics baseline
- Benchmark comparison
- Waste identification (8 wastes)
- Bottleneck analysis
- Capacity utilization
- Cost structure analysis
- Automation opportunities
- Organizational efficiency
- Technology gaps
- Improvement initiatives (prioritized)
- Quantified benefits
- Implementation complexity
- Quick wins
- ROI analysis
- Transformation roadmap

Create stakeholder interview guide for [project]:

Project: [what you're consulting on]
Interviewee type: [role/level]
Interview objective: [what you need to learn]
Duration: [time available]
Sensitivity: [political considerations]

Interview guide:
- Introduction and purpose
- Confidentiality and consent
- Warm-up questions
- Current state questions
- Pain points and challenges
- Ideal future state
- Proposed solution reactions
- Stakeholder interests and concerns
- Decision criteria
- Political landscape
- Success factors
- Risks and obstacles
- Resources and constraints
- Closing and next steps

Open-ended questions, active listening prompts.

Conduct diagnostic assessment of [organization/function]:

Organization/function: [what you're diagnosing]
Symptoms: [presenting problems]
Scope: [breadth of assessment]
Data available: [information sources]
Timeline: [assessment duration]

Diagnostic framework:
- Presenting symptoms
- Assessment dimensions (strategy, structure, process, people, systems, culture)
- Data collection methods
- Interviews and observations
- Document analysis
- Benchmarking
- Root cause analysis
- Findings by dimension
- Interconnections and patterns
- Critical issues identified
- Hypotheses validated/refuted
- Problem prioritization
- Recommendations
- Implementation considerations

Develop a transformation plan for [company/division]:

Organization: [name]
Transformation scope: [what's transforming]
Drivers: [why transforming]
Ambition: [end state]
Timeline: [duration]
Resources: [budget and capacity]

Transformation plan:
- Transformation vision and objectives
- Current state assessment
- Future state design
- Gap analysis
- Transformation architecture (workstreams)
- Initiatives by workstream
- Interdependencies mapped
- Phasing and sequencing
- Governance structure
- Resource requirements
- Change management approach
- Risk management
- Benefits realization plan
- Communication strategy
- Success metrics
- Lessons from similar transformations

Structure executive coaching engagement for [executive]:

Executive: [role and level]
Coaching objective: [development goal]
Challenges: [specific issues]
Context: [organizational situation]
Duration: [engagement length]
Measures: [success criteria]

Coaching framework:
- Contracting and goal setting
- Assessment approach (360, personality, etc.)
- Development focus areas (2-3)
- Coaching model (GROW, etc.)
- Session structure and frequency
- Between-session assignments
- Behavioral experiments
- Feedback integration
- Stakeholder involvement
- Progress measurement
- Adjustment mechanisms
- Skill-building resources
- Sustainability planning
- Engagement closure
- Post-coaching support

Plan a facilitated workshop for [purpose]:

Purpose: [workshop objective]
Participants: [who and how many]
Duration: [time]
Desired outputs: [deliverables]
Dynamics: [political/relationship context]
Preparation: [pre-work]

Facilitation plan:
- Workshop objectives and success criteria
- Participant list and pre-work
- Agenda with timing
- Warm-up and energizers
- Ground rules
- Activities and exercises
- Discussion frameworks
- Decision-making process
- Breakout group design
- Deliverable creation process
- Synthesis and closure
- Parking lot management
- Difficult dynamics mitigation
- Materials and setup
- Post-workshop follow-up