Operational Governance Structure: bring order to your growing business.
Your business is growing fast, and keeping everything under control takes more and more effort. It’s natural for operations to evolve faster than the organisational structure, but as your company grows, decisions multiply — and they need to be made quickly.
That’s why…
…everything depends on you, you get caught up in details, and unintentionally become a bottleneck for your own team.
…your team isn’t always clear on what to do, performance becomes unpredictable, and you can’t fully trust that things run smoothly without you.
…risks and losses quietly accumulate, and you don’t always know where resources are going.
…frustration builds, motivation drops, and people leave.
…everything feels urgent, and nothing is fully under control.
The Operational Governance Structure helps you build a strong, accountable team — based on mutual trust and real autonomy.
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Clarity in roles, decisions and processes.
We help you define who decides, who acts, and how information flows. By documenting key processes, clarifying responsibilities, and removing gray areas, we create an operational structure that reduces bottlenecks and gives your management team the clarity and confidence to make the right decisions.
We target the management of the organisational ambiguity risk.
Financial Control and compliance mechanisms
Governance isn’t bureaucracy — it’s protection.
We establish internal control systems and financial rules that prevent accidental or intentional losses, without slowing down your business operations. We define the Levels of Authority Procedure and other specific processes so your management team has clarity on decision limits and responsibilities — both for internal transactions and external company interactions.
Our goal is to manage authority risk, along with a range of financial and operational risks, including commercial credit risk, supplier credit risk, treasury risk, procurement risk, and more.
A business runs well only when your team and your numbers are aligned.
One of the main reasons teams lose motivation is micro-management. That’s why we build a performance management system based on the right degrees of autonomy for each seniority level and clear performance indicators tied directly to your business plan objectives.
We define and implement a decision-making framework tailored to your business reality — including types of meetings (operational, analytical, strategic), their objectives, participants, frequency, and documentation — so everyone knows how and when decisions are made.
We target the management of authority risk and operational control risk.