From Fracture to Focus Turning around a dysfunctional leadership structure through strategic transformation
When Strategy Is Lost in the Chaos
A mid-sized enterprise with over 1,500 employees across multiple business units—ranging from academic services and outpatient healthcare to product manufacturing and fintech solutions—was showing all the signs of organizational breakdown. Projects stalled, departments clashed, and turnover in key roles hit alarming highs.
The root problem? A fractured leadership structure. Department heads operated in silos, lacked alignment with the executive team, and were unclear on performance expectations. Execution slowed. Accountability was murky. A climate survey revealed that only 22% of employees felt their managers were “strategically effective.” Senior leadership knew something had to change—but they had no idea where to start.
Circa Logica Group Steps In
The client engaged Circa Logica Group’s Strategic Consulting division for a full-scale organizational review and leadership transformation project. The brief was open-ended: “Help us fix this before we fall apart.”
CLG deployed a specialized transformation team to conduct a nine-month strategic intervention—starting with diagnostics and ending in structural, cultural, and behavioral alignment. This wasn’t just a reorg—it was a leadership reawakening.
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Executive decisions weren’t filtering down to action—only 36% of initiatives reached implementation
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Managers lacked role clarity, with 61% unsure how their performance was evaluated
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Inter-departmental collaboration breakdowns led to duplicated work and missed targets
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3 of 7 business units were operating on conflicting KPIs and reporting lines
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Resignation rate among senior managers rose to 28% in one year
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Employee trust in leadership was critically low (measured at NPS -12)
Phase 1: Organizational Diagnostics
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Conducted stakeholder interviews, surveys, and workstream mapping
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Measured decision-making speed, strategy alignment, and execution efficiency
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Identified 14 recurring bottlenecks and 4 high-risk leadership behaviors
Phase 2: Restructure & Strategic Realignment
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Redesigned the organizational model around unified goals, KPIs, and cross-functional accountability
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Introduced a new leadership framework anchored in execution clarity, autonomy, and data-based feedback
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Created role charters and decision matrices to reduce ambiguity
Phase 3: Leadership Enablement & Culture Reset
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Launched a 12-week leadership development lab focused on mindset, coaching, and strategic execution
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Established peer-review rituals and cross-department leadership councils
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Rolled out quarterly strategy town halls and transparency tools (dashboards, cascading briefings)
Phase 4: Monitoring, Embedding, and Advisory
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Installed a performance tracking system that linked strategy, execution, and people metrics
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Weekly pulse surveys to gauge sentiment and alignment
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Bi-monthly check-ins with CLG advisors and executive teams to course-correct in real time
| Performance Indicator | Before CLG Intervention | 9 Months Later |
|---|---|---|
| Senior management retention rate | 72% | 95% |
| Departmental collaboration satisfaction | 39% | 81% |
| Strategy execution success (per quarter) | 36% | 78% |
| Employee trust in leadership (NPS) | -12 | +34 |
| Cross-unit project delays | 47% of projects | Reduced to 8% |
One year after project closeout, the company was not only stable—it was growing. Two of the business units previously considered lagging had exceeded revenue forecasts, and employee engagement reached its highest levels in five years.
The client now retains CLG as its long-term advisory partner for strategy facilitation and executive development.
