We started working with Seattle-based Lucas Design as they were approaching nearly 20 people on staff. The organizational structure needed to evolve with the size of the firm. The team was operating largely as a flat organization, which meant junior team members were often going directly to the principals for feedback and decisions.

We started by identifying gaps in the team, then helped recruit, interview, and hire to round out the organization.

We then worked with the principals to create a clearer team structure, including a leadership team and defined roles and responsibilities. This gave people more places to turn for guidance and took much of the day-to-day management pressure off the principals.

This is an ongoing partnership and we work quarterly to refine management processes and tools. Emerging is a team with clearer lines of communication and ownership, giving the principals more time to focus on the design work and bigger-picture direction of the firm.