Structure & Capability

Build the team your business needs next

As a business evolves, its structure, roles and leadership capability need to evolve with it.

LeverageMe helps you determine what the business needs from its team, whether existing managers can take on more and where additional capability may genuinely be required.

Growth can expose gaps that were not visible before

Roles and responsibilities often develop informally as a business grows. Over time, this can create overlap, capability gaps and uncertainty about who should be responsible for what.


You may recognise some of these:

  • Roles and accountabilities are no longer clear.
  • Important responsibilities sit between roles or with the wrong person.
  • Managers are carrying work that does not make the best use of their capability.
  • You are unsure whether the current structure will support the next stage of the business.
  • Capable people may be ready for more responsibility, but you are uncertain how far they can step up.
  • You believe another senior person may be needed, but the role itself is not yet clear.
  • Previous recruitment decisions have not solved the underlying issue.
  • A new leader needs greater support to integrate successfully.

Adding another person is a significant decision. Before recruiting, it is important to understand the problem the role is intended to solve.

Developing the capability already in your team

Where an existing manager or emerging leader would benefit from broader management development, Invest in Your Leaders may be a useful external learning resource.

Explore Invest in Your Leaders

Understand what is needed before deciding who is needed

LeverageMe considers the structure, the people already within it and the future needs of the business together.


This creates a clearer basis for decisions about role changes, development, succession and recruitment.

Clarify the structure

Assess existing capability

Assess existing capability

Understand how responsibilities, decisions and accountabilities should be organised as the business evolves.

Assess existing capability

Assess existing capability

Assess existing capability

Consider the capability, potential and role fit of the people already in the business, including where someone may be ready to contribute more.

Identify what is missing

Assess existing capability

Identify what is missing

Define the experience, capability and contribution the business genuinely needs before creating or recruiting another role.

What Structure & Capability may involve

Depending on what the business needs, the work may include:

  • Organisational-structure reviews
  • Clarification of roles, accountabilities and decision-making authority
  • Leadership and management capability reviews
  • Identification of capability, capacity and succession gaps
  • Assessment of whether existing team members can take on more
  • Future structure and role design
  • Role outcomes and success profiles
  • Position descriptions and recruitment toolkits
  • Interview and assessment frameworks
  • Selection support
  • Leadership onboarding and integration

LeverageMe does not provide candidate searching or sourcing. We help you define the right role, assess candidates more effectively and make a well-informed decision when the right people are in front of you.

Sometimes the answer is another person. Sometimes it is not.

The work begins by clarifying what the business is trying to achieve and where the current structure or capability may be getting in the way.


LeverageMe then considers the responsibilities that need to be carried, the capability already available and where genuine gaps remain.


Sometimes the answer is a clearer structure, better-defined accountabilities or greater responsibility for someone already in the business. In other situations, an additional role is required.

Structure & Capability can help create:

  • A structure that better supports the direction of the business
  • Clearer roles, responsibilities and accountabilities
  • Better use of the capability already within the team
  • Greater confidence in development and succession decisions
  • Clarity about whether another role is genuinely needed
  • A well-defined role with clear outcomes and expectations
  • A stronger and more consistent selection process
  • More effective onboarding and integration for new leaders
  • Greater confidence that the management team can support the next stage of growth

Where team relationships, communication or role fit require deeper attention, the work may connect with Team Intelligence. Where managers need stronger practices for decision-making and follow-through, it may connect with Management Discipline.

Businesses we’ve worked with

⭐ ⭐ ⭐ ⭐ ⭐

“It was never about filling a role but more about taking the time to understand our company and defining what position we were lacking.”


Cameron Brown

5-star Google review

What does your business need from its team next?

A focused conversation where Rebecca learns about your current structure, the capability within your team and what the business will require as it evolves.


You will leave with greater clarity about the issue and a recommended next step.

Book a Leverage Intro Session