Organizational Structure & Operating Model Design
Established in 2013, Gamlaa Bioscape has become a mid-sized leader in sustainable landscaping solutions, delivering innovative green spaces to organizations and communities.
Case Details
Client Name: Gamlaa Bioscape
Transformation Pillars : Strategic
Project Duration: 9 Month
Client Website: gamlaa.com
Background
Established in 2013, Gamlaa Bioscape has become a mid-sized leader in sustainable landscaping solutions, delivering innovative green spaces to organizations and communities. With rapid growth in operations, projects, and workforce, leadership recognized the need for a clear organizational structure and operating model to support scalability, accountability, and efficiency.
Challenge
As Gamlaa expanded, its organizational structure had not kept pace with growth. The company faced several challenges:
- Overlapping responsibilities and unclear reporting lines.
- Slow decision-making due to centralized authority.
- Lack of role clarity, causing inefficiencies and conflict.
- Inconsistent communication across teams and regions.
Solution
Key Steps
- Mapped existing structure, decision-making flows, and team interdependencies.
- Conducted leadership and employee workshops to identify bottlenecks.
- Benchmarked with industry best practices for mid-sized organizations.
- Designed a tiered structure with clear accountability layers (strategic, tactical, operational).
- Defined roles, responsibilities, and reporting lines across functions.
- Established an Operating Model that clarified how decisions flow — including centralized vs. decentralized governance.
- Integrated cross-functional collaboration mechanisms to break silos.
- Tested the new structure with leadership teams.
- Gathered feedback on role clarity and decision-making flows.
- Adjusted the model for practical adoption and scalability.
- Organization-wide rollout of the new structure.
- Leadership enablement workshops to align managers with the new ways of working.
- Communication campaigns to ensure clarity and buy-in from employees.
- Established governance forums to periodically review structure effectiveness.
- Embedded feedback loops for continuous refinement as Gamlaa grows.
- Introduced leadership coaching to strengthen decision-making and accountability culture.
Outcomes Delivered
- Clear role definitions and accountability across teams, reducing overlaps.
- Faster decision-making with delegated authority at appropriate levels.
- Improved cross-team collaboration and reduced silos.
- Increased employee engagement and ownership as roles and expectations became transparent.
- Enhanced scalability of operations, supporting Gamlaa’s growth goals.