Work

Approach

Fontaine doesn’t operate like a typical consultancy. The solutions to today’s biggest organisational challenges require a new approach. Here are some of the ways we are different.

New Models

Many of the models our organisations operate based off are outdated. We mix first-hand experience in traditional corporate org design, with fresh approaches and theories drawn from progressive companies pioneering the future of work.

Learn By Doing

We don’t come with the answers. Instead, we help the solutions emerge through a process of disciplined experimentation and learning. We pilot initiatives that are safe to try, capture learnings, and scale what works.

Outside-In

Transformative change doesn’t come from directives rolled out by the CEO, leadership team, or ‘expert’ consultants. We show practical ways that people can be given the tools they need to tackle the issues that are holding them back most.

Empowered Teams

The way most organisations are structured today actively hinders teamwork, instead of enabling it. Rather than work within traditional silos, we aim to leverage self organising teams, that work across organisational boundaries.

Embedded Partners

Over the course of an engagement,  we work with our clients as members of the same team, building capacity through facilitation, coaching, and daily practice.

Iterative Change

There is no one best way for you to organise your teams. The optimal solution is a continuously evolving response to changes, challenges, and opportunities as they emerge.

Change your operating system

No grand transformation initiative, but quick loops of continuous change.

Tensions

As with healthcare, we start by asking what the presenting problems are. What is tripping you up or holding you back? Where do you sense is the biggest opportunity for improvement?

Options

We look at emerging theories and practical examples from leading organisations. We then engage in an ideation process where teams are given the agency to tackle their own tensions.

Experiment

Using a bias for action, we build pilots around the best ideas that are safe to try, as part of a disciplined process of experimentation and learning.

We work in cycles of 4 weeks. Each week within a cycle is a distinct sprint: we look at theory and align on goals on Monday, collaborate on work through the week, and ship on Friday.

Workshops

We also run workshops and training, offering a fresh take on familiar disciplines.

Team Structure

Design teams that are organised around the work and get smarter with time.

Strategy

Develop your organisation's capacity for generating differentiated insights.

Decision Making

Make explicit who has decision-rights, and what the process should be.

Meetings

Make a quick impact with ordered, prompted, and facilitated meetings.

Innovation

How does an organisation create an endless stream of strategic innovation.

Other

Looking to hear new perspectives on familiar practices? Let us know specifically

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Design Principles

Designing organisations for increasingly complex and uncertain environments requires a new set of principles.

Flexible Structure

The key strength for a modern organisation is not it’s ability to operate faster or more efficiently, but it’s ability to sense and respond to change. We look at practical ways organisations can design a more fluid structure that's organised around the work and reflective of today’s priorities.

Distributed Authority

For an organisation to respond quickly to customers, it needs to keep pushing the ability to make decisions out to the edges. We look at practical ways organisations can localise decision making and share information so that everyone has the context necessary to make the best decisions.

Rapid Experimentation

Companies can no longer just focus on building moats and exploiting existing advantages. You have to be actively searching for new growth areas. And to innovate, you have to experiment.

Clear Purpose

Articulating what you hope to accomplish is more important than ever. A short-term orientation with a narrow focus on shareholders won't attract the talent you need to thrive. Not only does it help coordinate teams as they act in a more decentralised fashion, but everyone benefits when people are driven by the goals of the organisation and motivated to help achieve them.

If you are interested in reading more, check out some of our latest  posts from our Make Work Better blog.