Frameworks, tools and senior expert support so your own team can redesign your organisation, without hiring consultants.
Most organisations struggle with change not because people resist it, but because they're poorly designed for it.
The result? Slow progress. Constant rework. Exhausted leaders. There's a better way.
B equals f of P times E: behaviour is a function of the person and their environment.
You know the feeling of a trolley with one broken wheel? It drags. It pulls to one side. Every step takes more effort than it should. That's what an organisation feels like from the inside when it's misaligned.
Kurt Lewin captured it: behaviour is shaped by the environment people work inside. Orby builds on Lewin and on Fred Emery and the Tavistock tradition of socio-technical design, working on the whole system rather than asking people to try harder inside one that's working against them.
The good news is that design problems have clear solutions.
200+ tools, templates and processes for organisational design, work design, operating models, change and transformation. Not theory. Not generic best practice. Real frameworks tested in real projects, in editable Word, PowerPoint and Excel formats.
Look inside
10 hours of expert support a year, used however you need: pressure-test your approach, get unstuck when things feel messy, validate your thinking before you present to your leaders, and work through complex design decisions.
Think of it as having a senior OD consultant on speed dial.
Every project is different, so you get a roadmap for your specific challenge, not a cookie-cutter methodology. A step-by-step process for your context, clear milestones and decision points, tools for each stage, and expert guidance when you need it.
For example: an operating-model realignment roadmap for a services organisation of around 1,200 people.
200+ tools, templates and processes, tested in real projects and ready to edit for your organisation.
Browse by topic, follow your roadmap, or explore everything. Formats you already use: Word, PowerPoint and Excel.
Try: Organisational Design Principles, Operating-model canvas
Try: Diagnostics Tips & Traps
Try: Change Canvas
Smart and sustainable
Expensive and short-term
Foundational but generic
Free but frustrating
Four steps, and your tailored roadmap lands within a week of onboarding.
15 to 20 minutes to understand whether Orby is right for you.
One annual membership, with immediate access to the full Knowledge Bank.
Tailored to your project, within 1 week of your onboarding session.
Use the frameworks, tools and expert support with confidence, and build capability as you go.
For people new to organisational design, or taking on a large-scale project. A 3 or 6 month program with one scheduled one-on-one session each week and direct access to Sam by phone or WhatsApp.
A complete, pre-scoped toolkit for a single change initiative, with no long-term commitment: the approach and tools for one process, delivered digitally, with clear step-by-step instructions.
Bring your whole change team into Orby. Get in touch to talk through what your team needs.
Contact Orby for pricing on mentoring, one-offs and team memberships.
Founder of Orby and a registered psychologist, Sam has been working on people and organisation "stuff" for about 25 years.
"Organisations should be places where meaningful work can be delivered, communities can develop and people should feel like they can belong and contribute."
She skipped law for psychology, fascinated by how people come together to create the complex social systems we live and work in. Since then she has worked with massive global organisations, for-purpose organisations, small teams and solo entrepreneurs: operating-model redesigns, work and role design, mergers, acquisitions, divestments and integrations, transformations and HR process improvement.
Including the projects where the leadership team know something isn't quite right, but need a hand to figure out what that "something" is.
Organisational redesign is sensitive, and organisations may not want others to know they're doing it. Sam is also a registered psychologist, bound by professional rules around confidentiality and testimonials. So instead of quotes, Orby shows you the real tools.
Sensitive projects are handled with care. Orby has worked on these kinds of projects before.
Orby will sign an NDA, or for market-sensitive deals, agree not to trade during the membership.
Book a demo and walk through the tools and how they'd apply to your situation.
The questions your buyers ask before they book, answered in Orby's own words.
Book a fit conversationConsultants do the work for you, and take their expertise with them when they leave. Orby gives you the frameworks, tools and support to do the work yourself. You build capability that stays with your organisation.
Orby completely understands, and has worked on these types of projects. Orby generally offers to sign an NDA or, if the deal is market-sensitive, an agreement not to trade during the membership.
That's exactly who Orby is for. You get proven frameworks and expert support, so you don't have to figure it out alone.
That depends on your project. Orby is designed to make the work faster and easier, not add to your workload. You can save weeks or months compared with starting from scratch.
That's what the expert support is for. 10 hours a year are included, and you can add more hours if you need them.
Yes, team memberships are available. Get in touch to discuss what your team needs.
Orby is honest about who it can help. If you want someone to do the work for you, or you need a big consulting brand name, Orby probably isn't the right fit. If you want to build internal capability with expert support, let's talk.
Organisational redesign is sensitive, and organisations may not want others to know they're doing it. Sam is also a registered psychologist, so she's bound by rules around confidentiality and testimonials. Book a demo and Orby will walk you through the tools and how they'd apply to your situation.
A 15 to 20 minute call to work out whether Orby is right for your organisation, and what your roadmap could look like.
