As your business strategy evolves - your leadership structure should too. As Rick Rittmaster, STP Principal and Leadership Solutions Practice Lead, shares in the clip below, structural decisions can’t be made in a vacuum. Whether you're expanding into new markets, adding service lines, or exploring M&A opportunities, your leadership structure must be intentionally designed to support those goals. One key structural decision? Timing. When and how you bring leaders into the organization can have a lasting impact on alignment and accountability. Oftentimes, leaders are brought in after the team is already built - placed at the top like a cherry on a sundae. But when that happens, these leaders inherit a structure they didn’t shape and a team they didn’t select. That dynamic can make it harder to build alignment, establish clarity, and scale effectively. Rick offers a different approach: consider hiring leaders earlier - giving them the responsibility and ownership to build out their teams. That shift not only sets them up for success, but creates stronger engagement, cohesion, and clarity across the organization. This is just one of the practical insights shared during our recent webinar on designing a Strategic Talent Structure that evolves with your business. If you're planning for growth, don’t leave structure as an afterthought. Learn how to align your leadership team with your long-term goals - so your people, and your business, are ready for what’s next. Watch the full webinar recording here: https://lnkd.in/gR_3KKpD