Your teams work hard and still nothing moves? Then it's the structure.
TOP Structure shows where your organisation loses performance and gives it a simple mechanism to find that on its own and correct it right there. No restructuring, no transformation programme, no new meeting system.
No result? No charge!
The problem
More people won't help when the structure is the brake.
Lots of goals, none of them strong enough. Decisions that escalate upwards or disappear because the people who could make them are never in the same room. Endless alignment rounds. And often a silent pecking order: product decides, the organisation executes, technology catches up. That builds up technical and organisational debt that takes years to clear. Cost, risk and failure then grow faster than the business.
What TOP is
TOP stands for Technology, Organisation, Product. Every decision in one of these three areas has consequences in the other two. So TOP never optimises one area on its own, always how they work together. The mechanism has three parts:
1 · A few goals that change how the company behaves. Not "introduce method X", but an observable change that affects at least two of the three areas and can be read from a few signals: a success signal, and a warning signal that triggers action. Example: "Releases are routine, with limited damage when something goes wrong and a predictable pace." Only a few goals are active at any time. Others are queued or merged.
2 · For each goal, the smallest group that can actually move it. Not whoever the org chart says is responsible, but the people who together bring four things: the mandate to speak for those affected, influence across departmental lines, the authority to make binding decisions, and the expertise to judge the consequences. Usually that's two or three people, six at most. If someone outside the group can regularly block its decisions, the group is wrong.
3 · A short, steady rhythm. Set goals, form the group, start with first signals and moves (no detailed plan), check the signals and decide: continue, change or stop. When several groups are at work, they align with each other. What works is offered to other areas, not rolled out from the top. Sessions last 15 to 60 minutes and take place inside your existing meetings wherever possible. If TOP starts by adding meetings, something is wrong.
What TOP is not: a culture programme, a reorganisation or a delivery method. TOP doesn't supply motivation. It makes sure goals, decision authority and signals fit together, so your organisation can act without additional frameworks. It works for a company, a division or a product line, as long as that unit can decide on its own goals and structure.
What changes: fewer escalations, faster decisions, and as a leader you're no longer dragged into every decision. You only see what truly needs your judgement.
The knowledge is free. Read it yourself.
The complete TOP knowledge base is free at top.intelygence.com:
- The guide, with every building block and routine, including a 15-minute starting session you can run yourself tomorrow
- More than 120 patterns and anti-patterns across nine areas, such as hidden rework, fear circuits or friction losses
- Around 100 metrics, more than 70 of them for working with AI agents
- Nine principles for designing organisations
We publish this on purpose. Knowledge is free. Understanding will cost you. Pay us for what isn't on a website: seeing what is really holding your organisation back right now, getting the right people into one room, and carrying the change through to a measurable result.
How we work together
| Step | What happens | Billing |
|---|---|---|
| 1 · Decision session: TOP Scan | An unvarnished look at your organisation: friction, drift and leverage points in one picture. It ends with a decision on which bottleneck to tackle first, and the first moves. | Fixed price. No decision, no fee. |
| 2 · Results package: one-day System Reset | The right people, one room, one day, on site. We expose the real constraints, set a common language and agree a handful of moves that actually change outcomes. Result: a few goals across technology, organisation and product, with signals and the group that will move them. | Fixed price |
| 2 · Results package: install TOP | Within a week, using what you already have, we set up the goal overview, signals and decision rhythm, so good decisions become routine. | Participation or fixed price |
| 3 · Partnership | At your side for the long run. If we participate, there's no hourly billing. Without participation, as a results retainer | Participation, or per quarter by bottlenecks resolved and decisions made |
Add-on: VXS. If decisions need to be prepared, delegated and recorded on an ongoing basis, VXS complements TOP Structure: routine decisions run automatically within your rules, important ones are prepared with options and risks.
Proof
- Built over 20 years in startups, automotive, retail, telecoms, media and insurance, with budgets from €1m to €150m and units from 3 to 250 people.
- Teams in Europe and Asia work this way, many without calling it TOP. The mechanism is designed not to get in the way of daily work.
- The complete knowledge base is public. You can check every statement on this page.
FAQ
Is this a reorganisation? No. TOP works with your existing structure and starts with one concrete bottleneck, not a company-wide transformation.
Do we need new meetings? No. TOP uses your existing meetings wherever possible. The few TOP sessions last 15 to 60 minutes.
We're only twelve people. Is it worth it? Yes, and it's simpler: in small companies the decision-makers are usually in one room anyway. One group is enough, and the "form the group" step disappears.
If the knowledge is free, what are we paying for? For the result: the right bottleneck named, the right people deciding, and the mechanism running in your company. You can introduce TOP yourself. With us it goes faster, and we stand behind the result through a fixed price or a results share.