Effective collaboration doesn't happen by accident. It requires intentional design. Acquis helps organizations create interaction models that reduce silos, clarify decision-making, and turn collaboration into your competitive advantage.
Organizations today operate in complex, interconnected business environments where success depends on how well teams work together across functions. Yet most companies still operate with outdated interaction patterns that create friction, slow decisions, and limit performance.
Most organizations still rely on collaboration patterns designed for simpler business environments. When teams can't work together effectively, even well-conceived strategies face implementation challenges. Collaboration inefficiencies represent a hidden tax on organizational performance. Studies show that 60% of employees lose 3+ hours weekly to coordination challenges, with one in five losing up to 8 hours. This isn't just lost time. It's unrealized potential.
We work with organizations to design frameworks that reduce barriers between teams, improve decision-making, and create more effective collaboration. Our approach integrates structure, process, and culture into cohesive models that support measurable business results.
We partner with organizations to establish clear interaction frameworks that support better execution while maintaining appropriate oversight. Our models transform cross-functional collaboration challenges into your strategic advantage.
We design improvement approaches tailored to your organization's specific needs and culture. Our systems help you capture insights from daily operations and translate them into strategic advantages. This creates ongoing performance gains that compound over time, strengthening your market position.
We create structured approaches that get the right information to the right people at the right time. Our frameworks guide cross-functional information sharing while preserving the flexibility teams need to adapt as conditions change. This enables faster, smarter decisions across your organization.
We help you design clear decision frameworks that reduce confusion and accelerate action-taking across your organization. When roles and decision rights are well-defined, teams move more efficiently while maintaining strong accountability. Our frameworks address decision bottlenecks while strengthening organizational performance.
Our interaction models connect strategic intent directly to operational execution. We don't just design frameworks. We make them drive measurable business outcomes through our integrated Think+Do approach.
We understand that sustainable interaction models require buy-in across all levels of your organization. Our approach builds consensus while designing systems that actually work in practice.
Complex organizations require sophisticated interaction designs. We help you balance structure with flexibility, creating frameworks that perform well under real business pressures
Every interaction model we design includes clear success metrics. We help you track performance improvements and adjust systems to maximize business impact over time.
A pharmaceutical distributor was preparing to launch a new program to improve the customer buying experience but was running into roadblocks as they tried to roll out the program across siloed business units. The program leaders partnered with Acquis to create a tailored change strategy to shift ways of working and drive program adoption.
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When companies look to grow, leaders think about ways to improve and change, whether by cutting costs or developing the next great idea. However, one element companies often overlook is their corporate culture. The foundation for good decisions, culture is the fuel for employee contribution to growth.
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Whether in the C-suite or at the divisional level, periods of leadership transition often are among the most volatile in an organization’s lifecycle.
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Established companies must learn to innovate in order to survive in today’s world. Leaders need to create a culture of innovation by encouraging new ideas and creating a framework to ensure they align with the organization’s goals.
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When companies look to grow, leaders think about ways to improve and change, whether by cutting costs or developing the next great idea. However, one element companies often overlook is their corporate culture. The foundation for good decisions, culture is the fuel for employee contribution to growth.
Read More
Whether in the C-suite or at the divisional level, periods of leadership transition often are among the most volatile in an organization’s lifecycle.
Read More
Established companies must learn to innovate in order to survive in today’s world. Leaders need to create a culture of innovation by encouraging new ideas and creating a framework to ensure they align with the organization’s goals.
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What are organizational interaction models?
Organizational interaction models are frameworks that define how teams collaborate, share information, and make decisions across different functions within a company. These models establish clear patterns for cross-functional work, including decision rights, communication flows, and accountability structures. Effective interaction models help organizations execute strategy more successfully by reducing silos and improving coordination between teams.
How do you know if your organization needs better interaction models?
Signs that your organization could benefit from improved interaction models include: teams frequently waiting for decisions or approvals, the same issues being discussed repeatedly without resolution, unclear accountability for cross-functional initiatives, information not reaching the right people at the right time, and strategic initiatives stalling during implementation. Organizations often recognize these patterns when good strategies struggle to gain traction in daily operations.
What's the difference between interaction models and organizational structure?
Organizational structure refers to formal reporting relationships, hierarchies, and departmental divisions shown on an org chart. Interaction models focus on how work actually gets done across these structural boundaries — the patterns of collaboration, decision-making, and information sharing that enable cross-functional execution. While structure defines "who reports to whom," interaction models define "how teams work together to achieve results."
What's the ROI of improving organizational interaction models?
Organizations typically see ROI through faster decision-making, reduced project delays, improved employee productivity, and better strategic execution. Companies that improve cross-functional collaboration often report improvements in project delivery times and higher employee engagement scores leading to measurable business performance gains.
How do interaction models support digital transformation?
Digital transformation initiatives often fail because they focus on technology without addressing how people work together. Interaction models provide the collaboration foundation that digital tools need to be effective. By clarifying decision rights, information flows, and coordination patterns, interaction models help organizations maximize their technology investments so digital initiatives drive real business value.
Can small companies benefit from formal interaction models?
Small companies can absolutely benefit from interaction models, often seeing faster results due to their agility. While small organizations may have simpler models than large enterprises, establishing clear collaboration patterns helps them scale more effectively and avoid common growing pains. Many small companies find that proactive interaction design prevents collaboration problems before they become performance barriers.
What industries benefit most from interaction model consulting?
Organizations in complex, regulated, or rapidly changing industries often see the greatest benefit from interaction model consulting. This includes healthcare systems, financial services, technology companies, manufacturing organizations, and professional services firms. However, any organization with multiple departments, locations, or functions can improve performance through better interaction models.
How do you measure the success of new interaction models?
Success metrics for interaction models typically include decision cycle times, project delivery speed, cross-functional collaboration scores, employee engagement levels, and strategic initiative completion rates. Organizations often track both quantitative measures (like time-to-decision) and qualitative indicators (like team satisfaction with collaboration processes). The specific metrics depend on the organization's goals and the particular collaboration challenges being addressed.
Connect with our team to discuss how effective interaction models can drive impact.
