Bringing clarity to leadership and organisational structure at Summit Health
After a period of rapid growth, Summit Health saw staff survey concerns about access to managers, role clarity, and workloads.
With teams working across a wide region, maintaining a consistent culture was increasingly complex. The Woohoo Co worked with Summit’s leaders and staff to explore organisational structures, clarify responsibilities, and support the organisation through change.
Meet Summit Health
Summit Health delivers services across a broad geographic region, with staff working independently across diverse service areas. The organisation’s General Manager, Sheree Brooks, describes a leadership role involving organisational culture, staff engagement, and planning for growth. The organisation sought outside expertise as it considered how its structure could better support people, service quality, and future needs.
Health Services | Mount Barker | Organisational Structure and Leadership Advice
Website link: https://www.summithealth.org.au/
Team size: 51-200 employees
Founding year: 1995
Hear from Sheree of Summit Health
Sheree Brooks discusses how external perspectives, staff consultation, and practical structural recommendations helped the organisation navigate growth.
In some parts, The Woohoo Co. validated our thinking, and in others they really challenged what we thought was the best way forward, so it was really beneficial.”
Sheree Brooks, General Manager, Summit Health
Challenge
Growing faster than the structure around it
Summit Health had grown rapidly, and quarterly staff surveys showed weaker-than-expected engagement around manager access, role clarity, and workloads. With staff working independently across a wide region, the leadership team found that silos, isolation, inconsistent culture, and quality standards were becoming real risks to the organisation. As a result, they sought external advice from The Woohoo Co. on a structure suited to Summit’s size.
Approach
Listening widely before recommending a structure
Addressing this challenge started with a meeting between Summit Health’s Sheree, and Sue and Rebecca from The Woohoo Co. They discussed Summit Health’s strategic environment, strategic plan, and the roles and units across the organisation. They then interviewed about 18 key personnel across Summit’s services to understand its strengths and challenges, before delivering a thorough report outlining two possible structures to meet the organisation’s needs now and into the future.
Results
Sheree says working with The Woohoo Co. validated some existing thinking while challenging other assumptions, all of which proved to be valuable. Broad staff involvement helped people feel heard during change. Summit gained clearer organisational responsibilities and a better understanding of who to approach for different matters. Sheree particularly valued the consultants’ independent perspective, trusted guidance, and collaborative approach.
Clearer roles, and people brought along on the change
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After a period of rapid growth, Summit Health saw staff survey concerns about access to managers, role clarity, and workloads.
Let’s chat
Growing organisations often need fresh perspectives on leadership, structure, and culture. If your team is navigating change or seeking greater role clarity, talk to The Woohoo Co. about what support could look like for your business.