McKinsey model
We follow the most important change management models in enterprises and companies, and in this Post we will discuss the McKinsey 7S model in management.
What is this McKinsey model?
How can it help companies achieve their goals and succeed in the development and change required?
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Developed in 1970 by McKinsey consultants Tom Peters and Robert Waterman, the model focuses on 7 key elements, which no enterprise can succeed without achieving together.
So let’s learn about those elements, which must be put forward in order to ensure the success and continuity of the enterprise.
The seven elements of the Mackenzie model are:
- Strategy: This is your organization’s plan to build and maintain a competitive advantage over its competitors in the market.
- Structure: This is how your company is organized (i.e., how to organize departments, departments, powers and task forces, including who reports to whom).
- Regulations: Daily activities and procedures used by staff to complete the task.
- Shared values: These are the core values of the enterprise, as demonstrated in the company’s culture and general work ethic. It was called “super goals” when the model was first developed.
- Style: The driving style adopted within the organization.
- Employees: task forces, abilities and qualifications.
- Skills: Actual skills and competencies of the organization’s staff.
Steps to use the form:
– Start with shared values: Is it compatible with the organization’s structure, strategies and systems? If not, what should change?
– Look at the solid elements (strategy/structure/systems) how much each element supports the other? Decide where to make changes.
Next, look at the soft elements (values/skills/style/task force). Do you support the required solid elements? If not, what should change?
For more information about this form:
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