McKinsey Model
We continue our series on the most important change management models in organizations and companies, and in this article we will discuss the McKinsey 7S model.
So, what is this McKinsey model?
And how does it help companies achieve their goals and succeed in the required development and change?
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This model was developed in the 1970s by consultants at McKinsey, Tom Peters and Robert Waterman, and it focuses on 7 key elements that no organization can succeed without achieving together.
So, let’s get to know these elements that must be addressed to ensure the organization’s success and sustainability.
The Seven Elements of the McKinsey Model Are:
Strategy: This is your organization’s plan to build and maintain a competitive advantage over its market rivals.
Structure: This is the way your company is organized (i.e., how departments, divisions, authorities, and teams are arranged, including who reports to whom).
Systems: The daily activities and procedures that employees use to accomplish tasks.
Shared Values: These are the core values of the organization, as reflected in the company culture and general work ethics. They were originally called “superordinate goals” when the model was first developed.
Style: The leadership style adopted within the organization.
Staff: The teams, their capabilities, and qualifications.
Skills: The actual skills and competencies of the organization’s employees.
Steps for Using the Model:
- Start with Shared Values: Do they align with the organization’s structure, strategies, and systems? If not, what needs to change?
- Examine the hard elements (Strategy/Structure/Systems): To what extent does each element support the others? Identify where changes are necessary.
- Then, look at the soft elements (Shared Values/Skills/Style/Staff): Do they support the necessary hard elements? If not, what needs to change?
For more information on this model:
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