McKinsey 7-S Model

 

McKinsey 7-S Model

This is one of the most complicated models but its complexity need when implementing complicated organizational changes. There is no special order in these elements but rather assessed by how they affect each other so that weaknesses can be identified

This element can be divided into two sections Hard and Soft

"Hard" elements include: 

• Strategy. 
• Structures
• Systems

These elements are simple to identify they are influenced by the management. The hard elements are such things as the company plans to be more competitive (strategy), organizational charts (structure), and routines/processes for how work is to be done (systems).

"Soft" elements include: 

• Shared Value

• Style

• Skills

• Staff 

 “soft” elements are very hard to describe and they are influenced by the company culture. Your staff, their skills, the company’s overall leadership style, as well as the values or culture of the company are more fluid and affect continuous change. 

 7 Elements briefly :

·        Strategy: organization's plan for building and maintaining a competitive advantage over its                                    competitors.

·        Structure: How your company is organized (Departments and teams , including the hierarchy).

·        Systems: the daily rooting and procedures that staff use to get the job done.

·        Shared Values core values of the organization and reflect its general work ethic. 

·        Style: The leadership Style.

·        Staff: General capabilities of the employees.

·        Skills: Skills and competencies of the organization's employees.

 

The placement of  shared value in the center of the model stated that they are central to the development of all the other critical elements. All elements of the model balance and reinforce each other for an organization to perform well.

To apply the McKinsey 7-S Model in your organization, follow these steps:

1. shared values: Start with shared value. Are they included with your structure, strategy, and systems?     If not, what needs to change?

2. Then look at the hard elements – strategy, systems, and structure. How well does each one support         others? Identify where changes need to be made.

3. Next, look at the soft elements – shared values, skills, (leadership) style, and staff. Do they support        the deliberate hard elements? Do they support one another? If not, what needs to change?

4. As you adjust the elements, you'll need to use a process of making adjustments, and then re-analyzing     impacts on other elements and their adjustment. The end result of better performance will be worth it.

References

Anon., n.d. MindTools. [Online]
Available at: https://www.mindtools.com/pages/article/newSTR_91.htm
[Accessed 04 December 2021].