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Group 4McKinsey 7s Framework

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18 views14 pages

Group 4McKinsey 7s Framework

Random

Uploaded by

Marie Taylaran
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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McKinsey’s 7-S Framework was first introduced in the

1970s by business consultants Robert Waterman and Tom


Peters in the book In Search of Excellence, who examined
the role of coordination in organizational effectiveness.
Previous models to this point had focused on
organizational structure as the focal point when
considering enterprise effectiveness.
What Is the McKinsey 7-S Model?
• The McKinsey 7-S Model is a change framework based
on a company’s organizational design and coordination.
It aims to depict how to manage organizational change
by strategizing around the interactions of seven key
elements: Structure, Strategy, System, Shared
Values, Skill, Style, and Staff.
Strategy
The strategy element is a
detailed plan that
organizations create for
successful change
implementation and to gain
a competitive edge. A well-
crafted strategy is aligned
with the other six elements
of the 7-S model and is
reinforced by a strong
vision, mission, and values.
Structure
Structure or
organizational structure
refers to a clear chain of
command to avoid chaos
& confusion. Structure is
a simple yet crucial
element as it creates a
sense of employee
accountability within the
organization.
Systems

Systems refer to the


business processes and
operational procedures
employed to complete a
business’s routine activities.
An organization’s SOPs
consist of such practices
and workflows that directly
impact productivity and
decision-making.
Shared
Values
These are the core values
governing an organization’s
health. While implementing a
change, organizations expect a
behavioral modification from
their employees, which is only
possible in a strong change
culture and organizational
values.
Style
This element refers to the
management style prevalent in
a company that decides the
level of employee productivity
and satisfaction.
Staff
This element represents
the talent pool required,
the size of the existing
workforce, and their
motivations. It also
considers how they are
trained and rewarded
within the organization.
Skills
Skills refer to the abilities of
employees to complete tasks. A
study suggests that 45% of
respondents reported that a skill
gap caused a loss in productivity.
Skills gaps overburden
experienced employees who have
to pick up the slack for their
coworkers’ inexperience. It’s
essential to identify the skill gaps
and create relevant employee
training programs to bridge these
gaps.
Benefits of McKinsey 7s

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