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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.<\/span><\/p>\n \n \n 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.<\/p>\n So, let\u2019s get to know these elements that must be addressed to ensure the organization’s success and sustainability.<\/p>\n Strategy<\/strong>: This is your organization’s plan to build and maintain a competitive advantage over its market rivals. For more information on this model:<\/p>\n https:\/\/lnkd.in\/dTKt3dxx<\/a>So, what is this McKinsey model?
\nAnd how does it help companies achieve their goals and succeed in the required development and change?<\/h3>\nTo request ISO certification services and feasibility studies<\/a>:<\/span>
\nhttps:\/\/www.strategymission.org\/request-services-ar\/<\/a><\/span><\/h3>\nThe Seven Elements of the McKinsey Model Are:<\/h4>\n
\nStructure<\/strong>: This is the way your company is organized (i.e., how departments, divisions, authorities, and teams are arranged, including who reports to whom).
\nSystems<\/strong>: The daily activities and procedures that employees use to accomplish tasks.
\nShared Values<\/strong>: These are the core values of the organization, as reflected in the company culture and general work ethics. They were originally called \u201csuperordinate goals\u201d when the model was first developed.
\nStyle<\/strong>: The leadership style adopted within the organization.
\nStaff<\/strong>: The teams, their capabilities, and qualifications.
\nSkills<\/strong>: The actual skills and competencies of the organization\u2019s employees.\n<\/p>\nSteps for Using the Model:<\/h4>\n
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