{"id":7635,"date":"2022-04-07T22:00:37","date_gmt":"2022-04-07T20:00:37","guid":{"rendered":"https:\/\/www.2leadership.org\/?p=7635"},"modified":"2023-02-09T09:13:20","modified_gmt":"2023-02-09T08:13:20","slug":"mckinsey-7s-model","status":"publish","type":"post","link":"https:\/\/www.2leadership.org\/de\/mckinsey-7s-modell\/","title":{"rendered":"McKinsey 7-S-Modell"},"content":{"rendered":"\n<p>The McKinsey 7S Model refers to a tool that analyses a company\u2019s&nbsp;organisational&nbsp;design. The goal of the model is to depict how effectiveness can be achieved in an&nbsp;organisation&nbsp;through the interactions of seven key elements \u2013 Structure, Strategy, Skill, System, Shared Values, Style, and Staff.<\/p>\n\n\n\n<p>The focus of the McKinsey 7s Model lies in the interconnectedness of the elements that are categorized by \u2018Soft Ss\u2019 and \u2018Hard Ss\u2019. It implies that a domino effect exists when changing one element in order to maintain an effective balance.<\/p>\n\n\n\n<p>From the perspective of organisational transformation, it is worthwhile to consider if a predominantly internally focused methodology will meet the organisation\u2019s needs.<\/p>\n\n\n\n<p>Pros<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>It helps in bringing the various departments and processes in sync with each other, especially when mergers or acquisition takes place.<\/li>\n\n\n\n<li>It provides a framework to analyse the effects of changing corporate culture, policies, strategies, structure, technology over the organisation.<\/li>\n\n\n\n<li>It is a broad approach since it inspects each of the seven elements and their correlation with each other.<\/li>\n<\/ul>\n\n\n\n<p>Cons<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>The methodology could be considered too internally focused, therefore not allowing for sufficient attention to be placed on external factors affecting the business during it\u2019s transformation.<\/li>\n\n\n\n<li>It doesn\u2019t provide a clear roadmap as practical support for the transformation process.<\/li>\n\n\n\n<li>It relies on long-term results to provide sufficient input for analysis and therefore may not be sufficiently agile in it\u2019s approach.<\/li>\n<\/ul>\n\n\n\n<p>Recommended resources:<\/p>\n\n\n\n<p><a href=\"https:\/\/www.mckinsey.com\/business-functions\/strategy-and-corporate-finance\/our-insights\/enduring-ideas-the-7-s-framework\">Enduring Ideas: The 7S-Framework, McKinsey &amp; Company<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The McKinsey 7S Model refers to a tool that analyses a company\u2019s&nbsp;organisational&nbsp;design. The goal of the model is to depict how effectiveness can be achieved in an&nbsp;organisation&nbsp;through the interactions of seven key elements \u2013 Structure, Strategy, Skill, System, Shared Values, Style, and Staff. The focus of the McKinsey 7s Model lies in the interconnectedness of [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","iawp_total_views":59,"footnotes":""},"categories":[205,219],"tags":[],"class_list":["post-7635","post","type-post","status-publish","format-standard","hentry","category-glossary","category-m"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/posts\/7635","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/comments?post=7635"}],"version-history":[{"count":3,"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/posts\/7635\/revisions"}],"predecessor-version":[{"id":9609,"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/posts\/7635\/revisions\/9609"}],"wp:attachment":[{"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/media?parent=7635"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/categories?post=7635"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.2leadership.org\/de\/wp-json\/wp\/v2\/tags?post=7635"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}