{"id":7635,"date":"2022-04-07T22:00:37","date_gmt":"2022-04-07T20:00:37","guid":{"rendered":"https:\/\/www.2leadership.org\/?p=7635"},"modified":"2026-05-27T14:02:29","modified_gmt":"2026-05-27T12:02:29","slug":"mckinsey-7s-model","status":"publish","type":"glossary_entry","link":"https:\/\/www.2leadership.org\/en\/mckinsey-7s-modell\/","title":{"rendered":"McKinsey 7-S Model"},"content":{"rendered":"<p class=\"wp-block-paragraph\">The McKinsey 7S Model refers to a tool that analyses a company\u2019s organisational design. The goal of the model is to depict how effectiveness can be achieved in an organisation through the interactions of seven key elements \u2013 Structure, Strategy, Skill, System, Shared Values, Style, and Staff.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">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 class=\"wp-block-paragraph\">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 class=\"wp-block-paragraph\">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 class=\"wp-block-paragraph\">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 class=\"wp-block-paragraph\">Recommended resources:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><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>","protected":false},"menu_order":0,"template":"","meta":{"_acf_changed":false,"_seopress_titles_title":"","_seopress_titles_desc":"Das 7S-Modell von McKinsey ist ein Instrument zur Analyse der organisatorischen Gestaltung eines Unternehmens. Ziel des Modells ist es, darzustellen, wie in einer Organisation durch das Zusammenspiel von sieben Schl\u00fcsselelementen\u2026","_seopress_robots_index":"","_seopress_robots_follow":"","_seopress_robots_imageindex":"","_seopress_robots_snippet":"","_seopress_robots_primary_cat":"","_seopress_robots_breadcrumbs":"","_seopress_robots_freeze_modified_date":"","_seopress_robots_custom_modified_date":"","_seopress_robots_canonical":"","_seopress_social_fb_title":"","_seopress_social_fb_desc":"","_seopress_social_fb_img":"","_seopress_social_fb_img_attachment_id":0,"_seopress_social_fb_img_width":0,"_seopress_social_fb_img_height":0,"_seopress_social_twitter_title":"","_seopress_social_twitter_desc":"","_seopress_social_twitter_img":"","_seopress_social_twitter_img_attachment_id":0,"_seopress_social_twitter_img_width":0,"_seopress_social_twitter_img_height":0,"_seopress_redirections_value":"","_seopress_redirections_enabled":"","_seopress_redirections_enabled_regex":"","_seopress_redirections_logged_status":"","_seopress_redirections_param":"","_seopress_redirections_type":0,"_seopress_analysis_target_kw":"","_seopress_news_disabled":"","_seopress_video_disabled":"","_seopress_video":[],"_seopress_pro_schemas_manual":[],"_seopress_pro_rich_snippets_disable_all":"","_seopress_pro_rich_snippets_disable":[],"_seopress_pro_schemas":[],"footnotes":""},"class_list":["post-7635","glossary_entry","type-glossary_entry","status-publish","hentry"],"acf":{"glossary_subtitle":"","glossary_related":null,"glossary_sources":null},"_links":{"self":[{"href":"https:\/\/www.2leadership.org\/en\/wp-json\/wp\/v2\/glossary_entry\/7635","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.2leadership.org\/en\/wp-json\/wp\/v2\/glossary_entry"}],"about":[{"href":"https:\/\/www.2leadership.org\/en\/wp-json\/wp\/v2\/types\/glossary_entry"}],"version-history":[{"count":4,"href":"https:\/\/www.2leadership.org\/en\/wp-json\/wp\/v2\/glossary_entry\/7635\/revisions"}],"predecessor-version":[{"id":13102,"href":"https:\/\/www.2leadership.org\/en\/wp-json\/wp\/v2\/glossary_entry\/7635\/revisions\/13102"}],"wp:attachment":[{"href":"https:\/\/www.2leadership.org\/en\/wp-json\/wp\/v2\/media?parent=7635"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}