Mastering Change Management: A Comprehensive Guide to the McKinsey 7S Model

In this video, I delve into an effective framework for driving successful change within organizations. Additionally, I illustrate the renowned McKinsey 7S model as a means to assess the framework's consistency and cohesion. Join me as we explore these powerful tools for change management.

[@rowena.johnson7160]

Very clearly explained. I appreciate the analogy of the wheel. Once the centre goes, things fall apart.

[@jradel]

Thanks 🙏🏻

[@tilahunworkneh4763]

Fantastic presentation. Easy to digest. Thank you!

[@jradel]

Thank you for the feedback! Please let me know if you are interested in a particular details of the video or need additional information.

[@stevennevin7466]

Brilliant clarity of communication. Definitely a framework that can be productively applied in practice.

[@jradel]

Thanks! I also find it extremely useful as a diagnostic tool.

[@kimc7892]

Very timely. Appreciate the clarity of message.

[@jradel]

Thanks! Clarity sometimes is an issue in academia, so I really appreciate your feedback.

[@henrygohc.h177]

Amazing work. Well explain in the most simple n direct way. I love the way you structure your presentation. Would love to learn more from you, sir.

[@jradel]

Thank you! More would be available in our university classes, but I am happy to upload some more content here some time.

[@goldenlightforever]

Thank you for the explanation. Impressive!

[@jradel]

Thank you 🙏🏻

[@bobyzax]

Thank you Dr. Radel! Presentation style and clarity is exceptional! 7:20 recommendations on Roles and responsibilities videos will be very helpful. Also may be a video on different organisational structures that enable change. Mackenzie has a framework on Lean framework of change where Minds& Behaviour, Management Infrastructure and Operations Systems are core of holistic ecosystem. Would love to have your video on this 🙂. Thank you!

[@jradel]

Thank you for your suggestions. Re: Roles. I have a unlisted (so far) video on it, that you might find helpful, even if it is not linked directly to 7S: kzbin.info/www/bejne/qZjGcnqtfJVora8

[@mohitsingha1809]

Very comprehensive. Thank you Sir.

[@jradel]

Glad it was helpful!

[@sopaphantan]

Clear and simple presentation.

[@jradel]

Glad you liked it!

[@candymuncher8155]

Impressive. Very clear and concise. I'd love to see you implement that from a management position perspective.

[@jradel]

I would love to be allowed to share a case study, where management is using it. Unfortunately, that's not possible. You will find a lot of content online. Just use it in any project as a blueprint to assess the quality of the project: the more elements that are not considered, the less likely it is to fail (a very un-academy statement from me ;-)

[@munzilahakeem9588]

Clear Understanding Thank You

[@jradel]

Glad to hear it. Thanks for the feedback!

[@hutamamedikacare2448]

Thank you for your presentation, respect from 🇮🇩

[@jradel]

Thanks a lot and best wishes to 🇮🇩!

[@BlessUp.]

Awesome presentation! I enjoyed your ability to quickly illustrate the process mapping for org change. #Kudos

[@jradel]

Thanks a lot!

[@KellyGreenPhD]

Brillant, Thank you.

[@jradel]

Glad you enjoyed it!

[@endii93]

Awesome framework and brilliantly explained! I would have loved however to be guided through a showcase or a practical example, explaining the different level. For example, what could be the granularity of a field of action?

[@udaynataraaj2390]

Nicely done

[@jradel]

Thanks!

[@junedshaikh2964]

This is one of the best ways to drive change management. Do you have Power Point or excel Template, with an example of driving the Mckinsey 7S Model and can we view it. Thank you!

[@jradel]

Unfortunately, I only have company specific examples that I can’t share, but you will find a lot online. As a PowePoint I highly recommend this template: www.presentationload.com/7s-model-powerpoint-template.html If you need more than just the one picture .

[@junedshaikh2964]

@@jradel thank you and I can start from here

[@LeonardoBlanca1]

Could you give me an example of Fields of Action? (1:59)

[@jradel]

Imagine you would like to work abroad and don’t speak the local language. The died of action would be „language skills“. You have to take action in this field to dissolve it. Another word might be „area you are not yet good at“ but you need to be for a successful change. The same might be the case for a company. If we, as a university would like to offer programs for international students, we might have to work on the language skills of the staff = field of action for us.

[@IvanMichelGarcia]

What book do you recommend to read more on this topic?

[@jradel]

I find it very difficult to recommend a book. Books on a single topic are often too much too read, compared to what you need to know. Personally, I use a 15 min video case about a headmaster who transformed a school in the US while unconsciously applying the framework. After watching, I discuss the application. The video is not publicly available, unfortunately. But you can try to use this here: kzbin.info/www/bejne/eH3Spqump6Z7qrM It is not ideal, also because it is too long but will do it. One tricky thing you might discover is the difficulty to differentiate the elements, like the difference between systems and structures. Technically, you can differentiate them but it often feels awkward in real life. I always tell my students that I don’t mind where they put an activity, but that they see it.

[@IvanMichelGarcia]

@@jradel Thank you Dr.

[@Potencyfunction]

Ivan you dont seems that you come from any university. You need a lot of psyhology first to understand people who you work with. You need to undestands wills, needs, commom goals and many. That you learn in high school but apparently you have not been there. Start with high school . There you can learn more on this topic.

[@asriliu6382]

Very excellent way to presenting this topic, please allow me to used and translate it sir

[@jradel]

Feel free to translate it. I am happy, that you like it.

[@Rustamushko]

How to control size of a change? e.g. I have a vision "I have a vision that my company is like a Microsoft". But currently only 3 people there. So this looks like very far goal\vision.

[@Potencyfunction]

That is the point that you have to live because no one likes what you are doing. Either you have no educatiation, no skills and no shared vision.

[@avishah2343]

I am so distracted by how it looks like he is writing backwards... which obviously cant be the case... I have to know what software he is using! 😅😊

[@demo5527]

He just mirrored his video...

[@ryantessier9188]

Great explanation but you lost me at the end. It seems a cop out to say “leave the company” if there isn’t ambition to change skills or style. That might work as a consultant or in the abstract but it’s not always realistic - so the model should attempt to take that into account - can you generate ambition? Organizational change should have at least a plan to influence that.

[@ryanweaver962]

Good framework for multiple sites and various projects with limited and specific goal setting. These frameworks exist quite well within a larger change management set of Love .Energy.Value.Insights.Currency.Time.Synergy.hate (LovEVICTShate)... the fractionated improvement work is a good bridge between these very strong action points... the iron sharpens iron concepts of health, climate and tools can hybridize and provide the space without taking down governance.... Time in the Love model... is more of the logistics... the larger scale work of multi sector and multi culture... it's a lot. We need to be careful of usurpations and grift/graft and too much synergy... disagreement and authentic community engagement can NOT be fake nor dictated.... The multiple nature of the work involved in various eco systems is fractionated in that it provides learning and leading and context.... but, forcing solutions don't work... ROI and KPI... the realties of specifics and quadratic costs of AI... it's a lot to take into account... and, the uge to over easy"ish" the feedback loops because of cost... could result in some dangerous conditions. I can NOT overstate how important connection with community is... the honesty and kindness. If there are eco systems which are more challenging than others... it is only natural... shining yourself while helping others to shine tends to find access and possibilities over time where it seems there were none... It really can work.... #homeostaticworld