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

Рет қаралды 39,637

Күн бұрын

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.

Пікірлер: 50

@rowena.johnson7160 Жыл бұрын

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

@jradel Жыл бұрын

Thanks 🙏🏻

@henrygohc.h177 3 жыл бұрын

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 3 жыл бұрын

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

@tilahunworkneh4763 3 жыл бұрын

Fantastic presentation. Easy to digest. Thank you!

@jradel 3 жыл бұрын

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 2 жыл бұрын

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

@jradel Жыл бұрын

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

@kimc7892 2 жыл бұрын

Very timely. Appreciate the clarity of message.

@jradel Жыл бұрын

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

@goldenlightforever Жыл бұрын

Thank you for the explanation. Impressive!

@jradel Жыл бұрын

Thank you 🙏🏻

@sopaphantan 3 жыл бұрын

Clear and simple presentation.

@jradel 3 жыл бұрын

Glad you liked it!

@munzilahakeem9588 3 жыл бұрын

Clear Understanding Thank You

@jradel 3 жыл бұрын

Glad to hear it. Thanks for the feedback!

@mohitsingha1809 2 жыл бұрын

Very comprehensive. Thank you Sir.

@jradel Жыл бұрын

Glad it was helpful!

@KellyGreenPhD 2 жыл бұрын

Brillant, Thank you.

@jradel Жыл бұрын

Glad you enjoyed it!

@candymuncher8155 Жыл бұрын

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

@jradel Жыл бұрын

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 ;-)

@bobyzax 2 жыл бұрын

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 Жыл бұрын

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: kzfaq.info/get/bejne/qc2TdKqorJaZp4E.html

@hutamamedikacare2448 2 жыл бұрын

Thank you for your presentation, respect from 🇮🇩

@jradel Жыл бұрын

Thanks a lot and best wishes to 🇮🇩!

@BlessUp. Жыл бұрын

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

@jradel Жыл бұрын

Thanks a lot!

@ryanweaver962 11 ай бұрын

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

@endii93 7 ай бұрын

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 2 жыл бұрын

Nicely done

@jradel Жыл бұрын

Thanks!

@junedshaikh2964 Жыл бұрын

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 Жыл бұрын

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 Жыл бұрын

@@jradel thank you and I can start from here

@LeonardoBlanca1 2 жыл бұрын

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

@jradel 2 жыл бұрын

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.

@madhavipatel4318 11 күн бұрын

What technique are you using to mirror your text?

@jradel 6 күн бұрын

Pretty easy. 😃 Just flip the video. It’s literally one click: kzfaq.info/get/bejne/d7B3ndp9nsmwcok.htmlfeature=shared I use Davinci Resolve, which has a free version. But any other should donut as well.

@IvanMichelGarcia Жыл бұрын

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

@jradel Жыл бұрын

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: kzfaq.info/get/bejne/eLKfqNuh16espIU.html 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 Жыл бұрын

@@jradel Thank you Dr.

@Potencyfunction Жыл бұрын

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.

@Rustamushko Жыл бұрын

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 Жыл бұрын

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.

@asriliu6382 2 жыл бұрын

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

@jradel Жыл бұрын

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

@ryantessier9188 Жыл бұрын

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.