Respond to the two post in the following ways:
In what ways do you agree or disagree with your colleague on the value of the 7 S Model components, and how can this enhance or expand on your understanding of strategic planning?
McKinsey 7 S Model
Tom Peters and Robert Waterman, who worked for McKinsey & Company consultation firm in the eighties, developed the 7 S model framework (Singh, 2013). The 7 S Model consists of: Shared Values, Strategy, Structure, Systems, Style, Staff, and Skills (Dyer et al., 2020). The purpose of the 7 S model framework is to evaluate the organization to see what is going wrong and help align it functionally, effectively, and in harmony with its goals (Singh, 2013).
Value of Each Step Within the 7 S Model – Shared Values, Strategy, Structure, Systems, Style, Staff, and Skills
Each of the components has a unique purpose in the change process (Dyer, 2020). The purpose of the strategy component is to keep the organization focus: determining the competitive advantage. The structure will indicate orient the role each is to play and what they should do; staffing determines the teaching organization, skills indicate what and who is need to accomplish various responsibilities. Style is the ambiance and will decide if workers will relate formally or informally to each other. Shared values are the goals that are required. Each aspect helps to determine what is needed for the job to be accomplished. For example, managers or HR will need to assess their workers’ skill-set to execute jobs.
The 7 S Framework can be a guide to restructure an organization successfully. When organizations have issues, they use the 7 S to analyze current challenges to address problems. The skills component could be the most influential and effective component to resolve an organization’s issues.
Each component in the 7 S model must focus on change, but change is not readily accepted. Dyer (2020) shared that the soft square (soft S), in particular: the style, staffing, skills, and shared value is the most challenging area to implement change. The challenge is that staff adjustment will take time, and the values and the mindset have to be adjusted, the attitude will take some time, and there is a challenge to encourage and implement it (Dyer, 2020). The style, staffing, skills, and shared values will take much time, and this is why Peters (2011) said, “Soft is hard and hard is soft” (p. 7). It is embedded; it will not happen overnight. Peters also said, “Deal with all seven or accept the consequence – less than effective implementation of a project or program” (Peters, 2011, p. 7).
A description of the value of each step within the 7 S model to implementing change with the organization, including at least one supportive example
According to Dyer et al. (2020), “an alignment within an organization is illustrated by the proper relationship that created reinforcement for each other.” This means that each element fits together to support each strategy. The 7 S Model consists of seven essential strategies: strategy, structure, systems, staffing, skills, style, and shared values. Strategy is how an organization creates a plan for sustainability and competitive advantage (Dyer et al., 2020). Dyer et al. (2020) used Google as an example. Google originally started with facilitating internet searches and now has improved in applications, such as Google Maps and Gmail. The structure provides an organization with arrangements for labor and tasks. One example in an organization is the structure between management and staff. A CEO or manager provides information on who does what and reports to who (Dyer et al., 2020). Systems and Staff provide the organization structure with coordination for the recruiting, hiring, and training for the implementation mechanism, policies, and processes for different units (Dyer et al., 2020). Skills and Styles explain the employees’ abilities to do the task and the interactions appropriate and legitimate patterns and interpersonal relationships (Dyer et al., 2020). Lastly, shared values are considered essential, such as priorities and virtues (Dyer et al., 2020).
An analysis of which one or two specific component(s) of the 7 S Model could be most helpful from a change management perspective, including at least one supportive example
The two components of the 7 S Model that could be most helpful from a change management perspective are Strategy and shared values. Strategy is critical because it set the foundation for change. As mentioned, “Strategy is the process an organization creates a plan for sustainability and competitive advantage (Dyer et al., 2020). Change starts with a plan, which is a detailed proposal. You have to be able to see it in order to have intentions and arrangements with alignments.
Shared Values is critical as well due to it illustrated what is vitally essential to an organization. Shared Values form the foundation (Peter, 2011). Shared Values create a sense of direction, such as mission, visions, and goals. Shared values create superordinate goals, which increases stakeholders’ interest and agreement. These two components together help give management a perspective on creating change in an organization!
An explanation for which specific component(s) of the 7 S Model could be most challenging when implementing organizational change, including at least one supportive example
Structure and Systems were my two specific components of the 7 S Model I considered the most challenging when implementing organizational change. The structure provides an organization with arrangements for labor and tasks, which is critical. Structure determines what will work for the organization. That includes who will do what and who to report to. The failure to implement this successfully will affect how communication flows efficiently throughout the organization. I believe effective communication sets the tone for the organization and expectations.
The structure goes hand and hand with systems. Systems are the “key process” in an organization process. Systems set protocols with policies, mechanisms, and processes (Dyer et al., 2020). Systems help coordinate the control of work units within an organization (Dyer et al.,2020). Each of these components, structure, and systems are challenging for implementing change but essential to an organization’s strategy plan!