7S Model of McKinsey explained
Вставка
- Опубліковано 20 жов 2016
- If you want to ask me further questions, or if these video's are just valuable enough for you to thank me in a different way than the usual 'thumbs up', consider to become a Patron of me. You find the link here: / chiefpep
Thanks!
This webinar gives an outline of the 7S model of McKinsey. It also explaines how to use the model in practise. The model is very usefull for the internal analysis and works complementary with the value chain of Porter.
If you have any suggestions for other models which you would like to have explained, please leave them in the comment section below.
You might also like my other video's:
6 Steps of marketing planning: • 6 steps of marketing p...
Michael Porter's Generic Strategies explained: • Generic Strategies Por...
Treacy & Wiersema's Value strategies explained: • Treacy & Wiersema's Va...
The Value Chain of Porter explained: • Value Chain of Porter ...
Abell's business definition explained: • Video
Michael Porter's 5 Forces model explained: • Michael Porter's 5 For...
The BCG Model explained: • The BCG model explained
Please subscribe to my channel for future webinars and like this video if it is valuable for you!
Correction: These factors are considered as ‘hard’ because they can be clearly articulated, written down, and are amenable to measurement by performance goals and audit
Style, skills, staff and super-ordinate goals are considered the ‘soft stuff’; not because they are ‘easy’ - far from it - but they are more human factors, more intangible, than the other factors
You're right.
Of all the online marketing lectures I have come across, yours have been the most helpful. The concepts are explained in so much detail and in such a simlified manner. Everything has been covered from the introduction of the concept to why we are using it and how to implement it that too with examples.
Much appreciated Sir.
Looking forward to learning more from you.
A practicable model which fine tunes an Organization as a whole Single Body to respond to challenges and deliver results/changes. Nicely presented. Thanx Pepijin
Fantastic video. Excellent explanation. Thank you very much for this contribution.
thank you very much, i love your way to explain the 7s model, its very clear and on point
Thank you Pep - that was very lucidly explained. Much appreciate
really helpful, one of your best videos to date, thank you !
Great video, it was very helpful to understand the concept!
Really well explained. Thank you !
nice video, Pepijn! there is one element that I think you should reconsider: when you explain the difference between hard elements and soft elements, I think you've got them the wrong way around. It's the 'hard' elements that are easier to identify and are easier to define or identify and are easier for management to influence. The soft elements are more influenced by culture and much harder for management to change.
To define indeed, but I speak about to 'change'... That's the difference which I address.
Great video. Thanks! Please continue with your webinar.
arlu porte I will... after the summer!
McKinney consulting is helping big pharma to push opioid sales!! Nice shared values !!
McKinsey you mean ;)
very informative and helpful.
thank you so much.
Thank you very much Pepijin.
Great video! Keep up the good work..On TOP never Stop...
Thank you! Very well explained.
Thank you! You are helping me so much during my business plan writing process
i like the way you explain ,it makes life easy thank you
This was really helpful! You explained this really well and it makes so much more sense to me now. Thank you :)
Cecilia Nguyen Thank you!
Thank you so much for sharing! 😊 really helpful for me.
Great points 👍🏽! Thanks for confirming the importance of structure. Heavily missed today. Big projects definitely require a strong foundation (i.e., how do we communicate best as a team, etc.) and actualization with culture (i.e., who is he or she, etc.). My personal milestone is to deliver change with a change. To see organizations evolve in multi-dimensions is rewarding. I think Communication is most powerful when different minds meet. And many people, working together, towards one goal requires structure - or re-structuring of minds - a team initiative. Structure is definitely the mobilizer and demobilization of change, amongst others. As the world re-opens its arms, there is no better time to re-assess organizational structure.
Hey it was very helpful, thanks a lot.
Keep up the good work..
I'm now we'll conversant. Thank you.
Really a good explanation thank you !
Really helpful, Thank you very much!!!
Excellent lecture! Thank you.
Thanks. It helped me understand the concept
Thank you. The video is great.
Best best best online class😁 it helped me alot for my class presentation
Simple,and-excellant-way-of-presentation.-Thanks.Ravi,Tamilnadu,India
Thanks. Good presentation which is easy to understand .
Very helpful! TKS
thanks, bro
its very useful to me.
of course it is so interesting ,simple complete ,thanks
Good one. Thanks!
Thanks,Very well explained ,
really a great video.Amazing way to explain ...loved it.
rajesh jha Thank you!
very interesting. the way you explain your ideas is great. go on
Thank you!
Great video 👍🏼
great and very helpful...
This is great information
Very good explanation
Thanks ChiefPep, helped me a lot during the test. Tip from me: have a look on the internet on the pronounciation of ‘determine’. 😜 good job keep on going
Thanks and that has been said a lot of times... ;)
Good one!
very useful Thank you
wauw, hartelijk bedankt!
great lesson
Hello Pepijn, I love your lectures and the way you are explaining all of the concepts and theories. I am so impressed that I am subscribing to your channel. I am also a College Professor as you are. I am going to be using some of your videos for my Global Marketing course. Excellent job! Best, wishes.... Dr. Castro
That is really nice to hear. Thank you!
You’re welcome!
thank you sir.
Perfect!
Bravo!!!!
Please make a video on Porter's Diamond model
These videos are excellent.
aaroncrossin761 thank you!
Would you recommend a sports organisation i could apply this and porters 1985 model to?
aaroncrossin761 any organisation would do... The S's are just reminders which topics to use for your analysis. Which model do you mean?
Pepijn Schoemaker Porter 1985 generic strategy.. I have to analyse how porters strategy helps a sports organisation gain competitive advantage. I assume the Mc Kinskey model would be relevant to help with my answer? Thanks for getting back to me.
Only use models to answer questions or to analyse things which need to be analysed. Never as a goal at itself (as: I need to use a model...) So if you want to analyse if a company is well organized, you use the 7S model. For any company if you want. Although it's more often used for bigger companies. The Porter Generic strategic model helps you formulate a strategy. It's not meant to be as an analysis tool... You could determin what strategy a company is most probably following, but nothing more than that. Take Nike as an example for your case...
Awesome "😍❤️
Great.
Very helpful can you have a session on Diagnostic Models for Capacity Development of staff in an organization
Pfff... That's not really a topic 'I am into' tbo... :/
Awesome
thank you 😇😇😇😇
Man You Never Disappoint...
Nice Video !.You are very good in explaining
Would be lovely if you could mention the sources you used for the slides .
Thank you ind advance :)
IamSonko These are my own slides... Inspired by the books of McKinsey. Thanks for the comment!
Than you very much !.because i used one example in my Report for the learning arrangement Project Business Organisation and i don't know how to mention this in the reference list .I'll just put the mcckinsey book on the reference list .
Thank you very much , you saved a Student from failing .
IamSonko No problem. If you want you can use my name as Reference since you will be using this video as a source. Full name plus title would be: Pepijn Schoemaker EMP
Thank you :)
Thank you very much for this webinar. I got a question, do you have any webinar about recruiting new staff for marketing departments? Or do you know anybody expert like you to cast such a webinar in UA-cam?
No sorry. No idea!
ik vond deze duidelijker dan de nederlandse versie
Hello. Great explanations. Do you have one on Ansoff Matrix?
Nyambura Kinyori good idea! that's not a very complex model though... I'll work on it as soon as I can!
I'd appreciate that. thanks.
This is great!
Although this applies also to other organizations too right? Like public institutions?
P - for sure!
In what group would you integrate experience? I think is highly related to skill but I´m not sure.
Yes, skills!
Could you explain VUCA in one of your vedio
Empowerment gaat voornamelijk over de mate waarin de macht gebalanceerd is, klopt dat Pepijn?
Beetje laat, maar klopt
Why it is the important in assesing an organization?
Because you are looking to find strengths and weaknesses in the organisation for your strategic decision...
can you please make a video on Balanced Scorecard ?
Good idea! Thanks! Although... I am not really fond of the model... I know a lot of people it though.
Neither am I, but it would be of immense help. Thanks a lot in advance :)
I need a comparison between 7ps&7s can you help me
No sorry. What is 7ps? You mean the 7 P's of a service Company?
@@PepijnSchoemakerWebinars yes 7p's service company
@@PepijnSchoemakerWebinars if u don't have this comparison on your vedioes ..can I make it in my research paper? .. I need your opinion
@@omaimaelhadidy5363 the 7P's are to make an operational plan. Not to analyze like the 7S model. You could use them in the internal analysis to compare them with the performance of the competition though...
@@PepijnSchoemakerWebinars ooh....are there another perfect model like 7p's to make a comparison with it ?...sorry about many questions
The hard and soft s part?????
Yes. This means: hardware is a bit harder to change compared to the software parts.
Goede uitleg, maar je moet nog wel aan je uitspraak Engels werken. Bijvoorbeeld woorden als determine(uitspraak "dieturmen" ipv "dietermijn") en purpose.(uitspraak "purpus" ipv "purpoos") Op de uitspraak na goede uitleg!
Bekend, en al heel vaak gezegd...
I disagree, you can change hardware easier than software
MsWink7 interesting...
I agree with MsWInk7. You can directly influence the strategy, structure and systems while the shared values, skills and style are much less influencable. You can for instance decide to enter a new market (strategy change) but it will take some time for your staff to acquire the necessary skills, let alone change the shared values. These after all have to do with people supporting them, and you can't expect them to share the same values overnight, this also takes time.
Then there is also the systems part. The definition in the video is too narrow, since alongside the used communication systems, the S for Systems also aims at the used procedures.
It's a very good video and provides a good overview, on the other hand it doesn't completely cope with the common definitions of the 7s-model
i think this depends on wich company and wich market you work in, i give advice to small businesses start-ups and non profits, the staff usually have allot of expertise in they're respected fields, but most of the time those companys don't have the type of expertise and budget to chance systems or infrastructure.
Indeed. And for the benefit of this presentation I choose to use generic businesses and follow the most common explanation so everybody has something to write on his or hers test... In practice offcourse things can work out differently.
Pepijn Schoemaker with structure, you talk about the people how they organize and so on, but do you also count the actual structure? like for instance if they are housed in a nice building but in a hard to reach no parking dirty neighborhood? i always ad these type of things in this model
That accent tho’
Wrong explanation of hard and soft elements
Ok. Then please explain for all the viewers here how it's supposed to be.
@@PepijnSchoemakerWebinars Refer to "Law" 's comment below. Still, since you asked.
Hard factors aren't difficult to change like you said,
They are easy to define, tangible and can be directly influenced by management.
Soft factors like you said aren't easy to change,
But are difficult to define and intangible, yet critical for success.
What you said is opposite.
@@YashGumaste great thanks. Could me give me your scientific source where this comes from?
You are wrong with why they soft and hard badly explained
Ok thanks