How do you measure and monitor the impact of the 7S model on your change outcomes?

It always surprises me how many change efforts skip the step of creating a well understood baseline. It should go without saying that measuring change requires understanding the starting point, but that is a step that many miss. and frankly, understanding the baseline often leads to a number of a-ha moments in a significant project

Conducting baseline assessments is important because it provides a clear starting point for measuring progress and evaluating the impact of the change initiative. You should collect data on your current organizational structure, systems, culture, and other factors relevant to the 7S model. Use this data to establish a baseline for comparison with future measurements.

Ever wonder how to measure the impact of the mighty 7S model in your change projects? ????Let's dive in! 20+ years of data and expert advice from top McKinsey consultants show that everything starts with a baseline assessment.??? Knowing where you are is as crucial as knowing where you're going. Did you know that utilizing tools like SWOT analysis can help identify potential pitfalls in your plan????? My data suggests it can improve project success by up to 75%!?? @ChangeManagementExpert and @McKinseyInfluencer, how do you measure the effectiveness of the 7S model? Remember, success lies in the journey, not just the destination. Share to help your network navigate change better!???

Again, this is a step that is often missed or compromised. If you can’t measure it, it won’t be done. quite frequently, the conversation about objectives, combined with an understanding of the baseline current performance, yields significant insights to and modification of desires for the change effort to be undertaken. this is a key alignment step.

Navigating the sea of change? ???? Set SMART objectives! That's right, goals that are Specific, Measurable, Achievable, Relevant, and Time-bound. ???? In my 20+ years, I've found that aligning change objectives with each of the 7S elements can boost performance by up to 60%!???? For instance, reshaping your strategy can skyrocket customer satisfaction! ???? But, how do you ensure your objectives are truly SMART??? @SMARTGoalsGuru, any tips? Spread the word - SMART objectives lead to smarter organizations! ??

McKinsey 7S Model consist of "hard" and "soft" elements. The "hard" i.e. Strategy, Structure, & System, are trackable through typical lagging metrics like Financial (e.g. revenue, sales growth, etc.) or Operational metrics (e.g. production rate, OEE, etc). However, the "soft" elements (i.e. Shared Values, Staff, Skills, and Style) are a bit more abtract in nature. Still measurable through metrics like Organisational Cultural Survey, Employee Experience, organisational capability gaps, Leadership profiling, etc). In my research, I discovered that there is a positive correlation to both "hard" and "soft" elements, with the financial, operational and customer satisfaction level.

in my experience, having a member of the central project, team charged with tracking and gathering performance data is valuable. Holding that person accountable for valid tracking data will prevent data biases that often are allowed to exist.

Measuring change is crucial, isn't it? ???? I've tracked dozens of indicators over the last 20+ years, and let me tell you, nothing beats seeing quantifiable progress in your organization! ???? Quantitative data like revenue growth and market share are great, but don't overlook qualitative insights! Understanding shifts in attitudes or organizational culture are just as valuable. ???? Wondering where to start? @ChangeMetricsExpert, what are your top three indicators for change initiatives? Remember, what gets measured, gets managed! ??

Reflecting on change is a game-changer, wouldn't you agree? ???? I've found that post-change evaluation is the secret sauce to ongoing improvement. ?? Comparing pre- and post-change data is crucial in grasping the real impact of your efforts. But remember, it's not just about identifying gaps, it's about learning and growing. ???? Has anyone else found valuable insights from a post-change evaluation? Please share! ?? Remember, change is not a one-time event, it's a continuous journey. ???

Determine the metrics you will use to measure progress toward your desired outcomes. These may include quantitative measures such as revenue growth, customer satisfaction ratings, or productivity metrics, as well as qualitative measures such as employee engagement surveys or customer feedback. Then regularly collect and analyze data to track progress toward your desired outcomes. Use the metrics to assess the impact of the changes on your organization.

Monitoring your change efforts is like using GPS ?? for your journey to success. ??? It keeps you on track, helps you navigate risks and adapt your plan as needed. ?? In my experience, tools like dashboards and scorecards are invaluable for this process. ???? And let's not forget the importance of involving all stakeholders in the monitoring process! ??♀???♂? Are there any tools or practices that you've found particularly effective for monitoring change? Let's share and learn together! ?? Remember, in the journey of change, the rearview mirror is as important as the windshield.

after the change project is over, it is not over. What started as tracking change morphs into tracking performance of the organization in the areas impacted by the change. This is an essential ongoing management need, not something that ends when the project is declared over.

Sustainability in change is not a destination, it's a journey! ??? Making changes stick requires embedding them into the organization's DNA.?? In my 20+ years of experience, coaching, mentoring, and training are key ???, but storytelling can't be underestimated. Stories ?? make the journey personal and engaging, inspiring all to be part of the change narrative! Do you have stories of successfully embedding changes? Let's celebrate those victories and learn from each other! ????

During the time of conduct of the project, the project and its success are key focal points. As the changes facilitated by the project are implemented, an important output is agreement on a set of metrics that will be used to measure and evaluate the area of the business that were the focus of the project. In other words, project metrics morph into business management metrics, and that facilitates sustainability of the changes that were made.

Absolutely, the process of change is not linear, it’s messy and full of surprises! ?? Having navigated many change initiatives in the last 20+ years, I found that empathy and resilience are two critical elements.?? Empathy allows us to understand the fears and concerns of our team, and resilience helps us stay the course when the seas get rough.?? Remember, change is hard but staying stagnant is not an option in today's fast-paced world. ?? What's the biggest change you've navigated and what did you learn? Let's keep the conversation going!??

Some interesting and thoughtful comments above. But one thing for me is missing. Businesses rarely get to the place and scale overnight where enabling and introducing these ideas can bring the significant benefits available. So the simple questions are "Where do you start?" And "How do you take people with you?". Old habits die hard. The expression often used is "How do you eat an elephant", with the answer, "One bite at a time!". A helpful anecdote, but the need and pace of change is frequently driven by external deadlines and pressures. At the same time if we truly value the workforce and want to build a sustainable and secure business where people and processes blend to deliver productivity there needs to be a clear, overarching plan.

Based on my theory: Change(Ch) is differenceGWF(General Welfare), time (T) ratio. Mathematically Ch = GWF/T well/time Example If the difference of business GWF is 0.005 well on the time 5 days, the change of this business is 0.001 well/day. The Ch = 0.005 well / 5 day = 0.001 well/day.