The Church as a transformational and change agent has a tremendous influence on her growth and culture. If the Church wishes to institute change and maximize her potential, the leadership styles must be strategically aligned to accommodate her culture. McKinsey’s 7S framework is a model for analyzing organizations and their effectiveness. It looks at the seven key elements that make any organization successful:
- Shared values,
The seven elements can be aligned with any organizational issue that needs to grow and the Church here is not exceptional. Unless the Church leadership fully supports the premise that must have a high degree of 7’s it will remain stagnant. The seven components are the key to any organization that desires to grow in her core mission.
This represents the way the organization is managed by top-level managers,
- How they interact,
- How things are done.
- What actions do they take and their symbolic value.
- It is the management style of leadership.
2. Shared Values.
These are the norms and standards that guide staff conduct and organization actions and thus, are the foundation of every organization
A sound strategy is the one that’s clearly articulated and is longterm,
- What are we doing?
- How are we doing it?
Represents the chain of command
- Who reports to who?
- Report about what?
- How many levels of management
These are the abilities that firm’s employees perform very well.
They also include capabilities and competences.
This element is concerned with what type and how many employees an organization will need and how they will be recruited, trained, motivated and rewarded.
- Individual self-development.
- Skills gap assessment
These are the processes and procedures of the organization;
- Systems are the area of the organization that determines how business is done.
- Formal and informal procedures.
- Methods of work