Answer :
The correct part of the 7-S framework to stress for Mark as he is pondering his change management processes would be Style of communication.
The 7-S framework, developed by McKinsey Company consultants, includes the following elements: Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff. Each of these elements plays a role in the success of an organization, particularly when undergoing change.
Strategy : The plan devised to maintain and build competitive advantage over the competition.
Structure : The way the organization is structured and who reports to whom.
Systems : The daily activities and procedures that staff use to get the job done.
Shared Values : The core values of the company that are evidenced in the corporate culture and the general work ethic.
Skills : The actual skills and competencies of the company's employees.
Style : The style and culture of the organization, including the leadership style.
Staff : The employees and their general capabilities.
In the context of Mark wanting to be more successful in relaying changes to the team, the Style component is particularly relevant. This is because Style refers to the leadership and communication style of the organization, which directly impacts how messages are conveyed and received. Effective communication is crucial in change management, as it ensures that the changes are understood and embraced by the team.
Mark should focus on
Being clear and concise in his communication.
Using a leadership style that is approachable and open to feedback.
Tailoring his communication style to the needs and preferences of his team members.
Ensuring that his actions and words are consistent with the message he is trying to convey.
Encouraging a culture of open dialogue where team members feel comfortable discussing changes and voicing their concerns.
By emphasizing Style, Mark can work on improving his communication skills, which will help him to more effectively relay changes to his team and manage the change process more successfully.
Final answer:
To improve Mark's success in conveying changes, he should focus on the 'style' aspect of the 7-S framework, which emphasizes leadership and communication. Additionally, leveraging Lewin's model of unfreezing, changing, and refreezing can help in planning, organizing, and executing change effectively, addressing potential resistance in the process.
Explanation:
If Mark wants to be more successful in relaying changes to his team, using the 7-S framework could be beneficial. The framework involves seven interdependent factors: strategy, structure, systems, shared values, skills, style, and staff. Since Mark is focusing on his change management processes, the most relevant part of the framework may be 'style' which refers to leadership and how the message is conveyed to the team. Ensuring that communication is clear, that the rationale for the change is understood, and that there is a dialogue rather than a monologue can go a long way in easing the process of change.
Additionally, Mark could consider integrating insights from Kurt Lewin's three-stage model of planned change, which includes unfreezing, changing, and refreezing. This model stresses the importance of preparation and readiness for change to overcome resistance. By planning the delivery of his messages around these stages, Mark can facilitate a smoother transition.
In summary, focusing on 'style' within the 7-S framework and aligning with Lewin's change model could help Mark plan, organize, and execute change more effectively. This approach should be part of a broader strategy that includes considering all aspects of the 7-S framework for an integrated approach to organizational change.
