Leading a project team through a change initiative is no small feat, especially when diverse perspectives are at play. The McKinsey 7-S Framework provides a powerful model for aligning key elements within a team, making it a useful tool for fostering inclusivity. By focusing on Strategy, Structure, Systems, Shared Values, Skills, Style, and Staff, project leaders can create a culture where everyone feels valued, heard, and engaged in the change process. Here’s how to apply the 7-S Framework to build inclusivity into your project team culture, ensuring that everyone contributes to and supports the change initiative.
Strategy – Embedding Inclusivity into Project Objectives
The strategy behind your change initiative should reflect a commitment to inclusivity. This means setting clear objectives that prioritize diverse perspectives and equitable outcomes throughout the project lifecycle.
Set Inclusive Project Goals: Define objectives that go beyond the change itself and aim to enhance inclusivity within the team. This could include objectives like gathering input from all levels, increasing collaboration, or ensuring diverse representation in decision-making processes.
Align Goals with Team Members’ Contributions: Show each team member how their unique perspective and background align with the project’s goals. When everyone sees how their contributions matter, they’re more likely to engage fully with the change initiative.
Review and Adjust Goals with Inclusivity in Mind: As the project evolves, revisit your goals to ensure they continue to reflect an inclusive approach. Be open to feedback and willing to adjust to better meet the needs of all team members.
Structure – Designing a Framework That Embraces Diverse Roles
Inclusivity isn’t just about having a seat at the table; it’s about how people can participate once they’re there. Ensuring your project structure allows for varied roles and perspectives can make the change process more effective and inclusive.
Clarify Roles to Empower Participation: Define roles that encourage everyone to contribute, regardless of their position. Make sure that responsibilities allow for diverse input and that no one feels sidelined during decision-making.
Encourage Cross-Functional Collaboration: Change initiatives often require input from various departments. Creating cross-functional teams fosters inclusivity by inviting insights from different areas of expertise, enhancing both creativity and problem-solving.
Create Open Lines of Communication: Structure regular check-ins and touchpoints so that everyone has a platform to share updates, voice concerns, and provide input. When communication flows freely, people feel more connected and engaged.
Systems – Building Inclusive Processes for Project Success
The systems and processes that guide your project work should support inclusivity. By building in procedures that value diverse contributions, you set the stage for a more resilient and successful change initiative.
Implement Inclusive Feedback Systems: Create feedback loops that encourage everyone to share their thoughts. Use anonymous surveys, suggestion boxes, or open forums to make sure all voices are heard, especially those who may be less vocal.
Use a Transparent Decision-Making Process: Let team members know how decisions are made and who is involved in the process. Transparency helps build trust, especially when team members can see how inclusivity is factored into decisions.
Leverage Digital Tools to Support Diverse Needs: From virtual whiteboards to project management platforms, use tools that accommodate different communication and work styles. The more accessible your tools are, the easier it is for everyone to participate fully.
Shared Values – Reinforcing Inclusivity as a Core Project Principle
Inclusivity should be one of the shared values that guide your project team’s culture. By explicitly stating and upholding these values, you create an environment where everyone feels respected and empowered to contribute.
Define Inclusive Values for the Team: Identify core values that emphasize inclusivity, such as respect, openness, and empathy. Share these values with the team and weave them into every aspect of the project.
Celebrate Diverse Perspectives: Highlight instances where different viewpoints led to breakthroughs or positive outcomes. Recognizing the value of diverse perspectives reinforces that inclusivity is not only appreciated but also essential to project success.
Encourage Value-Based Decision Making: Remind team members to consider the project’s shared values when making decisions. This can guide actions and help the team stay true to its commitment to inclusivity.
Skills – Developing Competencies for Inclusive Teamwork
Inclusivity doesn’t happen by accident. Equip your team with the skills they need to work inclusively, such as active listening, cultural competency, and conflict resolution.
Offer Training on Inclusive Practices: Provide training sessions on topics like unconscious bias, inclusive communication, and team-building across cultures. Building these skills empowers team members to work inclusively and effectively.
Encourage Peer-to-Peer Learning: Foster opportunities for team members to share their expertise and experiences with each other. This can include knowledge-sharing sessions or informal mentorship, where individuals from different backgrounds learn from one another.
Promote Reflection and Self-Awareness: Encourage team members to reflect on their own biases and behaviors. Self-awareness is a crucial skill for inclusive teamwork, helping individuals recognize and overcome personal barriers to inclusivity.
Style – Leading by Example with Inclusive Leadership
As a project leader, your style sets the tone for the team. Demonstrating inclusive leadership can inspire your team to embrace inclusivity in their interactions and decision-making.
Model Inclusive Behaviors: Show what inclusivity looks like by practicing active listening, giving credit where it’s due, and seeking input from all team members. Your behavior will signal to the team that inclusivity is a priority.
Encourage Open Dialogue and Feedback: Make it clear that you value feedback, whether it’s positive or constructive. When team members see that their input is welcomed, they’re more likely to share insights that can enhance the project.
Address Exclusionary Behaviors Promptly: If you observe behaviors that contradict the team’s inclusive values, address them quickly and constructively. By creating a safe environment, you reinforce the message that inclusivity is a core principle.
Staff – Building and Supporting a Diverse Project Team
Inclusivity starts with a diverse team, but it’s maintained through continuous support and development. Ensure that everyone involved in the project feels valued and has the resources they need to contribute fully.
Assemble a Diverse Team from the Start: Strive for diversity in your project team by considering different backgrounds, experiences, and skills. A diverse team brings a broader range of perspectives, which can lead to more innovative solutions.
Support Team Members Through Onboarding and Beyond: Make new team members feel welcome and valued from day one. Provide resources and support that help them quickly integrate into the project and understand the inclusive culture you’re building.
Foster a Culture of Belonging: Inclusivity goes beyond diversity—it’s about making sure everyone feels they belong. Encourage team members to share their experiences, and create spaces for connection through team events or informal gatherings.
By applying the McKinsey 7-S Framework with a focus on inclusivity, project leaders can create a supportive, dynamic team environment that is well-suited for change initiatives. When everyone feels that they have a voice and their perspectives are valued, the team becomes stronger, more resilient, and better equipped to drive successful change.
Maypop Learning resources from Maypop Grove provide change leaders with inspiration, memory joggers, discussion sparks, tools and training to lead the change we need.
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