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The Unique 7s Strategy of Your Hospital – How you should Analyse it?

The 7S model is a strategic approach that describes how effectively a company may be organised with a holistic perspective to deliver the best outcomes. It was developed by Mckinsey Consulting. It defines seven key factors (shown below) that are integral parts of any organization that works synergistically together to make its operations successful. 

These factors may be further segregated as-
  • Hard Elements - Strategy, Structure and Systems which are physically visible /tangible
  • Soft Elements - Shared values, Skill, Staff and Style. Which may not be easily seen/ intangible.

Like other organisations, the 7S model is applicable to healthcare sector also. It aids in better healthcare operations management, thereby resulting in unique positioning and building brand reputation. 7S framework also enhances quality management levels with its unique differentiation capability of delivering design, services and programs that comply with international standards.

Healthcare Business Consultants help in deploying the 7S strategy in healthcare organisations by taking the role of change agents who understand organisational goals holistically and optimise and align each of these seven factors with it. 

Analysing 7S strategy of hospitals
Hospitals, as important entities of healthcare, are also burgeoned with opportunities and challenges which impact their planned growth strategies. Therefore the role of Hospital Consultancy Services (HCS) is crucial in evaluating the feasibility of these strategies and implementing the 7S with complete synchronisation. This ensures the sustenance of hospital amidst competition with the uninterrupted delivery of standard ‘patient-centric’ outcomes. HCS also aids hospitals in backward integration and building allied services like medical and nursing education and promoting research facilities.

7S Strategy Components in the Hospital Context
7S model in hospitals is essentially a backward approach for efficient performance and ensures that these seven elements must be aligned, mutually enforcing progress towards the hospital’s defined goals. So detailed analysis of 7S components should question the following aspects and initiate change if required to achieve it -

1. Strategy
  • What is the overall hospital strategy and roadmap to achieve objectives?
  • What gives the hospital a competitive edge and how does it deal with prevailing competition?
  • What are the environmental factors that affect the hospital business and how to keep track of them closely?
2. Systems
  • What are the main systems  that support the hospital functioning and drive its business? Hospital Information Management System, Patient Management System, Hospital Human Resource  Management Systems and so on
  • What control mechanisms exist in the hospital and how is the status /feedback from each of these systems tapped?
3. Structure
  • What is the hierarchy and reporting structure for staff organisation, how is it divided into several departments-wise medical, pharmacy, diagnostics, emergency services and the like?
  • What co-ordination mechanisms exist between departments for effective communication?
  • How is decision making done?
4. Shared Values
  • What are the core values of the hospital for delivering quality healthcare?
  • Are these values in line with competitive pressure and strategies?
  • What is the internal culture of hospital staff (clinical and non-clinical) and is it favourable to provide patient-friendly health service?
5. Style
  • What is the hospital leadership style?
  • Is decision making a participative one with a hospital staff involvement or is it autocratic?
  • Are hospital staff equipped and empowered sufficiently to proactively take the risk for process improvements thereby challenging the existing norms?
6. Skills   
  • Is the existing skill level of hospital staff including doctors, specialists, technicians, nurses, administrators and other staff sufficient to meet set goals?
  • What are the gaps in existing teams, training requirements and core competencies?
7. Staff
  • What staff positions (both medical and non-medical) are vacant and need recruitment?
  • What are the competency gaps that need to be bridged?
  • What is the manpower and skill set required to support all the 7S components?

Hence, effective analysis of the 7s strategy of your hospital can aid in making it agile, responsive and  business transformation-ready to meet ever-changing patient demands.

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