McKinsey 7S Framework

Structure

Systems

Strategy
Shared
Values

Style

Skills
Staf

Hard Elements
Strategy: One of the core strategies of MAD is to keep the organization
extremely youth centric and have a non-profit structure.
MAD positions itself as a platform for youth who wants to inspire children
and provide them care. MAD doesnt have it own centers and it only
caters to shelter homes/orphanages.
Structure: MAD defines itself into 5 service platforms:
1. Platform for youth.
2. Program expertise.
3. Process expertise.
4. Quality Control
5. Knowledge Exchange
To achieve these services National Team designs certain projects viz.
Propel, Ed-support.
In 2014, a big structural change happened and it was called One BIG
MAD
Systems: The whole systems of MAD can be categorized into 2 major
ideas (terminologies which were used earlier.):
1. MAD for children
2. Friends of MAD.
MAD for children basically are people who are either directly in contact or
related to children projects such as Ed-support, Propel, Discover etc.

Friends of MAD are the people who basically work on fund-raising, Public
Relations, Technology etc.
LeadershipxDesign (LxD): LxD is an extensive leadership program that
gives the sort of learning curve that would create leaders out of dedicated
young people in the country. Every year 2 national level Leadership Circles
are organized where volunteers from across the country gather together
for brainstorming the vision of the future. Trainings are scheduled to
conduct the operations in every city for the next academic session.
Soft Elements
Style: The management style is very collaborative and extremely
dynamic and flexible. This particular style of working is very effective
considering the fact that MAD is a youth driven organization. Volunteer
engagement activities is a common norm. The teams have a cooperative
inclination because the core question they keep in mind is how would this
decision add value to children. The organization has blend of real teams
and nominal groups.
Staf: The teams in a function have a particular hierarchy and volunteers
are chosen at these positions through Recruitment
1. National Director
2. Functional Strategist
3. Fellow
4. Volunteer
There are certain gaps in the staff but their requirement arises
periodically. For example, Dream Camp is a project which happens once a
year and for that task forces are designed from the existing pools of
volunteers.
Skills: One of the most important skills is self-motivation and desire to
engage with children and inspire them. The organization key focus is how
to channelize volunteers so that everybody gets a chance to contribute
according to their interests and
Shared Values: Every MAD volunteer has a strong sense of MAD
Values. These values refer to a strong sense of responsibility, care,
achievement, motivation and inspiration.
Every volunteer knows that every effort they put in translates into
something good for the children. There is a need for