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Description: Discover how McKinsey’s “Way We Work” model and the HBR-endorsed new rules of teamwork can help your teams thrive. Learn actionable strategies to boost team performance, adaptability, and innovation.

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A Story of Change: Rethinking How We Work

In a bustling McKinsey office over a decade ago, Katy George noticed something many leaders still grapple with today—smart, motivated teams were burning out. Collaboration felt chaotic, goals weren’t always clear, and brilliant people often worked in silos. She wondered, “What if we could redesign how we work, not just what we work on?”

That question sparked an internal movement that transformed McKinsey’s approach to teamwork. Today, that movement has a name: the “Way We Work” (WWW) model.

Used by 30% to 70% of McKinsey teams worldwide, the WWW model is more (Human Resource Executive, 2024) than a set of practices—it’s a mindset. It offers a structured, flexible framework for teams to collaborate better, adapt continuously, and perform sustainably. And it’s not just for consultants; it’s a roadmap any organization can follow.

Additional research published by the Harvard Business Review confirms that companies embracing a team operating system—like WWW—see significant gains in adaptability and psychological safety (5 New Rules for Leading a Hybrid Team – HBR).

What is the “Way We Work” Model?

Picture a team that knows exactly where it’s headed, each member confident in their role, with an agreed way to give feedback, solve conflicts, and learn as they go. That’s the essence of WWW. It’s built on five core pillars:

⮞ Direction: Teams align on clear, purpose-driven goals.

⮞ Roles: Everyone knows their responsibilities and how they contribute.

⮞ Ways of Working: Teams co-create norms for communication and decision-making.

⮞ Mindset: Psychological safety, accountability, and growth are non-negotiable.

⮞ Reflection & Adaptation: Teams pause regularly to assess, reflect, and improve.

According to MIT Sloan Management Review, teams that proactively manage hybrid collaboration strategies see measurable improvements in trust, communication, and productivity (MIT Sloan – Seven Essential Hybrid Work Tips).

How McKinsey Reinvented Team Collaboration

McKinsey didn’t just write a playbook—they lived it. The shift began with three bold actions, mirroring the principles outlined in the Harvard Business Review article “New Rules for Teamwork” (HBR – New Rules for Teamwork):

1. Built a Team Operating System

McKinsey teams started by defining how they work—not just when or where. They:

⮞ Clarified goals and roles early.

⮞ Designed rituals for meetings, feedback, and decision-making.

⮞ Created transparency in how value is delivered.

Companies that focus on people performance and organizational health are significantly more successful—achieving up to 30% higher revenue growth, lower attrition, and stronger cultures of collaboration and innovation (Performance Management That Puts People First, 2023).

2. Encouraged Psychological Safety

The WWW model promotes an environment where team members can speak up without fear of negative consequences. Leaders model vulnerability and welcome dissenting opinions—just as outlined in Google’s Project Aristotle findings and supported by HBR research.

3. Built in Regular Reflection

WWW teams engage in structured retrospectives to identify what’s working, what’s not, and how they can improve. This promotes a culture of learning over blame.

Key Takeaways for Leaders

Leaders looking to adopt the WWW approach in their own organizations can start small. Here are some actionable steps:

⮞ Set Clear Intentions: Begin each project by co-creating team norms and revisiting purpose and roles.

⮞ Foster Feedback Loops: Schedule regular, safe check-ins to encourage feedback and learning.

⮞ Measure What Matters: Focus on collaboration quality, not just output.

⮞ Adapt for Hybrid: Balance synchronous and asynchronous work, create inclusive virtual rituals, and empower autonomy.

Final Thoughts: Work Doesn’t Need to Be Chaotic

In a world of hybrid teams, constant change, and high demands, frameworks like McKinsey’s WWW model offer more than structure—they offer sanity. By prioritizing clarity, adaptability, and humanity, leaders can create teams that not only deliver results but thrive in the process.

Whether you’re a start-up founder or a global enterprise leader, the question isn’t whether your teams are working hard—it’s whether they’re working well.

Ready to Transform Your Teams?

If you’re inspired by McKinsey’s approach and ready to take the next step in evolving your own team’s performance, collaboration, and culture—consider a customized team building and leadership training session.

Action Items:

⮞ Conduct a WWW-style team diagnostic: assess direction, roles, mindset, and ways of working.

⮞ Host a team reflection workshop using the WWW pillars.

Reach out to our team to explore customized training workshops based on the WWW model and other high-performance team strategies. Let’s build resilient, high-impact, and people-first teams together.

Explore More:

⮞ The Way We Work – McKinsey

⮞ Performance Management That Puts People First – McKinsey

⮞ New Rules of Teamwork – HBR

⮞ 7 Tips for Hybrid Collaboration – MIT Sloan

⮞ How McKinsey is Solving a Workplace Collaboration Problem – HRE

Leading with Purpose

In today’s fast-evolving corporate landscape, leaders face multifaceted challenges that require advanced problem-solving capabilities. Effective leaders do not just resolve issues—they drive strategic solutions that enhance business resilience and innovation. Here is a high-level approach to problem-solving tailored for corporate leaders.

Diagnosing the Core Issue

• Define the Problem Clearly: Use data-driven insights to outline the issue and its broader business implications.
• Identify Systemic Causes: Apply advanced methodologies such as Root Cause Analysis, Six Sigma, or the Theory of Constraints.
• Engage Key Stakeholders: Leverage diverse expertise by involving executives, department heads, and external consultants.

Crafting Transformative Solutions

Once the problem is well-understood, leaders must think beyond immediate fixes:

• Encourage a Culture of Innovation: Foster an environment where creative problem-solving is embraced.
• Leverage Technology and Data: Utilize AI, predictive analytics, and digital transformation strategies to create data-driven solutions.
• Benchmark Against Industry Best Practices: Analyze market leaders and disruptive innovations for strategic insights.

Evaluating and Implementing Solutions

Leaders must make well-informed, high-impact decisions:

• Risk Assessment and Mitigation: Conduct scenario planning and stress testing to anticipate challenges.
• Utilize Strategic Decision-Making Frameworks: Apply models like Blue Ocean Strategy, Cost-Benefit Analysis, or Balanced Scorecard.
• Align Solutions with Business Vision: Ensure that chosen strategies align with long-term corporate goals and values.

Driving Execution with Excellence

Execution at the leadership level requires precision and influence:

• Develop a Clear Implementation Roadmap: Set measurable goals, allocate resources efficiently, and ensure accountability.
• Communicate with Influence: Align key stakeholders and drive organizational buy-in through compelling leadership.
• Monitor and Adapt: Implement agile methodologies for continuous improvement and course correction.

Institutionalizing Continuous Improvement

Great leaders ensure that problem-solving is embedded in the organization’s DNA:

• Create a Learning Organization: Foster a mindset of continuous learning and adaptability.
• Document Insights for Future Challenges: Establish a knowledge repository to refine best practices.
• Mentor and Develop Future Leaders: Equip emerging leaders with the skills to solve high-level corporate challenges.

Real-World Examples of Problem-Solving at Different Leadership Levels

1. Entry-Level (Management Trainees) – Resolving a Process Bottleneck

Example: A management trainee at a logistics company notices frequent delays in order processing.

Action Taken: They analyze operational data and discover a bottleneck in package scanning. By researching potential solutions, they recommend implementing an automated barcode scanning system.

Outcome: The introduction of automated scanning reduces order processing time by 30%, leading to improved efficiency and customer satisfaction.

2. Mid-Level (Managers) – Optimizing Team Performance

Example: A marketing manager observes that customer engagement with online campaigns has been steadily declining.

Action Taken: They conduct a root cause analysis using customer feedback and digital analytics. They identify poor audience targeting as the issue and implement an AI-driven segmentation strategy.

Outcome: The improved targeting results in a 40% increase in customer engagement and a 20% boost in conversions, strengthening the company’s digital presence.

3. Senior-Level (Corporate Leaders) – Transforming Business Strategy

Example: A CEO of a retail chain identifies a sharp decline in foot traffic due to the growing dominance of e-commerce.

Action Taken: They conduct market research and develop an Omni-channel strategy, integrating digital and physical shopping experiences. They introduce AI-driven personalized recommendations, in-store digital experiences, and a seamless online-offline shopping journey.

Outcome: Sales increase by 50%, and customer retention improves as the brand successfully adapts to changing consumer behaviors.

Final Thoughts

Problem-solving at the leadership level transcends mere issue resolution—it is about visionary thinking, strategic execution, and sustainable growth. By mastering advanced problem-solving techniques, corporate leaders can drive innovation, resilience, and long-term success in an increasingly complex business world.

How Generative AI is Supercharging Human Creativity

For years, creativity was considered a deeply human trait—something tied to our emotions, experiences, and intuition. But with Generative AI (GenAI) now crafting stunning artworks, composing symphonies, and even writing compelling stories, we’re forced to ask: Is AI just a tool, or is it becoming a true creative partner?
Rather than replacing human creativity, GenAI is expanding its possibilities. According to a Harvard Business Review article on how AI augments creativity, it can help us think more freely, challenge our biases, refine ideas, and collaborate in new ways. Here’s how.

1. Sparking New Ideas and Promoting Divergent Thinking

• Creative breakthroughs often come from thinking outside the box. But what if you don’t even know where the box is?
• GenAI tools like DALL·E for visual art or ChatGPT for writing can generate unexpected ideas, remix styles, and suggest directions you might never have considered. A filmmaker, for example, could use AI to brainstorm alternative plot twists or visualize a sci-fi world in ways that stretch their imagination.

2. Challenging Expert Bias

• Experts can get stuck in their ways. GenAI helps by offering fresh perspectives and challenging assumptions.
• For example, in architecture, traditional designs often follow well-worn patterns. But AI-generated blueprints can propose structures that blend sustainability, efficiency, and creativity in ways that human designers might not have considered—leading to groundbreaking innovations.

3. Helping Evaluate Ideas and Avoid Creative Pitfalls

• Not every idea is a great one. But how do you know which ones to pursue?
• GenAI can analyze market trends, historical data, and audience preferences to help creatives refine their work. A startup founder testing a new product idea, for instance, could use AI to gauge potential customer interest before investing time and money into development.

4. Refining and Elevating Creativity

• Great creativity isn’t just about having ideas—it’s about shaping them into something remarkable.
• Take writers, for instance. They can use AI-powered tools like Grammarly or Notion AI to refine their drafts, enhance clarity, and even adjust tone to better resonate with audiences. Instead of replacing human creativity, AI acts like a co-editor, sharpening the final product.

5. Facilitating Collaboration and Collective Creativity

• Creativity isn’t a solo act—it thrives in collaboration.
• With tools like Miro, teams across different time zones can brainstorm together in real time, using AI to organize thoughts, generate discussion points, and spark new connections. It’s like having a digital assistant that keeps the creative momentum going.

GenAI is Not Replacing Creativity—It’s Expanding It
AI won’t replace human creativity because it lacks emotions, intuition, and lived experiences— the very things that make art and innovation meaningful. But as a collaborator, it’s already helping us think bigger, work smarter, and create in ways we never imagined.
The real question isn’t “Can AI be creative?” but “How can we use AI to be even more creative?”

Leading with Purpose

Leadership isn’t just about moving up the ladder; it’s about evolving into someone who inspires, adapts, and empowers others. This article explores the key moments that define a leader’s journey through real-life examples and valuable insights.

1. Transitioning to Leadership: Embracing Change

• CShifting from an individual contributor to a leadership role requires a fundamental change in perspective. Success is no longer about personal achievements but about enabling others to excel. Sundar Pichai, CEO of Alphabet and Google, exemplifies this transition. His leadership emphasizes innovation and inclusivity, fostering an environment where creative thinking thrives. His approach highlights how leadership begins with the right mindset—balancing vision with empathy.

2. Navigating Uncertainty: Leading with Agility

• Uncertainty is an inevitable part of leadership. Consider Deepinder Goyal, CEO of Zomato, who faced immense challenges when the pandemic disrupted the food delivery industry. Instead of retreating, his team adapted by introducing grocery delivery services and prioritizing safety measures. Leaders who navigate uncertainty effectively:
• Stay curious—continuously seek new solutions.
• Build strong teams—collaboration drives success.
• Balance confidence with flexibility—make decisions but remain open to change.

3. Overcoming Challenges: Resilience in Action

Every leader encounters obstacles. Natarajan Chandrasekaran, Chairman of Tata Sons, took charge of a diverse conglomerate facing multiple challenges. Through a structured, forward-thinking approach, he reinforced Tata’s legacy while driving digital transformation. His journey underscores the importance of resilience—not just enduring tough times but learning, adapting, and staying aligned with core values. Strong leaders cultivate resilience by:

• Reflecting on experiences—learning from failures rather than fearing them.
• Developing emotional intelligence—managing stress and maintaining composure
• Building a strong support network—seeking guidance from mentors and peers.

4. Developing Others: The Heart of Leadership

Great leadership extends beyond personal success—it’s about empowering others. Kiran Mazumdar-Shaw, founder of Biocon, not only built a leading biopharmaceutical company but also fostered a supportive ecosystem for emerging biotech entrepreneurs. Exceptional leaders:

• Mentor and coach—offering guidance and constructive feedback.
• Foster trust—creating a culture where ideas and open communication thrive.
• Lead by example—demonstrating integrity, empathy, and dedication.

5. Purpose-Driven Leadership: Creating Meaningful Impact

True leadership transcends financial success—it’s about making a difference. Anand Mahindra, Chairman of Mahindra Group, has championed sustainable business practices while driving innovation across industries. His leadership demonstrates that aligning business with a larger purpose leads to lasting societal change.

Conclusion: A Lifelong Journey Leadership is not defined by a title or a single achievement; it is an ongoing process of growth, learning, and impact. Whether you’re stepping into leadership for the first time or refining your skills, staying open, adaptable, and purpose-driven is the key to success.

How to Engage and Empower your audience in a virtual workshop?

Leadership isn’t just about moving up the ladder; it’s about evolving into someone who inspires, adapts, and empowers others. This article explores the key moments that define a leader’s journey through real-life examples and valuable insights.

“Learning is experience. Everything else is just information.”

Albert Einstein.

The 6E’s Model: Driving Behavioral Change in Virtual Learning

Experiential learning involves reflective observation and active experimentation to facilitate the transfer of learning. Creating this experience through a virtual platform, especially for behavioral training, can be challenging due to the lack of face-to-face interaction, limited body language, and non-conducive learning environments.

The 6E’s Model aims to drive behavioral change virtually by designing learning that speaks to the head and the heart. The goal of Engage, Enrol, Express, Explore, Empower, and Evaluate is to involve learners in real-life interactions and choose relevant digital tools to address their learning needs.

Engage

• Plan an activity every 3-5 mins. to elicit a response (Polls, Quizzes, etc.).
• Deliver 90-180 min. long modules; include breaks and energizers.
• Use creative icebreakers to help groups connect.
• Schedule response time for participants to think and respond in the chat.

Enrol

• Provide an introductory video or PDF explaining objectives.
• Share pre-reading material or topic-related videos.
• Ensure participants block time and receive step-by-step login instructions.
• Invite them 15 minutes early to address technical issues.
• Set behavior guidelines and assign a co-host for technical support.

Express

• Use breakout sessions for group discussions.
• Incorporate role-plays with cameras on and detailed briefs.
• Utilize case studies and individual presentations for practical application.

Explore

• Assign post-session tasks that apply learning in real-life scenarios.
• Encourage participants to discuss learnings with their teams or managers.
• Include activities like listing daily gratitude items in a Positive Attitude workshop.

Empower

• Offer one-on-one sessions for small groups to discuss challenges.
• Guide participants in creating individual action plans.

Evaluate

• Collect immediate feedback after each session.
• Use post-training assessments and application-based assignments.
• Define measurable indicators to assess learning transfer.

Conclusion: Leadership and learning are lifelong journeys. Whether stepping into leadership or refining skills, staying adaptable and purpose-driven is key to success.