How McKinsey’s ‘Way We Work’ Model Transforms Team Collaboration in the Modern Workplace
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):
- 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).
- 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.
- 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:
⮞ Performance Management That Puts People First – McKinsey
⮞ 7 Tips for Hybrid Collaboration – MIT Sloan
⮞ How McKinsey is Solving a Workplace Collaboration Problem – HRE