So McKinsey Handed You a Strategy and Walked Away... Now What?

You know the drill. McKinsey (or another top consulting firm) swoops in, dazzles your leadership team with a sleek deck full of buzzwords like "value capture," "synergies," and "quick wins," then... poof! They're gone. You're left clutching a PowerPoint masterpiece wondering, Now what? 

Does this sound familiar? The real challenge isn't getting the strategy; it's making it happen. My clients often call me at this point to do just that. Here's how to turn that glossy deck into real results.

1. Decode the Buzzwords

Consultants love their lingo. But before you attempt to implement anything, start by translating their jargon into practical terms, your teams will understand. For example:

• "Value Chain Optimization" = Streamlining how work gets done.

• "Low-Hanging Fruit" = Easy wins your team has probably already suggested.

• "Digital Transformation" = Implementing new tech without breaking everything.

Once you decode the language, you can start aligning these ideas with your company's reality.

2. Prioritize Ruthlessly

That strategy deck probably outlines 37 initiatives — each requiring "immediate attention." Spoiler alert: You can’t do it all at once. Identify the 3-5 actions that will deliver the most impact fastest. Prioritize based on:

• Impact vs. Effort: Focus on high-impact, low-effort changes first.

• Business Risk: Tackle pain points that could hinder other initiatives.

• Resource Availability: Align priorities with what your team can realistically deliver.

• Assess Change Saturation: Evaluate how much change is happening in the company to prevent change fatigue.

  
  

3. Break It Down into Manageable Steps

That five-year transformation plan? It needs to be broken into digestible chunks. Develop a detailed action plan with clear milestones, defined ownership for each initiative, realistic timelines, and metrics to track progress. Remember: Small, incremental wins build credibility and momentum.

4. Establish the Frame  

Start by clearly defining the rationale behind your strategy, outlining the specific goals and the reasons for pursuing them. This will help create a shared sense of purpose, fostering interest and commitment. Next, present a comprehensive business case that highlights the benefits for all stakeholders, not just leadership. Finally, ensure each group understands the narrative and how the initiative aligns with their interests. 

5. Build an Implementation Squad

Strategy decks often overlook the key element: the people who will execute it. Create a cross-functional "implementation squad" of leaders, project managers, and change agents to drive momentum, make decisions, and remove roadblocks. Ensure strong, visible senior leadership sponsorship, providing clear messaging and role-modeling desired behaviors. Equip managers early on to address concerns, resistance, and lead the change with support through training, coaching, and consistent messaging. 

6. Bring People Along on the Journey

Often overlooked is the importance of meeting people where they are, with respect and understanding that change can be difficult. Clearly communicate how the change impacts their daily work, what's changing & not changing, and, most importantly, what's in it for them—not just the business case that resonates with leadership. Provide support through training and a clear support model. Engage employees in co-creating solutions to foster commitment, ensure sustainability, and make the change feel meaningful. Listen to feedback, address concerns, and tailor solutions to drive true buy-in.

7. Over-Communicate (Then Communicate Again)

McKinsey's beautifully crafted narrative likely hasn’t reached every corner of your organization. Develop a communication plan that keeps teams informed, engaged, and aligned. Use multiple channels to reinforce key messages and highlight wins along the way.

8. Address the Culture Piece

Most strategies fail because they overlook the need for behavior change. If the McKinsey deck didn't address culture and reinforcement, it's crucial to do so. Align incentives, empower leaders to model the desired change, and integrate new behaviors into organizational structures, policies, and processes. Ensure that performance management, recognition, and talent management are all aligned with the desired outcomes. 

9. Monitor, Measure, and Course-Correct

Even the best strategies require adjustments. Set clear KPIs to track progress and create feedback loops to identify what’s working—and what isn’t. Regular check-ins will allow you to pivot before small issues become major roadblocks. By continuously monitoring progress, you ensure the change remains on track and sustainable over the long term.

10. Celebrate Progress (Even the Small Stuff)

Implementation fatigue is real. Recognizing milestones — even minor ones — helps build momentum and reinforces your team's hard work. Celebrating wins keeps people engaged and motivated.

Final Thought:

A brilliant strategy without execution is simply a dream. While McKinsey may have provided a polished deck, the true power to bring it to life lies in your team's ability to translate it into action. By breaking it down, co-creating with your people, and embedding it into the organization’s processes, you can transform those slides into real, tangible outcomes. If you need help with this, we should chat. Feel free to reach out.