Source: McKinsey & Company; Corporate Leadership Council research. See the Corporate Leadership Council's HR Business Partner Portal at for updates and additional tools and insights. Organizational Effectiveness McKinsey 7-S Model—Overview Definitions Strategy—The plan devised to maintain and build competitive advantage Structure—The organizational structure, reporting procedures, and basis for specialization Systems—The daily activities and procedures that employees engage in to complete work Style—The culture of the working group Staff—Employee characteristics and human resources methodologies Skills—The skills and competencies of staff Shared Values—Core values of the organizational unit that are evidenced in culture and general work ethic Hard S’s Soft S’s The McKinsey 7-S model allows organizations to determine the wider impact that a proposed change will create by emphasizing the interrelatedness of various organizational aspects Shared Values Structure StrategySystems Style Staff Skills

Source: McKinsey & Company; Corporate Leadership Council research. See the Corporate Leadership Council's HR Business Partner Portal at for updates and additional tools and insights. Organizational Effectiveness Brainstorming Notes—Hard S’s StrategyStructureSystems/Processes Questions to Consider  What is the vision/mission?  Who are the stakeholders?  What is the current/desired strategy to meet stakeholder needs?  How is it working?  Describe the structure of the organization?  How does the work get done?  Does the structure support collaboration and user needs?  How does information flow in this organization?  Are the necessary financial, HR, communications, and IT systems are in place to serve user needs?  Do these systems sufficiently support the work?  What are the key processes that you use? Are they defined, effective and complete? Do they support your work? Notes on the Current Situation Notes on the Desired Situation

Source: McKinsey & Company; Corporate Leadership Council research. See the Corporate Leadership Council's HR Business Partner Portal at for updates and additional tools and insights. Organizational Effectiveness Brainstorming Notes—Soft S’s Style/CultureSkillsStaffShared Values Questions to Consider  How would describe the culture in this unit?  How effective is the culture or style in meeting user needs?  How would you describe interactions with this unit?  How well do people get along?  What are the strongest skills represented in the unit?  Are there skills gaps?  How are skills monitored and assessed?  How is feedback on skills provided?  What positions or specializations are represented within the unit?  What positions are needed, but not filled?  What are employees’ typical goals?  Is there clarity about roles and responsibilities?  What are the core values?  How strong are the values?  What evidence of organizational culture exists (e.g., symbols, behaviors, language, dress)? Notes on the Current Situation Notes on the Desired Situation

Source: McKinsey & Company; Corporate Leadership Council research. See the Corporate Leadership Council's HR Business Partner Portal at for updates and additional tools and insights. Organizational Effectiveness Current Situation Shared Values Structure Staff Systems Style Strategy Skills Text here

Source: McKinsey & Company; Corporate Leadership Council research. See the Corporate Leadership Council's HR Business Partner Portal at for updates and additional tools and insights. Organizational Effectiveness Desired Situation Shared Values Structure Staff Systems Style Strategy Skills Text here

Source: McKinsey & Company; Corporate Leadership Council research. See the Corporate Leadership Council's HR Business Partner Portal at for updates and additional tools and insights. Organizational Effectiveness Recommended Next Steps Shared Values Structure Staff Systems Style Strategy Skills Text here