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    The 7s framework identifies 7 interdependent factors that influence organizational effectiveness: strategy, structure, systems, shared values, skills, style, and staff. These factors are categorized as either "hard" elements like strategy, structure, and systems which are more tangible, or "soft" elements like shared values, skills, style, and staff which are less tangible but still important for organizational success. The framework is used to analyze how these different elements work together within an organization.

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    The 7s framework identifies 7 interdependent factors that influence organizational effectiveness: strategy, structure, systems, shared values, skills, style, and staff. These factors are categorized as either "hard" elements like strategy, structure, and systems which are more tangible, or "soft" elements like shared values, skills, style, and staff which are less tangible but still important for organizational success. The framework is used to analyze how these different elements work together within an organization.

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    11 views2 pages

    7s Framework

    Uploaded by

    adi_rulz123
    The 7s framework identifies 7 interdependent factors that influence organizational effectiveness: strategy, structure, systems, shared values, skills, style, and staff. These factors are categorized as either "hard" elements like strategy, structure, and systems which are more tangible, or "soft" elements like shared values, skills, style, and staff which are less tangible but still important for organizational success. The framework is used to analyze how these different elements work together within an organization.

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    7s framework

    The Seven Elements


    The McKinsey 7S model involves seven interdependent factors which are categorized as either "hard" or "soft" elements: Hard Elements Strategy Structure Systems Soft Elements Shared Values Skills Style Staff

    Let's look at each of the elements specifically:


    Strategy: the plan devised to maintain and build competitive advantage over the competition. Structure: the way the organization is structured and who reports to whom. Systems: the daily activities and procedures that staff members engage in to get the job done. Shared Values: called "superordinate goals" when the model was first developed, these are the core values of the company that are evidenced in the corporate culture and the general work ethic. Style: the style of leadership adopted. Staff: the employees and their general capabilities. Skills: the actual skills and competencies of the employees working for the company.

    Strategy: what is our strategy?

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