Step 1: Assess Current State

Evaluate each of the 7 S's on a scale of 1-10:

Strategy (1-10):

• Rating: [score]
• Key Strengths: [what's working well]
• Weaknesses: [what needs improvement]

  Structure (1-10):

• Rating: [score]
• Key Strengths: [what's working well]
• Weaknesses: [what needs improvement]

  Systems (1-10):

• Rating: [score]
• Key Strengths: [what's working well]
• Weaknesses: [what needs improvement]

  Shared Values (1-10):

• Rating: [score]
• Key Strengths: [what's working well]
• Weaknesses: [what needs improvement]

  Skills (1-10):

• Rating: [score]
• Key Strengths: [what's working well]
• Weaknesses: [what needs improvement]

  Staff (1-10):

• Rating: [score]
• Key Strengths: [what's working well]
• Weaknesses: [what needs improvement]

  Style (1-10):

• Rating: [score]
• Key Strengths: [what's working well]
• Weaknesses: [what needs improvement]

  Step 2: Identify Misalignments

• Which S's are aligned with each other?
• Which S's are creating friction or conflicts?
• Are hard elements aligned with soft elements?
• Is the strategy supported by the right structure and systems?
• Do shared values align with actual behaviors?

  Step 3: Define Target State

For each S, define:

• What should it look like in 12 months?
• What changes are needed?
• What's the priority level?

  Step 4: Create Alignment Plan

• Quick Wins: Changes that can happen immediately
• Medium-Term: Changes requiring 3-6 months
• Long-Term: Changes requiring 6-12 months
• Dependencies: What needs to happen in what order

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  Common Misalignment Patterns

  Pattern 1: Strategy-Structure Mismatch

Symptom: New strategy doesn't fit existing structure

Example: Customer-focused strategy but product-oriented org chart

Fix: Reorganize to support strategy or adjust strategy to fit structure

Pattern 2: Systems-Strategy Gap

Symptom: Measurement systems don't track strategic priorities

Example: Strategy emphasizes innovation but only measures efficiency

Fix: Align KPIs and rewards with strategic goals

Pattern 3: Values-Behavior Disconnect

Symptom: Stated values don't match actual behaviors

Example: "Customer first" values but sales culture dominates

Fix: Align hiring, rewards, and recognition with stated values

Pattern 4: Skills-Strategy Gap

Symptom: Organization lacks capabilities needed for strategy

Example: Growth strategy but no scaling expertise

Fix: Hire, train, or acquire needed skills

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Assessment Questions by S

Strategy

• What is our competitive advantage?
• What are our strategic priorities?
• How do we plan to grow?
• What markets/products are we focused on?

  Structure

• Does our org chart support our strategy?
• Are reporting lines clear?
• Do we have the right span of control?
• Are cross-functional teams effective?

  Systems

• What gets measured and rewarded?
• Are our systems supporting our priorities?
• How do we allocate resources?
• What information systems exist?

  Shared Values

• What do we truly believe in?
• What behaviors are celebrated?
• What's important to our culture?
• Do we walk the talk?

  Skills

• What are our core competencies?
• What skills do we need to develop?
• Where are our skill gaps?
• How do we build capabilities?

  Staff

• Do we have the right people?
• Are they motivated and engaged?
• What's our talent development approach?
• How do we attract and retain talent?

  Style

• How do leaders behave?
• What's the management style?
• How are decisions made?
• What's the communication approach?

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