WILL SKILL MATRIX

“The greatest good you can do another is not just share your riches, but to reveal him his own.”

– Benjamin Franklin

The Will Skill Matrix is an essential tool for leaders seeking to assess, motivate, and manage their team members. It’s a straightforward yet profound framework that allows leaders to quickly evaluate where each team member stands in terms of will (motivation, engagement) and skill (ability, competence) and apply the right management approach to help them thrive.

Understanding this matrix can help you move from frustration to insight, from micromanagement to empowerment, and from disengagement to enthusiasm. Let’s explore the Will Skill Matrix and learn how you can use it to unlock potential in your team members.

While I was at McKinsey, I was having trouble managing a new, very smart analyst fresh out of undergrad. A partner on the project took me aside and said, “Let me teach you about the will skill matrix.”

He whipped out a marker and drew a simple two-by-two with “will” on the vertical axis and “skill” on the horizontal, and labeled each axis low to high. He then said, “Ok, the analyst you’re having issues with is in this box, high skill but low will. He will poison this team if you don’t do anything. When others start seeing somebody not engaged, they become disengaged. The best thing to do is have a stern talk with him about his will on this project.”

Take a look at the will skill matrix visual below.

That day, I sat down with the analyst for a heart-to-heart conversation. I mimicked the partner and drew the will skill matrix on a whiteboard. I laid it out for him, “You are so talented and important to this team, but it just doesn’t seem like your heart is in this project…what gives?”

He took a moment and then responded, “My girlfriend just broke up with me at the beginning of this project, and it’s been rough for me.”

All of a sudden I understood his perspective and issues, it wasn’t me or the project that was impacting his will, it was something very personal to him. We talked for a few hours about relationships, life, and ultimately that he needed to put his energy into this project. He needed the talk, and we needed him engaged, and after the conversation, he gave 110% on that project.

The will skill matrix is a staple at McKinsey for quickly assessing team members on a project to determine the appropriate management actions. Organizations are the collective actions of individual team members. If the majority of an organization is made up of high performers, the organization will typically thrive. Strategic leaders need to continually assess their team members’ will and skill and engage in the appropriate action to improve the team’s collective will and skill.

What is the will skill matrix?

The will skill matrix is a simple framework to help assess and determine the appropriate course of action for team members. It measures their relative will and skill for a particular job or role. You define will as a team member’s desire, purposefulness, and determination in accomplishing their accountabilities. You define skill as their talent and ability to perform their accountabilities. Given a team member’s will and skill they can be segmented as:

High Performers (Challenge Them)

Characteristics: High skill, high will. These team members are motivated and highly capable, often serving as role models for others.
Management Approach: Empower them with greater responsibilities, challenging projects, or leadership roles. Encourage them to mentor other team members to share their expertise and inspire others.
Example: A senior analyst with a strong work ethic and problem-solving skills can be given ownership of a complex project or tasked with training new hires.

Contributors (Guide Them)

Characteristics: High will, low skill. Contributors are eager and motivated but may lack some of the necessary skills or experience.
Management Approach: Invest in their development through training, mentoring, and hands-on guidance. Gradually empower them to take on more responsibilities as they develop their skills.
Example: A new team member who is enthusiastic about the role but needs more experience can be paired with a mentor and given smaller projects to build confidence and competence.

Potential Detractors (Motivate Them)

Characteristics: High skill, low will. These individuals have the skills to succeed but may lack motivation or engagement, potentially impacting team morale.
Management Approach: Find the root cause of their low will. This could involve one-on-one conversations to understand any personal or professional challenges they’re facing. Offering meaningful incentives, aligning work with their interests, or providing additional support can often improve their motivation.
Example: A highly talented designer who appears disengaged might need more creative freedom or support to align their work with personal interests, which could reinvigorate their engagement.

Low Performers (Direct Them)

Characteristics: Low skill, low will. Low performers are often in over their heads and may have a negative attitude toward their role.
Management Approach: Provide close guidance, clear expectations, and specific performance improvement goals. If improvement isn’t seen over time, consider reassigning them to a different role or, as a last resort, managing them out of the organization.
Example: A team member struggling to meet expectations may need micromanagement initially, with consistent feedback on specific tasks. If there’s no progress, it may be best to discuss their fit for the role.

Benefits of the Will Skill Matrix

The Will Skill Matrix offers leaders a structured way to support team members in reaching their potential. Key benefits include:

Tailored Management: The matrix helps leaders customize their approach to fit each individual, optimizing productivity and morale.
Improved Engagement: Understanding the “will” component allows leaders to address motivation issues, fostering a more engaged team.
Focused Development: By assessing “skill,” leaders can identify areas for training or mentorship, investing in team growth.
Enhanced Team Morale: Properly managing potential detractors and low performers prevents negative attitudes from spreading, ensuring a positive team culture.

How to Use the Will Skill Matrix

Here are steps for implementing the Will Skill Matrix effectively within your team:

Step 1: Assess Each Team Member’s Will and Skill

Will: Observe their motivation, enthusiasm, and commitment to the team’s goals.
Skill: Evaluate their capability, experience, and effectiveness in their current role.

Step 2: Place Them in the Matrix

Position each team member in the matrix based on your assessment, identifying whether they’re a high performer, contributor, potential detractor, or low performer.

Step 3: Apply the Appropriate Management Style

Use the tailored management approach for each quadrant to help team members grow and succeed. For instance, high performers need challenging opportunities, while contributors may need more training and guidance.

Step 4: Reevaluate Regularly

Team members’ will and skill levels may change over time. Regularly reassess and adjust your management approach to match their current needs.

Best Practices for the Will Skill Matrix

Use the Matrix for One-on-One Conversations
Bringing the matrix into discussions with team members can create transparency. Share where they fall on the matrix and discuss actions they can take to move to a higher quadrant.
Reassess and Adjust
A team member’s will and skill can evolve, especially if they gain new skills or face personal challenges. Periodically reevaluate where they stand and adjust your approach.
Focus on Motivation for Potential Detractors
If a high-skill individual lacks motivation, it can impact the whole team. Use the matrix as a tool to address motivation issues early before they affect others.
Balance Empowerment and Direction
Contributors need development and support to reach their potential, while low performers may need close guidance. Avoid micromanaging high performers but empower them by offering autonomy and new challenges.

Real-World Applications of the Will Skill Matrix

The Will Skill Matrix can be applied in a variety of situations to improve team dynamics and performance. Here are some practical examples:

Project Team Assessments: During the kickoff of a new project, use the matrix to identify how best to manage each team member. High performers can be empowered with complex tasks, while contributors may benefit from additional guidance and training.
Performance Reviews: Incorporate the matrix into performance reviews to discuss each team member’s will and skill, creating a clear path for growth and development. This allows for open conversations about their current strengths, areas for improvement, and actionable steps to move toward a high performer role.
New Team Member Integration: Assess new hires within the first 90 days to determine their place on the matrix. Contributors can be set on a development path, while high performers can be given more responsibility early on.
Leadership Development: Use the matrix in leadership training programs to teach managers how to adapt their approach to team members with varying levels of will and skill. This practice helps managers develop a flexible management style suited to each team member’s needs.
Hiring Decisions: During the hiring process, assess candidates not only for skill but for will as well. Candidates with high skill but low will may require additional motivation, while those with high will but lower skill could benefit from a clear development path. Using the matrix for hiring decisions can help align expectations and guide onboarding strategies for a successful integration.

The Will Skill Matrix is a powerful tool that can transform the way you lead, manage, and motivate your team. By understanding and acting on each team member’s will and skill, you’ll not only improve individual performance but foster a positive, productive team culture that drives your organization forward.

DOWNLOAD THE WILL SKILL ASSESSMENT WORKSHEET

To start using the Will Skill Matrix with your team, download our free Will Skill Assessment Worksheet. This editable worksheet allows you to assess team members, determine their matrix position, and outline the best management approach to help them succeed.

Accountability will skill assessment

People are complicated with their mix of emotions, experience, perspectives, responsibilities, and capabilities. The will skill matrix can be helpful in diagnosing the performance of people by assessing their will and skill for each one of their accountabilities. Often, people’s performance can vary by accountability. The will skill assessment disaggregates a person’s accountabilities, asks for rank scores for will and skill by accountability, and then potential improvement actions. A manager can fill out the will skill assessment. It can also be used in a self-assessment.

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