See your team the way it actually works.
Most groups called teams are not functioning as one. The assessment measures how a team really operates across six areas of team health, then shows you where the leader, the team and the people around it see things differently.
What it measures
Six interrelated pillars of team effectiveness, from David Clutterbuck’s PERILL model, each measured across three subcategories, eighteen in all. A team can be strong in one and quietly undermined by another.
Purpose & Motivation
Does the team know why it exists, and does that purpose actually drive decisions?
Stakeholder Management
Does the team understand the world outside it and manage that environment well?
Relationships
Do team members trust each other enough to disagree, challenge, and work through friction?
Internal Systems
Are the team’s processes, roles, and agreements actually working, or just assumed?
Learning
Does the team get better over time on purpose, instead of by accident?
Leadership
Is the team being led in a way that manages the environment, rather than managing the people in it?
What a result looks like
Every subcategory is scored, and the three viewpoints, the team, its leader and its stakeholders, are placed on the same scale so the gaps are visible at a glance. Those gaps are usually the most useful thing on the page.
The sample is a real result from a demo team, drawn with the same charts a real client report uses. It is not an illustration of one.
See a sample scorecard →What you get from it
A shared scorecard
One clear picture of how the team is functioning. Not opinions, but where the team, its leader and its stakeholders actually agree and where they do not.
The gaps named
The places where the leader sees the team differently than the team sees itself, or where stakeholders experience something the team does not.
A few Big Rocks
The handful of commitments worth making this year. The ones that move the whole team, not a long list nobody acts on.
A way to measure again
Re-run it later and see what actually changed. The work becomes learning rather than a one-time verdict.
Where this sits in the arc
The scorecard is one beat of the learning cycle, not the whole of it. A team that measures and does nothing has bought a verdict. The point is what happens next.
See how the pieces connect →Curious what your team’s scorecard would show?
The assessment takes each person about fifteen minutes, and the debrief is where the real value is. Let’s talk about whether it fits your team.
Start a conversation →