What's Really Happening in Your Team?
A quick diagnostic to reveal what team symptoms might mean. Takes 5 minutes.
1. Team Silos & Misalignment
How often do teams from different departments struggle to align on priorities?
You might recognize:
- •Operations meetings where departments talk past each other
- •Sales and delivery teams working toward different goals
- •Leadership team members making conflicting decisions
How much does this describe your situation?
When teams operate in silos, it's often because people are driven by different motivations and aren't clear on what success looks like together.
2. Hiring Reliability Issues
How often do new hires turn out to be misaligned with the role or team within the first 90 days?
You might recognize:
- •Candidate looked great on paper but doesn't fit the team dynamic
- •Skills matched but energy/motivation doesn't align with the role
- •Hire seemed confident in interview but struggles with real-world pressure
How much does this describe your situation?
Hiring misalignment costs time, money, and team morale. It usually signals that interviews assessed skills but not what sustains performance.
3. Retention & Engagement Drops
Do your best people seem to plateau, disengage, or leave after 12-18 months?
You might recognize:
- •High performers lose energy after initial excitement wears off
- •People who thrived in one role struggle when promoted
- •Team members say 'I'm not getting what I need from this role'
How much does this describe your situation?
When good people leave, it's rarely about salary. It's usually because their core drivers-what sustains their energy-aren't being met.
4. Leadership Development & Promotion Gaps
When you promote someone internally, how often does the transition succeed?
You might recognize:
- •Great individual contributor but struggles as a manager
- •Promoted leader creates friction with their team
- •New leader makes decisions that surprise or disappoint the team
How much does this describe your situation?
Promotion failures often happen because we promote based on past performance, not on understanding what drives success in the new role.
5. Interpersonal Friction & Conflict
How much of your time is spent managing interpersonal friction instead of strategic work?
You might recognize:
- •Personality clashes between team members or leaders
- •Unresolved tension that affects team dynamics
- •People working around each other instead of with each other
How much does this describe your situation?
Friction often signals that people aren't understanding what drives each other's decisions and priorities.
Answer all questions to see your results (0/5)