The Team Diagnosis

What We Measure.
Why it works.
How it works.

The diagnostic reads your team as a system — not a collection of individuals. Eight interconnected dimensions. Four analytical lenses. One clear picture of what’s actually happening, and exactly where to act first.

Who this is for

People or leaders working with any team of 6 or more toward a shared goal — even where members work independently. If each person’s contribution shapes a common outcome, the diagnostic can read it as a system.

What this is not

This is not a performance management tool — and it’s not designed to build a case against anyone. Every finding is systemic, never personal. The purpose is always the same: to create the conditions for your team to do its best work.

What We Measure

The full field of
team performance.

Our diagnostic maps your team across the full Performance Field — eight interconnected drivers that determine how teams create sustainable results. No driver operates in isolation; the pattern across the field is what reveals the root cause. Most assessments look at one or two areas in isolation. We read the whole system — because that’s where the answer lives.

The Performance Field — A Systems Model

The Performance Field — a systems model. Performance emerges from aligned systems working toward a shared purpose.

How We Measure It

Four lenses.
One clear picture.

Every team has patterns — in how it communicates, decides, holds itself to account, and responds to pressure. Most assessments describe those patterns in isolation. This diagnostic maps how they interact — because root causes almost never live where the symptoms appear.

Flow Factors

What is currently enabling your team

The conditions, behaviours, and structures that are working right now. We measure what's functioning, not just what isn't — because knowing where your strengths concentrate is what makes resolving the friction both faster and safer.

Friction Sources

Where drag concentrates — and what's creating it

Not the most visible symptom. The actual source. Mapped across eight interconnected elements and ranked by impact — so you address what's costing you most, not what's making the most noise.

Team Alignment

Distribution across the team — not averaged scores

We measure the spread of individual scores, not just the mean. A team averaging 5 could mean everyone scores 5 — or scores split 2 and 8. These require completely different responses. Distribution scoring reveals the difference.

The Leader Gap

Leader perception vs. team experience — across all eight elements

We measure how the leader sees the team against how the team sees itself, element by element. This gap is the finding most assessments miss entirely — and the one that almost always explains what's actually happening.

Why this is different

Five things that make
the difference.

01
The system, not just the parts. Each performance driver affects every other. Strategy misalignment creates process breakdown. Process breakdown erodes accountability. Accountability gaps destroy trust. We measure the interplay between drivers — because root causes almost never live where the symptoms appear.
02
Alignment, not averages. Distribution scoring shows where the team is genuinely cohesive versus quietly splitting. A team average of 5 could mean everyone scores 5 — or scores split 2 and 8. These require completely different responses. We measure the spread.
03
The leader-team gap. Leader perception measured against team experience across all eight elements. This gap is the finding most assessments miss entirely — and the one that almost always explains what’s actually happening.
04
Root cause, not symptom. Most assessments describe what you already sense. This identifies the source — the one or two things creating most of the drag, ranked by impact so you address what matters most, not what’s loudest.
05
Answers, not a retainer. The findings come with specific matched actions. Designed so you or a specialist can resolve it internally. We’re not building dependency — we’re building your capability to lead this without us.
The process

How it works.

This is not a survey you send and a report you receive. It’s a structured process — designed to surface what surveys miss and give you clarity that’s specific, actionable, and yours.

The full process runs across four to five sessions. Approximately 7 hours in total — spread across days or weeks depending on your schedule. A proper investment of time, with a return most leaders describe as one of the best things they’ve done for their team.

1

Investigative Workshop with Leadership

90 – 120 minutes

Before the team is involved, we meet with the leader. This is the context-setting session — and it's where the real listening begins.

  • All about the team: vision, values, challenges, the key players
  • The leader: what has happened before, what worked, what didn't
  • The big dream: what does genuine success look like from here?
  • Key decision: whether to conduct individual member interviews, who to involve, and how to build team buy-in
2

Meet the Team — Team Meets the Diagnostic

60 – 90 minutes

Before a single question is answered, the team meets us and we meet them. This session exists entirely to create safety, clarity, and genuine curiosity about what the diagnostic might reveal.

  • Create a safe space for the team to become curious and excited — not anxious
  • Every question and concern is welcomed and addressed openly
  • Establish a shared safety framework: what the data shows and doesn't show, and how confidentiality works
  • Explain exactly how to take the diagnostic so no one is guessing
3

Take the Diagnostic

20 – 30 minutes

Each team member completes the assessment independently and confidentially. Ideally in the same room, at the same time — so that questions can be answered in real time and the experience is shared.

  • In-room completion is preferred wherever possible — it normalises the process and allows live Q&A
  • Individual completion in own time also works where in-room isn't practical
  • What surfaces is patterns and distributions — never individual responses
4

Individual Interviews(optional)

Variable — decided by the data

Where the diagnostic findings suggest that deeper individual context would add meaningful value, we conduct structured one-on-one interviews with team members and/or the leader. This is never the default — it's always decided by what the data calls for.

5

Feedback Session

2 – 3 hours

This is where most leaders have their biggest insight. Not because of the data — because of what the conversation reveals when you see your team from the outside for the first time. This is not a presentation of findings. It's a decisive conversation.

  • Root cause named precisely and ranked by impact
  • Flow factors identified and mapped to leverage first
  • Priority sequence confirmed — what to act on now, what to leave, what not to touch
  • The right path forward determined — internal resolution, Select International, specialist partner, or a combination
  • Always decided by the data. Not by what's available. Not by what we offer.
The structure we bring

Before anyone answers a single question,
we’ve already done the work.

The diagnostic works because of what we put in place before it runs. The conditions aren’t accidental — they’re engineered. That’s what makes the conversation honest, and the findings usable.

We set the conditions with the team first.

Before the diagnostic runs, we run a team session — we explain the why, answer their questions, and establish what this is together. The team walks in knowing what they're part of and why it matters for them.

The data names the system. Not the people.

What surfaces is aggregated — patterns in how the team operates, not who said what. You see where the system is aligned or misaligned. That's what makes it actionable. And it's what makes people honest enough to give you real data.

The debrief is designed for clarity.

We've sat across from hundreds of leaders after a diagnostic. Most leave relieved. The findings rarely surprise — they confirm what you already sense and give it a name.

If it's not the right fit, we'll tell you.

The first conversation is a real one. If the diagnostic isn't right for where you are, we say so — before you commit to anything. We'd rather point you somewhere better than take a brief we can't move the needle on.

The cage works because of the engineering. We spend as much time on the conditions as we do on the findings.

Validity

Built on research.
Proven in practice.

The eight elements we measure are grounded in decades of validated organisational research — not a proprietary black box.

50 yearsorganisational research foundation
25 yearsapplied diagnostics practice
80,000+assessments completed
10,000+coaching hours

Ready to see what’s actually happening
in your team?

One conversation. We’ll tell you honestly whether this is the right fit for where you are right now.

Book a Conversation

No pitch. No obligation. Investment discussed in the call.