Twelve questions every team leader privately knows the answer to — but rarely names. Whether retros produce action, whether disagreement makes it into the meeting, whether new hires actually get productive, whether people stay because they want to. Practitioner-level questions, not vendor-survey HR-speak.
For each question, pick the option that's most honest about your team today — not the team described in the org chart, not the team you're working toward. The diagnostic is most useful when it surfaces what isn't actually working yet. There are no good or bad scores; there are honest ones.
Self-reported, by design. This diagnostic is attestation — your honest read of your own organization — and that's a real signal: it starts the right conversation, and it's free because honesty does most of the work. What attestation can't do is verify itself. That's observation — first and mostly the human kind: being in the room while work happens, watching who speaks, who defers, and what goes unsaid. No system reveals that layer, and it's usually where the gap between the deck and delivery lives. Toolchain evidence can round out the picture where it's useful. An engagement picks up there, if the result warrants one. Trust the self-read; verify in the room.
Answer the questions above — your team health report renders here once you're done.
30 minutes, free, no pitch. We'll work through what the team-level signals actually mean, where to start, and what an honest 90-day path to a healthier operating team looks like — coaching the people running the work, not handing them another framework. 20+ years of senior agile coaching and Fortune 500 transformation in the room.
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