Diagnostic for team self-reporting

1. You may want to use this high performance diagnostic tool with your own team.
This health check tool will help you assess your team against key areas of the high
performance model to understand where gaps exist. Circle the level which in your view
most closely represents current state. Later, ask your team members to give their own
ratings.
1 Not in
place
2 Understand
need
3 Experimenting 4 Embedded practice
FOCUS Score (circle) Weighting
multiplier x
Weighted
score
Clear and urgent team
purpose- high
energy/passion
1 2 3 4 1
Structure used to team
advantage
1 2 3 4 1
Team develops own
measures of success
1 2 3 4 4
Clear focus on internal
customers
1 2 3 4 1
Clear focus on external
customers- exceptional
results
1 2 3 4 3
TOTAL WEIGHTED SCORE
OPENNESS Score (circle) Weighting
Multiplier x
Weighted
score
Demanding behaviour
standards
1 2 3 4 1
High levels of trust and
commitment to each other
1 2 3 4 2
There is open
communication in the team
1 2 3 4 1
Emotional intelligence is high
within the team
1 2 3 4 5
Conflict is surfaced and
handled constructively
1 2 3 4 1
TOTAL WEIGHTED SCORE

2. ADAPTABILITY Score (circle) Weighting
Multiplier x
Weighted
score
Team uses flexible
approaches
1 2 3 4 1
Team values boundary
spanning (new networks)
1 2 3 4 3
Continuous improvement
through reflective learning
1 2 3 4 3
Coaching is embedded
across the team
1 2 3 4 3
TOTAL WEIGHTED SCORE
REPUTATION Score (circle) Weighting
Multiplier x
Weighted
score
Team leader promotes HP
across organisation
1 2 3 4 2
Reputation of org. improved
through success of team
1 2 3 4 5
Outsiders notice positive
atmosphere in team
1 2 3 4 3
TOTAL WEIGHTED SCORE
LEADERSHIP Score (circle) Weighting
multiplier
Weighted
score
Leadership is shared across
the team
1 2 3 4 3
Develops ‘future’ mindset
with exciting vision
1 2 3 4 1
Team members feel valued 1 2 3 4 2
Leader uses metaphor and
creates meaning
1 2 3 4 1
Leader builds team
capability
1 2 3 4 2
Boundaries managed
between team &
organisation
1 2 3 4 1
TOTAL WEIGHTED SCORE

3. Now create a profile for your team in the box below
Place an X in the box for each total weighted score.
Then join the X’s to create a visual profile.
Score Focus Openness Adaptability Reputation Leadership
40 High
performance
zone
35-39 Real strength -
nurture
30-34 Potential
strength
25-29 Priority for
action
24 or less Area of
concern
DEFINITION OF TERMS
FOCUS Definitions
Clear and urgent team purpose-
high energy/passion
Team knows why it exists & there is a buzz to its
work which people can feel
Structure used to team
advantage
Team size is less than 25 members ( ideally below
15)
Team develops own measures
of success
These are in addition to externally imposed
targets
Clear focus on internal
customers
Colleagues are treated as customers –
expectations managed, needs met
Clear focus on external
customers- exceptional results
Team delights in meeting or exceeding agreed
outcomes – focus shapes team thinking
OPENNESS
Demanding behaviour
standards
Behaviour norms are high – no passengers carried
& team polices own standards
High levels of trust and
commitment to each other
Regardless of personal chemistry members have
high trust & respect for one another
There is open communication in
the team
Honest communication characterises dialogue;
reality combined with dignity
Emotional intelligence is high
within the team
All members use emotional intelligence to
achieve team purpose through effective
relationships

4. Conflict is surfaced and handled
constructively
Not frightened to explore & resolve difficult
issues - without personal attacks
ADAPTABILITY
Team uses flexible approaches Experiments with new, creative or pragmatic
ideas to solve problems
Team values boundary spanning
(new networks)
Encourages hunt for new knowledge outside
familiar networks
Continuous improvement
through reflective learning
Learning from past experience continually shapes
future practice
Coaching is embedded across
the team
Coaching is used to reinforce high performance
thinking throughout team
REPUTATION
Team leader promotes HP
across organisation
Carries the high performance message to all who
will listen
Reputation of org. improved
through success of team
Wider enterprise is seen by external stakeholders
as getting stronger
Outsiders notice positive
atmosphere in team
People comment on great atmosphere and are
enthused by it
LEADERSHIP
Leadership is shared across the
team
Distributed leadership flows according to tasks –
leader gets out of way of team
Develops ‘future’ mindset with
exciting vision
Leader encourages dynamic forward-thinking
(focus is on possibilities)
Team members feel valued Everyone’s contribution is recognised; leaders
catch people doing things right
Leader uses metaphor and
creates meaning
Symbolic forms and story used to powerful effect
Leader builds team capability Talents of all unlocked to build in-depth capacity
for thought and action
Boundaries managed between
team & organisation
Strong relationships across organisation;
resources obtained; outward-looking leadership
© Tony Nelson (2010 and 2021) tony@brqthru.co.uk
For a deeper explanation of the model please see ‘Wisdom for Leadership; Faith, Values and
High Performance’ (Nelson & Tolephih, 2021) available at claritasbooks.com, Amazon or
Waterstones platforms.
Check out dedicated pages at ‘Wisdom For Leadership – Book’ on LinkedIn or on Facebook
at @author.tony.nelson