A two-layer team assessment: the Team Health Arc (trust, candour, commitment, accountability, collective results) and the Team Energy Grid (who carries Design, Embed, and Scale). Multi-informant, grounded in the 5D model.
Most team tools tell you the team is 'not aligned' and leave you there. This one shows you exactly which stage of team health is holding you back, and which kind of work your team has no one to carry — in the same 5D architecture behind everything else.
Most executive teams don't fail on strategy — they fail on the conversations they avoid, the decisions no one truly commits to, and the roles no one is energised to carry. That friction is expensive long before anyone names it: it shows up as slow decisions, quiet turnover, and initiatives that stall in the last 10%. The Team Effectiveness Audit makes the invisible visible, so you can fix the constraint instead of working around it.
Objective assessment delivers the strongest ROI of any leadership-development method: DDI's Global Leadership Forecast 2025 — 24 years of research across 10,796 leaders — finds 54% of companies report strong ROI from leadership assessments, and pairing assessment with coaching makes leaders 1.8× more likely to be top-10% financial performers. This suite is grounded in Stuart Andrews' 25 years of practice and his book The Leadership Shift, built on the 5D Transcending Leadership Model, and read against a benchmark base that grows with every completed assessment.
How is this different from the usual team-dysfunction models? Most team models are a single pyramid — one linear stack of behaviours a team is meant to climb, in order. This assessment is built on the 5D Transcending Leadership Model and measures two layers rather than one: the Team Health Arc (how the team functions) and the Team Energy Grid (who actually carries Design, Embed, and Scale work). It is a diagnostic of how the team operates and where its energy sits — not a single ladder of behaviours to tick off.
Who completes it — the manager, or the whole team? Every member rates the team. The unit of analysis is the team itself, not any one person, so results are reported at team level as the collective pattern, alongside each member's own view. This shifts the conversation from 'who is doing well or poorly' to 'what is showing up in how we work together'.
Will this be used to evaluate our manager? No. The data belongs to the team and is for the team to interpret. The moment people believe a diagnostic is feeding a manager's performance review, candour collapses — so it is deliberately kept developmental and separate from appraisal. That ownership is what makes people curious about the results instead of defensive.
What are the two layers, and why two? The Team Health Arc measures how the team functions — foundational trust, candid challenge, shared commitment, mutual accountability, and collective multiplication. The Team Energy Grid measures who carries which contribution energy — Scout, Architect, Catalyst, Builder, and Anchor — across Design, Embed, and Scale. Health tells you how well the team works; energy tells you whether the team has the right coverage to do the work at all.
Is it anonymous, and what do we get at the end? It is attributed within the team — a facilitated team conversation, not an anonymous survey, kept confidential to the engagement and away from appraisal. The team receives a report across both layers showing the collective pattern on each health stage, where energy coverage is strong or thin, and where members see the team differently — which is exactly where the useful discussion starts.