Team Assessment

High Growth Team Performance Diagnostic

Based on the Five Foundations of High-Performing Teams

High-performing teams rarely fail because of a lack of intelligence, experience or ambition. They struggle because of the way people work together.

This diagnostic helps a leadership team understand how effectively it operates across five critical areas — and where to focus next.

Trust→ Challenge→ Commitment→ Accountability→ Results
Start the Diagnostic
Why This Matters
High-performing teams rarely fail because of a lack of intelligence, experience or ambition. They struggle because of the way people work together — and the five foundations build upon one another.
The Five Foundations

What This Diagnostic Measures

Score each statement from 1 to 5, based on how the team actually behaves today — not how you'd like it to behave.

01
Are we open, honest and comfortable being vulnerable with one another?

Trust

02
Are we willing to debate, disagree and tackle the difficult issues?

Challenge

03
Are we clear about decisions and genuinely committed to delivering them?

Commitment

04
Do we hold ourselves and each other to high standards?

Accountability

05
Do we put collective performance ahead of individual interests?

Results

How To Complete The Diagnostic

Scoring Guide

Answer based on how the team actually behaves today, not how you would like it to behave.

1 Strongly disagree
2 Disagree
3 Sometimes / Mixed
4 Agree
5 Strongly agree
Live Score
0 / 100

The Diagnostic

20 statements across 5 foundations. Rate each from 1–5.

Foundation 01 of 05

Trust

Are we open, honest and comfortable being vulnerable with one another?
12 / 20
People in this team are comfortable admitting when they have made a mistake.
3
Team members openly ask one another for help when they need it.
3
People can acknowledge weaknesses or gaps in their knowledge without worrying that it will be used against them.
3
We can have honest conversations about concerns, frustrations and problems without becoming defensive.
3
1 = Strongly Disagree5 = Strongly Agree
Foundation 02 of 05

Challenge

Are we willing to debate, disagree and tackle the difficult issues?
12 / 20
People are comfortable challenging ideas and opinions, regardless of who puts them forward.
3
Important disagreements are discussed openly rather than being avoided or taken outside the meeting.
3
Our meetings include healthy debate rather than people simply agreeing with the loudest or most senior voice.
3
We are able to disagree strongly while maintaining respect for one another.
3
1 = Strongly Disagree5 = Strongly Agree
Foundation 03 of 05

Commitment

Are we clear about decisions and genuinely committed to delivering them?
12 / 20
At the end of meetings, everyone is clear about what has been decided.
3
Once a decision has been made, team members support it even if it was not their preferred option.
3
We are willing to make decisions without waiting until we have perfect information.
3
The team's priorities are clear and understood by everyone.
3
1 = Strongly Disagree5 = Strongly Agree
Foundation 04 of 05

Accountability

Do we hold ourselves and each other to high standards?
12 / 20
Team members are willing to challenge colleagues when commitments are not being delivered.
3
Poor performance or behaviour is addressed quickly rather than tolerated.
3
People take ownership for what they have agreed to do without needing to be chased.
3
We hold each other accountable for behaviours as well as results.
3
1 = Strongly Disagree5 = Strongly Agree
Foundation 05 of 05

Results

Do we put collective performance ahead of individual interests?
12 / 20
The team has a small number of clearly defined measures of success.
3
People put the success of the overall organisation ahead of their own department, role or personal agenda.
3
We regularly review our performance against agreed goals and take action when we are falling behind.
3
Success is celebrated as a team achievement rather than primarily as individual achievement.
3
1 = Strongly Disagree5 = Strongly Agree
Your Team Scorecard
0
out of 100 — 0%
Complete the diagnostic above
Your Team Performance Index will appear here once all 20 statements are answered.
Your Team Scorecard
FoundationScorePercentageStatus
High Growth Team Performance Index

Overall indication of team effectiveness

ScoreRatingInterpretation
Interpreting The Results

The Lowest Foundation Usually Matters Most

The overall score is useful, but the lowest individual foundation is usually more important than the total — the five foundations build upon one another.

Section

The High Growth Conversation

Once everyone has completed the diagnostic individually, compare the results as a team. Don't simply focus on the average score — look for:

Your Three Lowest-Scoring Statements
  1. Complete the diagnostic to see this

Then discuss three questions:

  1. 1. What is this score telling us? Be specific about behaviours, examples and situations.
  2. 2. What are we currently tolerating? This is often where the biggest opportunity lies.
  3. 3. What one behaviour would make the biggest difference? Agree one practical change rather than creating a long action list.
One Final Question
"If you could change just one thing about the way this team works together, what would it be?" The answers to this question can be as valuable as the numerical score.

Attribution: This diagnostic is a High Growth adaptation of the five-foundations model popularised by Patrick Lencioni in The Five Dysfunctions of a Team (Trust, Conflict, Commitment, Accountability, Results — presented here as Trust, Challenge, Commitment, Accountability, Results). The statements, 1–5 scoring system, RAG methodology and High Growth Team Performance Index are original High Growth content and are not official Lencioni or Table Group material. This tool is not affiliated with, endorsed by, or sponsored by Patrick Lencioni or The Table Group.