360° IMPACT TEAM INSIGHT TOOL

Discover the conversations your team needs most before your next training investment.

This Team Assessment is a simple but powerful intake tool designed to uncover team culture and performance gaps that should inform your learning solution, before any training is proposed, to target real team needs, not assumed ones.
It will help us:

Reveal the blind spots, bottlenecks, and behavior patterns shaping your culture,
Identify where alignment breaks down, and where growth begins,
And uncover what your team really needs to talk about next.

Choose the statements that feel most relevant to your team right now, the areas you’d like to explore or strengthen through training.

Purpose: Identify strengths and gaps across four core areas: Leadership, Communication, Performance, and Wellness, to guide focused learning and development.

TOP PRIORITY

In your view, what is the most important change or improvement you’d like to see as a result of this coaching experience?

ABOUT THE PARTICIPANTS

What professional level best represents the participants? (select all that apply, then answer the rest of the questions keeping them in mind)

Frontline / Individual Contributors: Team members without direct people-management responsibilities

Senior Individual Contributors / Specialists: High-impact contributors, subject-matter experts, or lead roles without formal people management

Emerging Leaders / Supervisors: New or first-time people leaders; shift leads; supervisors; team leads

Mid-Level Managers: Managers responsible for teams, departments, or multiple functions

Senior Leaders / Directors: Leaders responsible for strategy, cross-functional alignment, and people managers

Executive Leadership: VP-level, C-suite, or equivalent enterprise-level decision makers

Number of Participants You'd Include in Coaching or Development: (This helps us tailor recommendations, group size, and coaching format.)

LEARNING GAPS & GROWTH OPPORTUNITIES

LEADERSHIP

[Target: Clarity, Accountability, Empowerment, Alignment, Emotional Intelligence]

1. Leadership expectations are clear and consistent.

Strong: Everyone understands what leadership looks like and models it daily.

Could Be Better: Expectations exist but aren’t communicated or reinforced consistently.

Needs Improvement: Most people are unclear about what good leadership means here.

2. Leaders take ownership and hold others accountable.

Strong: Leaders follow through, own mistakes, and hold their teams to the same standard.

Could Be Better: Accountability happens sometimes but depends on the person or situation.

Needs Improvement: Accountability is avoided or only addressed when there’s a major issue.

3. Difficult conversations are handled promptly and respectfully.

Strong: Issues are addressed early and constructively, without personal conflict.

Could Be Better: Some leaders handle them well; others delay or avoid them.

Needs Improvement: Problems are ignored or discussed too late, leading to tension or confusion.

4. Decision-making is clear and empowering.

Strong: Leaders make timely decisions and empower others to make their own.

Could Be Better: Decisions are sometimes delayed or require too many approvals.

Needs Improvement: Decisions are unclear or controlled by a few people, limiting action.

5. Leaders demonstrate emotional intelligence under pressure.

Strong: Leaders stay calm, self-aware, and supportive even in stressful situations.

Could Be Better: Leaders usually manage stress well, but not consistently.

Needs Improvement: Stress often leads to reactivity, frustration, or poor communication.

COMMUNICATION

[Target: Connection, Listening, Feedback, Conflict Prevention, Psychological Safety]

6. Information flows freely and accurately across teams.

Strong: Communication is open and clear across all levels and departments.

Could Be Better: It’s mostly good but occasionally breaks down between teams.

Needs Improvement: Miscommunication and silos are frequent problems.

7. Feedback is regular and constructive.

Strong: Feedback is frequent, specific, and focused on improvement.

Could Be Better: Feedback happens but inconsistently or only when issues arise.

Needs Improvement: People rarely give or receive feedback, and it’s often avoided.

8. Meetings are clear, inclusive, and outcome-driven.

Strong: Meetings have purpose, participation, and clear follow-up actions.

Could Be Better: Meetings happen regularly but lack focus or accountability.

Needs Improvement: Meetings are unproductive or dominated by a few voices.

9. Conflicts are addressed quickly and respectfully.

Strong: Disagreements are handled directly with professionalism and respect.

Could Be Better: Some conflicts get resolved; others linger or resurface.

Needs Improvement: Conflicts are ignored or handled in a negative way.

10. People feel safe speaking up or sharing ideas.

Strong: Team members feel comfortable expressing opinions without fear.

Could Be Better: Some people speak up; others hold back based on who’s in the room.

Needs Improvement: Most people stay silent out of fear of criticism or backlash.

PERFORMANCE

[Target: Productivity, Decision-Making, Coaching, Adaptability, & Continuous Improvement]

11. Goals and expectations are clear and measurable.

Strong: Everyone knows what success looks like and how it’s measured.

Could Be Better: Goals exist but aren’t always specific or tracked consistently.

Needs Improvement: People are unsure what’s expected or how success is defined.

12. Leaders solve problems at the root cause.

Strong: Leaders identify real issues, take action, and learn from results.

Could Be Better: Problems get solved, but often without addressing the source.

Needs Improvement: Solutions are reactive and repeat issues keep resurfacing.

13. Coaching and development are part of everyday leadership.

Strong: Leaders coach their teams consistently and encourage growth.

Could Be Better: Coaching happens occasionally but isn’t a regular habit.

Needs Improvement: Development is ignored; feedback is rare or purely corrective.

14. Teams adapt well to change.

Strong: Teams remain flexible, positive, and focused during transitions.

Could Be Better: Some teams adjust quickly, others resist or lose momentum.

Needs Improvement: Change creates confusion, resistance, or disengagement.

15. Productivity and focus are strong across the organization.

Strong: Teams prioritize well and use time effectively.

Could Be Better: Productivity fluctuates based on workload or leadership direction.

Needs Improvement: Teams often feel overwhelmed or distracted; priorities aren’t clear.

WELLNESS

[Target: Energy, Stress Management, Boundaries, Engagement, & Resilience]

16. Morale and energy levels are positive and steady.

Strong: People feel motivated, supported, and optimistic.

Could Be Better: Morale is generally good but dips during busy or stressful times.

Needs Improvement: Low energy or disengagement is common across teams.

17. Workloads are balanced and manageable.

Strong: People maintain balance and avoid chronic overwork.

Could Be Better: Workload is manageable but peaks cause stress or overtime.

Needs Improvement: Overload and burnout are frequent issues.

18. Leaders model healthy balance and boundaries.

Strong: Leaders visibly model balance, take breaks, and encourage downtime.

Could Be Better: Leaders support balance for others but not always for themselves.

Needs Improvement: Overwork and “always on” culture start from the top.

19. Support for mental health and well-being is accessible.

Strong: Employees feel comfortable using available resources and support.

Could Be Better: Support exists but isn’t consistently promoted or normalized.

Needs Improvement: There’s little awareness or openness around mental health.

20. People feel connected to the organization’s mission and purpose.

Strong: Employees understand how their work contributes to the bigger picture.

Could Be Better: The mission is clear, but connection to daily work is weak.

Needs Improvement: Most employees don’t feel their work has meaningful purpose.

TIME & URGENCY

When would you ideally like this development initiative to begin?

PAST EXPERIENCE

Have leaders participated in leadership or team development programs before? If yes, what worked and what didn’t?

FORMAT

Which format best fits your needs? (select all that apply)

Group Workshops: in-person workshop (topic specific)

Group Workshops: virtual workshops (topic specific)

Hybrid mix: some workshops in-person and some virtual

Group Coaching: a virtual space where my leaders can decompress as a group, address real challenges, share best practices, and learn tools to level up in real time (not topic specific)

Individual Coaching: virtual custom coaching sessions 1-on-1

A Mastermind: a supportive, structured environment for leaders to grow by learning from each other's perspective on a specific topic

Not sure yet

WORKSHOPS: To ensure we respect the team's capacity while hitting our objectives, please select the format that fits your culture best:

Full Day Immersive: We cover all modules in one go. Ideal for kick-offs or off-sites.

Half-Day Focus: we select the top 2 priority modules for a morning or afternoon session.

Modular Series: We break the content into [X] number of 90 to 120-minute workshops spaced [1 week/2 weeks] apart.

Custom: You have a specific time block in mind

ADDITIONAL INSIGHT

Is there anything else you’d like us to know about your team, goals, or challenges?

CONTACT

First name

Last name

Position

Company name

NEXT STEP

Schedule an introductory call to discuss your best next step.

February 2026

Week starting Sunday, February 1

Time zone: Coordinated Universal Time (UTC)Online meeting

Monday, Feb 2

10:00 AM - 11:00 AM

11:00 AM - 12:00 PM

12:00 PM - 1:00 PM

1:00 PM - 2:00 PM

360° IMPACT TEAM INSIGHT TOOL Discover the conversations your team needs most before your next training investment.