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360° IMPACT TEAM
CAPACITY & PRESSURE ASSESSMENT

Leadership and team performance can begin to break down when pressure, emotion, assumptions, competing demands, and energy drain quietly shape how people work, communicate, and respond.

 

This assessment helps identify where capacity and friction are showing up across your team right now—including in your own leadership. It looks at what happens when pressure rises: how the team responds, communicates, makes decisions, manages energy, takes ownership, and continues to perform.

 

By answering a series of practical questions based on what you observe, you’ll gain:
 

  • Insight into how your team operates under pressure

  • Awareness of patterns that may be creating friction, draining capacity, or affecting performance

  • A clearer picture of where the team is strong and where additional support may have the greatest impact

  • Direction on the most meaningful areas to address moving forward

 

For you, this assessment provides a clearer view of what may be happening beneath the day-to-day demands of the work.

For me, it helps ensure any recommendations or work we consider are focused on what your team actually needs—not a generic solution.

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How the Assessment Is Used
 

  • You complete the assessment based on your observations of the team, including yourself

  • Results highlight areas of strength as well as where pressure may be creating friction or reducing capacity

  • Responses help identify the areas where focused development, coaching, or team support could have the greatest impact

 

The goal is not to determine whether your team is doing “well” or “poorly.” It is to better understand what happens to the team when demands increase—and what may be making performance harder than it needs to be.


Assessment Structure
 

This assessment looks at seven core areas that influence team capacity and performance:
 

  1. Pressure & Stress Response

  2. Emotional Triggers & Reactivity

  3. Assumptions & Interpretation

  4. Listening & Influence

  5. Energy, Boundaries & Discernment

  6. Culture, Ownership & Direction

  7. Leadership Efficiency & Friction
     

Each area includes statements rated on a simple scale from Rarely to Consistently.


Assessment Instructions
 

Read each statement and select the option that best reflects what you observe across your team, including yourself, most of the time—especially when pressure is present.
 

Consider the team as a whole rather than focusing on one individual or an isolated situation.


Be honest and don’t overthink your answers. This assessment is designed to identify patterns, not perfection.

About You

About Your Team

Answer the Following Based on What You Observe Across Your Team, Including Yourself Select the response that best reflects how often you observe each behavior across your team, including yourself. Think about what happens most of the time, especially when pressure is present. Rarely → this capacity is generally not demonstrated

Sometimes → it's present, but inconsistent

Consistently → it's reliably demonstrated

🔵 Pressure & Stress Response

When things move fast, the team slows down enough to respond thoughtfully rather than react.
When demands or priorities pile up, the team maintains focus on what matters most.
Under pressure, the team continues to demonstrate the behaviors that support strong performance.

🔴 Emotional Triggers & Reactivity

When conversations become tense or emotional, team members remain composed and productive.
During difficult interactions, team members communicate in ways that prevent unnecessary friction.
Team members recognize when emotions are affecting their behavior and adjust how they respond.

🟠 Assumptions & Interpretation

Before reacting to a person or situation, team members seek clarification rather than rely on assumptions.
When information is unclear or incomplete, team members ask questions before drawing conclusions.
Team members distinguish between what they know and what they may be assuming or interpreting.

🟡 Listening & Influence

Team members listen to understand before offering solutions or redirecting the conversation.
People speak openly about concerns, ideas, and differing perspectives within the team.
Team members allow others to take responsibility for problems or decisions that belong to them.

🟢 Energy, Boundaries & Discernment

Team members are intentional about where they invest their time, attention, and energy.
Team members speak up when workload or expectations exceed their capacity.
Responsibility is distributed effectively across the team rather than repeatedly falling to the same people.

🟣 Culture, Ownership & Direction

When frustrations or problems arise, the team moves toward ownership and productive action.
The team addresses recurring issues before they create ongoing friction.
Team members have enough clarity about priorities and expectations to take ownership of their work.

🟤 Leadership Efficiency & Friction

The team gets work done without unnecessary steps or complications.
The team identifies and addresses processes or practices that create unnecessary effort.
When demands increase, the team maintains performance without relying on unsustainable levels of effort.
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