Team Effectiveness Assessment - Emotional Health Level 5

Level 5: Automated Response: Teams are dominated by mostly defensive and reactive ways of engaging and working, focused on controlling the environment (which can include the people in it) to get their perceived needs met. There is limited choice in the way in which they go about their work and how they relate to and engage others in making that happen. There is a tendency to follow prescribed procedures rather than exercise conscious judgement and rely on someone else to make the decision so that they cannot be blamed for mistakes or poor outcomes.
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🎯 About This Assessment

This comprehensive tool evaluates your team across 9 critical domains that define Level 5 team dynamics:

  • Setting Team Direction - Leadership-driven direction and execution
  • Explaining Expectations and Outcomes - Clear performance standards and accountability
  • Recognising Individual Contribution - Formal recognition and measurement systems
  • Determining Goals and Directing Performance - Top-down goal setting and monitoring
  • Containing Differences Within the Team - Managing diversity through structure and control
  • Training Individuals - Structured skill development and competency building
  • Managing Risk Through Authority and Procedures - Risk mitigation through formal processes
  • Pursuing Multiple Options Simultaneously - Maintaining flexibility through diverse approaches
  • Monitoring and Managing Workflow - Systematic tracking and performance management

Rate each statement based on how well it describes your current team dynamics.

9
Setting Team Direction

Leadership-driven direction establishment with clear execution expectations and formal communication channels.
The team leader establishes clear direction and expects team members to follow predetermined plans
Team direction is communicated through formal channels and documented procedures
Changes to team direction require approval from leadership before implementation
Team members understand their role is to execute the established direction rather than question it

1
Explaining Expectations and Outcomes

Clear definition and communication of performance expectations with measurable outcomes and consistent accountability.
Performance expectations are clearly defined and communicated to all team members
Expected outcomes are specified in measurable terms with defined deadlines
Team members receive written documentation of their responsibilities and deliverables
Consequences for meeting or not meeting expectations are clearly outlined and consistently applied

2
Recognising Individual Contribution

Formal recognition systems that measure performance against standards and document achievements through official channels.
Individual contributions are acknowledged through formal recognition systems and processes
Performance is measured against predetermined standards and criteria
Recognition is given based on compliance with established procedures and meeting targets
Individual achievements are documented and reported through official channels

3
Determining Goals and Directing Performance

Top-down goal setting with structured monitoring, clear instructions, and formal intervention processes for performance issues.
Goals are set by leadership and cascaded down to team members with specific assignments
Performance is directed through regular check-ins and progress monitoring sessions
Team members receive clear instructions about how to achieve their assigned goals
Performance issues are addressed through structured intervention and corrective action plans

4
Containing Differences Within the Team

Managing team differences through separation, rules enforcement, and escalation to higher authority for resolution.
Conflicts are managed by separating disagreeing parties and enforcing team rules
Disputes are resolved by referring to established policies and procedures
Team members are expected to maintain professional behaviour and avoid disruptive conflicts
Unresolved conflicts are escalated to higher authority for final decision-making

5
Training Individuals

Structured individual development based on performance gaps, formal programs, and measurable improvement metrics.
Training needs are identified based on performance gaps and skill deficiencies
Formal training programs are provided to ensure team members meet job requirements
Training effectiveness is measured through testing and performance improvement metrics
Individual development follows structured curricula and certification requirements

6
Managing Risk Through Authority and Procedures

Risk management through formal approval processes, established authority, and prioritizing security over innovation.
Team members frequently seek approval and reassurance from leadership before taking action
Decisions are deferred to established authority figures or formal processes to avoid personal risk
Team members express anxiety about potential problems and worst-case scenarios
Security and stability are prioritised over innovation or risk-taking, even when change is needed

7
Pursuing Multiple Options Simultaneously

Maintaining flexibility through multiple initiatives, frequent focus shifts, and broad optimistic planning approaches.
The team pursues multiple projects and initiatives simultaneously to keep options open and avoid limitation
Work focus shifts frequently between different tasks and opportunities as they arise or capture attention
Team members resist committing to single approaches, preferring to maintain flexibility and alternatives
Planning tends to be optimistic and broad, with details and potential obstacles minimised or overlooked

8
Monitoring and Managing Workflow

Systematic tracking of work progress, bottleneck identification, resource allocation, and performance monitoring.
Work progress is tracked through regular reporting and status update systems
Workflow bottlenecks and delays are identified and addressed through process adjustments
Resource allocation and task assignments are managed to ensure efficient work completion
Performance metrics and key indicators are monitored to maintain productivity standards

Overall Level 5 Pattern Presence

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📊 Domain Performance Overview

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