Team Effectiveness Assessment - Emotional Health Level 6

Level 6: Team Exaggeration: At this level, teams operate in a highly reactive state with minimal behavioural freedom and significant emotional dysregulation. Team members are trapped in survival mode responses, with heightened defensiveness, blame, and fragmented communication. There is little to no capacity for self-observation or conscious choice in reactions to stressful situations.
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⚠️ About This Assessment

This assessment evaluates your team's current reactive patterns across 9 critical domains that may indicate Level 6 emotional dysregulation:

  • Neglecting Team Direction - Avoidance of important decisions and drift
  • Controlling Standards & Behaviors - Rigid enforcement and inflexibility
  • Protecting Individual Positions - Isolation and defensive communication
  • Demanding Immediate Results - Dictated goals and unrealistic pressures
  • Reacting Emotionally to Differences - Personal and volatile responses
  • Protecting Individual Expertise - Knowledge hoarding and withdrawal
  • Reacting to Threats & Crises - Crisis-driven operations and blame
  • Frantically Pursuing Options - Scattered focus and impulsive decisions
  • Controlling Performance Outcomes - Intimidation and fear-based motivation

Rate each statement based on to what degree these Level 6 dysfunction patterns describe your current team dynamics.

9
Neglecting Team Direction

Avoiding important directional decisions and allowing drift without clear purpose or focus.
Team avoids making important directional decisions and allows drift without clear purpose or focus
Team members become resigned to circumstances and believe that their input or efforts won't make a difference
Important strategic conversations are postponed indefinitely or avoided altogether to maintain false harmony
Team becomes stuck in familiar routines and resists any pressure to clarify or change direction

1
Controlling Standards and Behaviours

Enforcing rigid standards and procedures with little tolerance for deviation or individual circumstances.
Team enforces rigid standards and procedures with little tolerance for deviation or individual circumstances
Team members are constantly monitored and corrected for minor infractions or imperfections
Rules and expectations are applied inflexibly regardless of context or changing situations
Team members feel criticized and judged, creating an atmosphere of fear around making mistakes

2
Protecting Individual Positions

Operating in isolation with blame, criticism, and defensive reactions replacing genuine connection.
Team members operate in isolation with little genuine connection or trust between individuals
Communication is characterized by blame, criticism, and defensive reactions to feedback
Subgroups and alliances form within the team, creating division and competing interests
Individual contributions are either ignored entirely or used as ammunition for criticism and comparison

3
Demanding Immediate Results

Dictating goals without input and pursuing performance through pressure, threats, and punishment.
Goals are dictated by leadership without input from team members who must execute them
Performance standards are unrealistic, constantly changing, or impossible to achieve given available resources
Team members feel powerless to influence their work objectives and become passive or resistant
Goal achievement is pursued through pressure, threats, and punishment rather than support and development

4
Reacting Emotionally to Differences

Taking differences personally and responding with emotional volatility that overshadows content and creates unpredictability.
Team members take differences personally and respond with emotional reactions that overshadow the actual content or ideas
Individuals withdraw when they feel misunderstood or become overly dramatic to get attention when differences arise
Team members hold onto resentments about past differences and replay hurt feelings, making it impossible to move forward
Emotional volatility around differences creates an unpredictable environment where others avoid expressing different viewpoints

5
Protecting Individual Expertise

Hoarding knowledge and skills while withdrawing from collaborative learning opportunities.
Team members hoard knowledge and skills, sharing information only when absolutely necessary or when directly pressured
Individuals become increasingly secretive about their work methods and withdraw from collaborative learning opportunities
Team members minimize their contributions and downplay their expertise to avoid being given additional responsibilities
Development discussions are avoided or shut down as team members protect their limited energy and resist exposure to new demands

6
Reacting to Threats and Crises

Operating in crisis mode with blame replacing accountability and no sustainable systems in place.
The team lurches from crisis to crisis with no sustainable systems or processes in place
Coordination happens only in response to immediate problems, with no proactive planning or organization
Information hoarding occurs as team members protect themselves by withholding important knowledge
Blame and finger-pointing replace accountability, making it impossible to learn from mistakes

7
Frantically Pursuing Options

Impulsively jumping between projects and ideas while avoiding sustained focus or difficult realities.
Team members impulsively jump from one idea or project to another without completing anything or considering consequences
The team becomes scattered and unfocused, starting multiple initiatives simultaneously to avoid feeling trapped or limited
Any suggestion that might restrict choices or require sustained focus is met with panic or immediate rejection
Team members compulsively seek new stimulation and distractions when faced with difficult or uncomfortable realities

8
Controlling Performance Outcomes

Using intimidation and aggressive tactics to force results while creating a climate of fear and compliance.
Team members use intimidation and aggressive tactics to force others to deliver results regardless of personal cost or wellbeing
Performance is driven through fear, threats, and punishment rather than support or encouragement
Any resistance to demands or failure to meet expectations is met with retaliation and vindictive responses
Team members bulldoze over obstacles and other people's concerns to get what they want, creating a climate of fear and compliance

Overall Team Dysfunction Level

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📊 Domain Dysfunction Overview

🚨 Recommended Interventions