Team Trust Assessment
From Talk to Traction: Your Team Culture Quantified
What's your email (work or personal)
*
What company or organization are you with?
*
How strong is the foundation of honesty, safety, and dependability on your team?
People on my team can admit mistakes without fear of blame or career damage.
*
Why it matters: Fear kills trust; teams only grow when mistakes become learning moments.
Leaders close the loop. If priorities change, the change and the why are communicated.
*
Why it matters: Unexplained change erodes confidence; clarity sustains trust.
We share the why behind decisions, not just the what and when.
*
Why it matters: People commit when they understand purpose, not just tasks.
Difficult news is delivered early and honestly, not spun or delayed.
*
Why it matters: Delays breed rumors; early honesty builds credibility
When trust is strained, we repair it quickly and explicitly (naming the breach and reset).
*
Why it matters: Trust is fragile. Acknowledging and fixing it fast prevents long-term damage.
We trust each other’s competence enough to delegate meaningful work without hovering.
*
Why it matters: Hovering signals doubt; real trust shows up in shared responsibility.
How well do we understand, support, and listen to our team?
My leader seeks to understand constraints before judging outcomes.
*
Why it matters: Context matters; empathy before critique drives real solutions.
Meetings leave space for quieter voices, not just the quickest to speak.
*
Why it matters: Inclusion isn’t optional. Teams lose insight when only the loudest are heard.
We lead with understanding, balancing business priorities with the realities our people face.
*
Why it matters: When people feel seen, they stay engaged and deliver.
Feedback starts with curiosity (“What was true for you?”) before prescription.
*
Why it matters: Curiosity lowers defenses and opens the door to growth.
We set clear boundaries that protect well-being without penalizing performance.
*
Why it matters: Burnout happens when empathy stops at words and isn’t built into practice.
Recognition is personalized. We consider what actually motivates different people.
*
Why it matters: People feel valued when praise matches what motivates them, not a template.
How clearly do we define expectations and own our commitments as a team?
Roles, decision rights, and expectations are explicit, written, and visible.
*
Why it matters: Hidden rules create frustration; clarity drives ownership.
We judge work by agreed-upon metrics, not opinions or proximity to power.
*
Why it matters: Standards must be objective. Opinions undermine fairness and trust.
Peer-to-peer accountability is normal here; it’s not just top-down.
*
Why it matters: Teams thrive when accountability flows sideways, not just top-down.
When a commitment is missed, we take ownership, learn, and reset. No excuses.
*
Why it matters: Teams thrive when accountability flows sideways, not just top-down.
Healthy conflict is encouraged to protect standards and customers.
*
Why it matters: Avoiding conflict weakens standards; friction sharpens performance.
We fix the system when patterns cause dropped balls (remove, redesign, or automate).
*
Why it matters: If the system is flawed, accountability without redesign is punishment.
How connected are we to purpose, growth, and the bigger picture behind our work?
People can connect weekly tasks to the mission in a single sentence.
*
Why it matters: Work feels hollow without a clear link to purpose.
Leaders tell impact stories that link customer outcomes to our daily work.
*
Why it matters: Stories make results human, showing why the work matters.
We invest in growth paths that align strengths with the business’s future.
*
Why it matters: People stay when they see a future here, not just a paycheck.
Recognition ties to values, not only to hitting numbers.
*
Why it matters: Numbers show outcomes; values show character and culture.
Teams have autonomy to run small experiments that improve how work gets done.
*
Why it matters: Meaning grows when people shape how work gets done.
We protect time for Small Ball plays: consistent, boring actions that compound results.
*
Why it matters: Culture lives in small, consistent actions, not just slogans.
Integrative: Alignment in Action
Our daily habits match the culture we say we want, especially when no one is watching.
*
Why it matters: Culture isn’t what’s written. It’s what shows up when no one’s watching.