Team Effectiveness Assessment
Side chats after the meeting. Missed deadlines. Quiet tension.
If your team’s not aligned, your strategy won’t stick — no matter how talented they are.
Group success isn’t just about individual skill.
Team dynamics, collaboration, and shared leadership practices determine your collective impact — communication, performance, and trust.
Is it time for a team tune-up?
A team’s effectiveness can either drive company success — or quietly hold it back.
When a team is out of sync, one rock-star contributor isn’t going to bring the rhythm back. Misalignment is a system issue. It takes shared insight and collective ownership to change how a team actually operates together.
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The Collective Leadership Assessment® (CLA) goes beyond individual reviews to show how your team leads as a unit:
Measures how the team operates together under real conditions
Reveals the gap between current functioning and collective potential
Uncovers patterns that impact trust, engagement, and decision-making
Identifies culture-shaping strengths — and shared growth edges
With this level of clarity, teams make decisions faster, reduce friction, and execute with fewer handoffs and fewer surprises.
That’s when progress stops depending on heroics — and starts coming from the system.
Why Assess Collective Leadership Effectiveness?
Time for a sound check?
The Collective Leadership Assessment isn’t a report you print and stick in a drawer…
It’s a process you move through — together.
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Before anything launches, we pause.
Not because teams love slowing down — but because timing matters more than tools.
We look at senior leader sponsorship, current pressures on the team, and whether there’s enough stability for people to be honest without bracing for fallout.
I’ve seen what happens when teams skip this step.
They get “interesting data” — and nothing changes.When the ground is steady, the insights land differently. People listen. Patterns get named. Defensiveness drops.
That’s not accidental.
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Each team member completes a research-backed assessment — but this isn’t a performance review, and it’s not about calling anyone out.
They’re asked to imagine:
How the team wants to be operating
And how it’s actually operating right now
Think of it like a sound check.
Everyone hears the same music — but not everyone hears the same distortions.
The result is an aggregated picture of how the team leads together — creatively and reactively — without finger-pointing or scorecards.
For many teams, this is the first time the room gets honest without getting heated.
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When the results are in, we don’t drop the mic and holler, “Goooood niiiight, Austin!”.
We come back together.
This is a facilitated conversation — not a presentation — where the team makes sense of what they’re seeing, names what matters, and identifies where small shifts could change the whole dynamic.
I don’t rush teams to action.
I help them listen long enough to recognize themselves in the data.From there, we co-create next steps that fit your team, your context, and your pace — not a prepackaged rollout.
The same process. Applied at different levels.
No two teams are the same — and the way an assessment gets used shouldn’t be either.
The Collective Leadership Assessment is designed to meet teams where they are — whether that’s one leadership team trying to work better together, or an organization trying to understand how leadership culture is actually showing up across the system.
Here are the most common ways the CLA gets used.
One Intact Team
When a single team wants to grow together, the CLA creates a shared mirror.
It shows how the team experiences its own leadership patterns — where collaboration flows, where it tightens, and what’s quietly getting in the way of performance.
This is often where teams first realize:
“We’re all reacting to the same thing — just in different ways.”
One Team Through the Eyes of Another
Sometimes the most useful insight comes from outside the room.
In this application, one team (for example, Operations or HR) assesses how another team — often the Executive Team — shows up in relationship to them.
This surfaces cross-functional dynamics that rarely get named directly, but strongly influence trust, follow-through, and results.
When handled well, it creates clarity without blame.
Multiple Teams Across the Organization
When leaders want a broader read on leadership culture, the CLA can be used across teams — with results examined by function, department, or leadership level.
This helps organizations see:
Where leadership patterns are consistent
Where they diverge
And where culture is quietly supporting — or resisting — strategy
The goal isn’t comparison. It’s understanding the system you’re actually working in.
The question isn’t how many teams you assess. It’s “Where do you need clarity to gain momentum?”
When is the right time for a Team Effectiveness Assessment?
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Organizations focused on long-term growth use the CLA to build leadership capacity across the team — not just in individuals. It helps identify which collective habits support development, and which ones quietly limit it.
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When progress slows, accountability weakens, or trust feels thin, surface-level fixes rarely hold. The CLA reveals the patterns beneath the symptoms — so teams can address what’s actually driving the drag.
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Before expansion, restructuring, or high-stakes initiatives, teams need to know whether their leadership culture can handle added complexity. The CLA helps surface readiness — or risk — early.
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Newly formed, cross-functional, or fast-growing teams benefit from shared insight into how they’re operating together. The CLA creates a common baseline that accelerates alignment.
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When organizations want to shift toward greater collaboration, agility, or shared ownership, the CLA shows which collective behaviors are reinforcing the current culture — and which ones need attention.
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Leadership transitions, reorganizations, or sustained growth introduce pressure. The CLA helps teams understand how they respond under stress — and where to recalibrate.
Team performance problems don’t always show up as conflict. Often, they show up as drag.
A Full-Circle Approach to
Organizational Leadership Development
What the Collective Leadership Assessment Measures
Just like our individual 360° assessment, the Collective Leadership Assessment® (CLA) measures leadership across two critical dimensions — at the team level.
This isn’t an engagement survey or a pulse check on morale.
It’s a diagnostic view of how leadership behaviors are shaping your culture day to day.
Creative Competencies
The CLA surfaces the strengths your team relies on when it’s operating at its best — capabilities like collaboration, strategic thinking, courageous authenticity, and systems awareness.
These are the behaviors that support trust, adaptability, and shared ownership.
Reactive Tendencies
The assessment also reveals the protective patterns teams fall into under pressure — tendencies like control, compliance, and distance.
These behaviors are usually well-intended. But over time, they quietly slow decision-making, limit innovation, and reinforce unspoken friction.
Together, these two dimensions show how your team is actually leading together — not how it intends to.
More importantly, they give the team a shared language to talk about what’s happening beneath the surface — before it turns into side conversations or stalled execution.
Have you ever been here?
Team Tension to Team Trust
The leadership team had all the right people — smart, experienced, mission-aligned. But meetings had turned quiet. Cautious. Tense. Side conversations happened after the fact.
Decisions dragged. Deadlines slipped.
After the third missed commitment, the CEO finally said:
“We’re not acting like a team. We’re behaving like competitors — each protecting our own turf.”
It wasn’t a talent issue.
It was a trust breakdown — reinforced by patterns no one knew how to name.
That’s exactly what the CLA makes visible.
What Teams Do with the Truth
Most teams don’t reject the truth when they hear it.
They nod.
They recognize themselves.
They even feel relieved.
For a moment, everyone’s finally listening to the same song.
And then — if no one sticks with the work of change — the meetings drift back into the old tempo.
Same patterns. Same solos. Same missed cues.
Insight rarely crashes. It just fades out.
At 360° Coaching, the assessment report isn’t the big finish.It’s the first time the whole band hears itself clearly.
That’s where my work with teams actually begins.
I stay with teams after the results land — when things feel familiar, exposed, and a little uncomfortable — and help them work with what they now hear, instead of rushing to the next agenda item.
Not in theory. In the real meetings where pressure is high and old habits come in on cue.
What This Looks Like in Practice
Through team coaching and facilitated working sessions, we slow the room down just enough to notice when the rhythm slips.
Together, teams learn to:
Catch the patterns that throw things off before the meeting derails
Have conversations they’ve been improvising around — without blowing up the room
Experiment with new ways of showing up while the tempo is fast
Build shared accountability that doesn’t rely on one person carrying the beat
Common areas we work with include:
Conversations that never quite start
Relationship strain that stays polite — and expensive
Assumptions that hum under the surface
Ownership that drops out when things get hard
Sessions are typically spaced 4–6 weeks apart — long enough to practice, adjust, and come back honest about what’s actually changed.
Insight doesn’t need more volume.
It needs to keep time.
Let's find your team's groove.