TEAM EFFECTIVENESS DIAGNOSTIC
Understand how the team is working before deciding what it needs.
A structured two-week assessment combining confidential conversations and a team instrument to identify strengths, friction points and priorities requiring leadership attention.
Delivered as a written findings readout and leadership debrief.
WHO IT'S FOR
When something is affecting the team—but the cause is not yet clear.
Decisions may be taking too long. Accountability may be unclear. Communication may be breaking down, or the same tensions may be recurring.
The Diagnostic brings together different team perspectives before leadership commits to a particular program or intervention.
Suitable situations
Recurring friction
The same coordination, communication or relationship problems continue to surface.
Unclear priorities
The team is busy, but alignment around what matters most is inconsistent.
Ownership concerns
Responsibilities, decisions or follow-through appear to be falling between roles.
Change or transition
The team is responding to new leadership, structures, expectations or ways of working.
What you receive
An aggregate view of the team
Clear findings
Priorities for leadership attention
Written readout and leadership debrief
A structured picture of reported strengths, recurring friction points and areas where perspectives differ.
A concise set of findings drawn from the team instrument and confidential conversations.
A practical view of which issues appear most important to examine first—without claiming to calculate their financial impact.
A written findings summary followed by a facilitated leadership conversation on the implications and possible next steps.
A focused two-week process
01 Align
Salt and the sponsor agree on the team, purpose, access, confidentiality boundaries and assessment timeline.
02 Listen
Team members complete a structured instrument and selected participants take part in confidential conversations.
03 Analyse
Responses are reviewed in aggregate to identify patterns, strengths, friction points and meaningful differences in perspective.
04 Read back
Leadership receives the written findings and participates in a facilitated debrief on what the assessment suggests should be examined next.
Confidential by design
Individual conversations are confidential and non-attributable. Survey responses are presented in aggregate, and findings are communicated as themes rather than individual reports.
The purpose is to help leadership understand the team system—not identify who said what or evaluate individual employees.
The Diagnostic requires sponsor commitment to respecting confidentiality and participating in the leadership readout.
What the Diagnostic can—and cannot—show
The Team Effectiveness Diagnostic is a structured, directional organisational assessment informed by established team-effectiveness research and practical workplace experience.
It can identify reported patterns, differences in perspective and areas that leadership may need to examine. It is not a clinical or psychometric assessment, does not diagnose individuals and does not establish causation or financial impact.
AFTER THE READOUT
The next step depends on what the findings support.
Leadership may choose to act on the findings independently. Salt may recommend a focused standalone program, targeted internal actions or—where sustained support is justified—a 90-Day Team Effectiveness Sprint.
The recommendation should follow the findings rather than automatically favouring a larger engagement.
Where a recent Salt Diagnostic leads into a Sprint, relevant assessment work is credited rather than unnecessarily repeated.