Short answer
The Team Health Check — Standard assessment diagnoses your team against Lenconi's Five Dysfunctions pyramid. With 10 items, it measures Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results. The report shows which dysfunction layers are strongest and provides targeted recommendations. It is a premium assessment designed for team members.
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Figure 1. Illustrative profile: {{ activeProfile.label }}. Values are representative, not your personal scores. Your custom profile — drag the sliders below to explore how each dimension shapes the radar.
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Try it yourself
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Best for
Team Health Check — Standard is most useful when you want to:
- Understand your profile across 5 dimensions rather than being assigned a single type.
- Reflect on your tendencies — for self-awareness, not diagnosis.
- Compare your results with research findings in this area.
It is not designed to tell you who you "really are," to predict your future, or to replace professional advice.
What it measures
Absence of Trust is one of 5 dimensions measured by this assessment. Each dimension is a spectrum — you can be high, low, or anywhere in between.
Absence of Trust
Reluctance to be vulnerable — hiding weaknesses and avoiding admission of mistakes.
Fear of Conflict
Avoidance of healthy debate — artificial harmony over productive disagreement.
Lack of Commitment
Ambiguity about direction — people may agree but not genuinely commit.
Avoidance of Accountability
Hesitation to hold peers accountable — standards slip without peer feedback.
Inattention to Results
Focus on individual status over team outcomes — ego over shared success.
Explore the dimensions
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Click "Try it" to drag the dimension sliders and watch the radar chart reshape in real time.
How it works
- 10 items — drawn from Lencioni Five Dysfunctions.
- 5-point Likert — rate each item on the scale provided.
- Approximately 3 min — no right or wrong answers; answer as you truly are.
- Scoring — responses are calculated to produce your personalized report.
- Results — a five-layer pyramid diagnosis with targeted recommendations.
What it cannot tell you
This is a descriptive framework for self-reflection, not a clinical or diagnostic tool.
This assessment is a descriptive framework for self-reflection, not a clinical or diagnostic tool. It cannot:
- Diagnose organizational dysfunction or systemic structural problems.
- Replace professional team coaching or organizational development.
- Predict team performance outcomes with certainty.
- Identify which specific individuals are "dysfunctional."
Evidence and sources
The Five Dysfunctions of a Team is one of the most widely used team assessment frameworks.
Teams succeed because they are remarkably human — not because they are perfect.
- Lencioni, P. (2002). The five dysfunctions of a team. San Francisco: Jossey-Bass.
- Lencioni, P. (2005). Overcoming the five dysfunctions of a team. Jossey-Bass.
- Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams. Admin Sci Q, 44(2), 350–383.
What you take away
A result from this assessment is not a verdict — it is a starting point for noticing patterns. Here is what a thoughtful reading of your profile can offer:
- Five-layer pyramid diagnosis — scores for Absence of Trust, Fear of Conflict, Lack of Commitment, Avoidance of Accountability, and Inattention to Results.
- Dysfunction severity — which layers are most and least healthy.
- Targeted recommendations — specific actions for your weakest layers.
Next step
If you want to go deeper, consider these next steps:
- Explore other assessments in the Career Direction zone.
- Reflect on how your profile interacts with your values, skills, and context.
- Use your results as a conversation prompt — not a label.
Insight is only useful when it changes your next step.