Frequently Asked Questions

The diagnostic measures team cohesion at three levels. First, relational dynamics between every pair of people on your team: social closeness (how connected they feel personally), task alignment (how aligned they are on shared goals), and collaboration frequency (how often they actually work together). Second, team sentiment: how each person feels about the team as a collective, including sense of belonging, pride, handling of disagreements, commitment to shared goals, and a genuine sense of 'we'. Third, enabling conditions: how team members experience the conditions their leader creates — psychological safety, clarity of purpose, having a voice, and fair processes. These are rated by all participants but the team average excludes the leader's self-assessment to give an honest team perspective. All three layers combine into a Team Cohesion Index — a single composite score capturing the overall health of the team's relational fabric.

Engagement surveys measure how individuals feel about the organisation — satisfaction, motivation, eNPS. This diagnostic measures the actual relationships between people on your team — every pair — plus how the team feels as a collective. It surfaces dynamics engagement surveys cannot see: perception gaps (where two people see the same relationship very differently), collaboration patterns, social distance, and alignment asymmetries. They are complementary tools, but they measure fundamentally different things.

You get a Team Cohesion Index (a composite score you can track over time), an Enabling Conditions Score showing how your team experiences the working environment you create (alongside your own self-assessment for comparison), a network map showing how your team actually connects, AI-generated insights specific to your team's data and context, and actionable recommendations. You also receive leader-specific insights: where your relationships are strong, where gaps need attention, reflection prompts for your own development, and a clear picture of where to invest your time and energy as the leader of this team.

Each team member gets their own personal profile showing their individual connection scores and AI-generated insights specific to them. They see how they connect with colleagues, how their enabling conditions ratings compare to the team average, and receive personalised suggestions. They do not see other people's individual ratings or the full team-level network map — only their own profile.

Each person takes about 10-15 minutes to complete the assessment, in their own time. It is fully asynchronous — you send team members a link and they complete it whenever it suits them. There is no need to coordinate schedules for the assessment itself.

Yes. Individual ratings are fully confidential. Participants see only their own personal profile — not how others rated them. As the team leader, you see aggregated team results, the network map, and the Enabling Conditions Score (a team average that excludes your own self-assessment). You see your own self-assessment alongside the team average for comparison, but you never see individual enabling conditions responses attributed to specific team members. Dyadic scores between team members are also not shared with you. Participants do not rate their relationship with the team leader, which protects against social desirability bias. Data is stored on EU servers, encrypted at rest and in transit, and auto-deleted after 12 months. Full details are in our privacy policy.

The assessment is specifically designed for this concern. Individual ratings are confidential — nobody sees how anyone else rated them. Participants see only their own profile. You as the leader see aggregated team results and the network map, not individual scores between team members. Participants do not rate their relationship with the team leader at all. The privacy design is built to protect honesty.

Each person takes 10-15 minutes in their own time — fully asynchronous. You simply send them a link. There is no need to schedule anything for the assessment itself. When the results are ready, a debrief conversation fits into a regular team meeting. The research is ongoing, so there is no deadline pressure either.

The teams that know each other best are often the most surprised by what the data shows. Particularly perception gaps — where one person rates a relationship as strong but the other does not. That gap is invisible in daily interaction. Even in small teams, the data surfaces dynamics that create genuinely useful conversations.

The teams getting the most from this are the ones that are already strong. The data shows nuances, not just problems — which relationships form the backbone of the team, whether collaboration patterns match how work actually needs to flow, and whether there are small perception gaps worth knowing about. This is designed for motivated teams ready to move from good to great, not as a diagnostic for problems.

Yes. Teams can re-run the assessment at any point — for example at 3 and 6 months — to track how cohesion evolves. Each completed assessment is stored as a timestamped snapshot, and the report includes a Compare tab that shows trends across runs. This makes it possible to see the impact of changes, interventions, or simply the passage of time on your team's relational dynamics.

Your team's data is used solely to generate your team's cohesion report and insights — including relationship scores, team sentiment, and enabling conditions. Data is stored on Google Cloud (EU servers), encrypted at rest and in transit, and auto-deleted after 12 months. You can request earlier deletion at any time, or delete your team data directly from the dashboard. Some insights use the Anthropic Claude AI — only first names, dimension averages, team sentiment scores, and enabling conditions scores are sent. Last names, team names, and company names are never sent to the AI. No data sent to Anthropic is used for AI model training. Full details are in our privacy policy.

Only you. Your individual ratings are fully confidential. You see your own personal profile — your connection scores and personalised insights. Nobody else sees how you specifically rated anyone. The team leader sees aggregated team-level results and a network map, but not individual person-to-person scores between team members.

No. You rate your relationships with fellow team members only. The team leader is excluded from the peer ratings to protect against social desirability bias — so you can be fully honest about your other working relationships without concern.

You get your own personal profile with AI-generated insights specific to you — how you connect with your colleagues, where your relationships are strong, how your enabling conditions ratings compare to the team average, and personalised suggestions. The insights reference your actual scores and real dynamics, not generic advice. You also contribute to the team's overall understanding of how it works together.

About 10-15 minutes. You rate your relationships with each colleague on a few dimensions (social closeness, task alignment, collaboration frequency), then answer team-level questions covering how the team feels as a collective, the conditions your leader creates (enabling conditions), how the team performs sustainably, and how it engages with stakeholders. It is fully asynchronous — complete it whenever suits you.