Health check v0.2

	A	B	D	E
1	Instructions		Structure of a health check
2	Make a copy of this document and rate the health of a team on the following sheet.		Short title of area - feel free to add new ones or cut the ones that don't feel relevant
3	Feel free to change the definitions of rubric - the meanings of 1 - 5 are intended only as guidelines and useful defaults		Question to invite team members to tune into the area
4	The questions are designed for small teams, to get a picture of a larger organisation take an average of each team		1	Highly disfunctional or noticeable in its absence
5			2	Poor, inconsistent, unreliable
6			3	Good, improving, adequate for now
7			4	Very good, the team is really nailing it
8			5	Exceptional, the team is continuing to improve an already amazing practice
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11	Purpose		Rhythms
12	How clear and effective is the team's purpose?		How well does the team maintain predictable rhythms and rituals?
13	1	No thought has been given to it	1	No rhythms, ad hoc
14	2	It's been spoken about but never written / agreed	2	Poor attendance, rhythm purpose unclear, rhythms sporadic
15	3	We've written it down but don't use it much	3	Rhythms ok, need tuning.
16	4	It is alive in our culture and we refer to it regularly	4	Good rhythms but unconscious - not reflecting and improving
17	5	We live our purpose and continue to deepen our relationship with it	5	Rhythms feel great, conscious practice of reflection and improvement
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19	Production		Meetings
20	What is the quality of the work produced by the team?		How well does the team meet?
21	1	Poor quality outputs produced inefficiently	1	Lack of participation, many feel like the gathering / meeting was a waste of time, no notes taken (may even feel unsafe)
22	2	Either quality is poor or there is a lot of waste	2	Less bad stuff, some people getting what they need but not all
23	3	Good quality outputs produced with little waste	3	Mostly following good practices, maybe difficulty sticking to purpose, mediocre facilitation
24	4	Excellent quality and highly efficient	4	Following good practices, clear roles, efficient and useful
25	5	Excellent quality, highly efficient and continuously improving / adapting	5	Great meeting practices and actively adapting meeting practices to fit team / environment (maybe even fun!)
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29	Decision Making		Relationships
30	How are decisions made in the team?		What is the quality of the relationships between team members?
31	1	Significant decisions not being made, confusion on how decisions made and decisions not recorded	1	Team members who won’t talk to each other
32	2	Lack of understanding of different types of decision making, lack of clarity on who is making decisions	2	Significant hurt / hard feelings / miscommunication / passive - aggressive (antipatterns)
33	3	Starting to get clear on and experiment with different decision types, but inconsistent adherence and participation	3	Mostly aligned, some repeating patterns, feels good most of the time
34	4	Clarity on how decisions are made, good records, and high levels of participation	4	Aligned and coherent but unacknowledged emotional labour - intellectual only
35	5	Mature decision making practices, that is adapating to needs of team	5	Extremely strong personal connections between team members, conscious dialogue around unseen but felt dynamics
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37	Agreements		Communication
38	How does the team make shared agreements?		How well do team members communicate with each other?
39	1	The team does not have any agreements and there is confusion about 'how things are done'	1	Significant misunderstandings / miscommunications / misalignment
40	2	The team has implicit agreements that are agreed verbally but often forgotten or misunderstood	2	Lack of shared language / fixed opinions preventing coherence, individuals dominating communication
41	3	The team has basic agreements that are written down, but often out of date or ignored	3	good balance of participation, not communicating needs well
42	4	The team has robust agreements, that are kept up to date	4	Feels easy, aligned, clear, everyone able to ask for what they need, but not evolving / conscious - can’t talk about hard stuff
43	5	Agreements are robust, updated and minimal - the team strikes an excellent balance between implicit and explicit agreements	5	Reflective communication practice, can handle difficult topics appropriately
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47	Commitments		Development
48	Do team mates keep their commitments to each other?		How well does the team nurture the personal and professional growth of team members?
49	1	Commitments are not tracked and often broken, missing deadlines is the norm	1	No thought has been given to individual development
50	2	Commitments are as likely to be broken as to be kept	2	Individual development is inconsitant and ad hoc
51	3	Team members usually meet their commitments to each other	3	Team members have individual learning plans
52	4	Team members always keep their commitments or renegotiate before they are due	4	The team actively supports individuals to grow personally and professionally
53	5	Individuals manage their commitments exceptionally well and deliver with a sense of ease	5	Team members are actively engaged in high functioning learning communities
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55	Roles		Improvement
56	Who does what, when?		How well is the team identifying and implementing improvements to how they work together?
57	1	No clear roles and there is significant confusion about who does what	1	The team is not improving internal processes or is making them worth
58	2	Roles informally allocated but inconsistent understanding amongst team	2	Improvements are sporadic and few and far between
59	3	Good shared understanding of the roles team members fill	3	The team has a process for tracking internal improvements and regularly dedicates time to the work
60	4	Roles are documented and well suited to each team member	4	The team is improving on many areas at a rapid pace
61	5	Roles are excellent and team is regularly adapting them to meet their needs	5	The team has gone meta and is improving on their rate of improvement
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65	Feedback
66	How well do individuals give and receive feedback?
67	1	No feedback is given, or feedback is used in harmful ways
68	2	Feedback is unstructured and inconsistent
69	3	Team members have good individual skills for giving and receiving feedback
70	4	The team has a regular ritual for feedback and is comfortable with difficult feedback
71	5	The team is consciously refining and adapting a high functioning feedback process
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73	Accountability
74	How are people held accountable for their actions?
75	1	No one is held accountable or people are crucified for small lapses
76	2	Accountability is inconsistent and informal
77	3	Team members regularly hold each other accountable
78	4	The team combines hard metrics and a culture of accountability
79	5	The team sets and meets incredibly high standards
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