Team Development

Benchmark, unearth hidden issues, create clarity and embed accountability.

The Unify Team Assessment is a framework that has been built around the world-renowned Insights Discovery model of behaviour and incorporates the research completed by big data company Google during Project Aristotle. This combination makes it the perfect complement to any in-office, hybrid or remote team development programme. The framework consists of four pillars (Drive, Social, Belonging and Rigour) and sixteen facets that enable high-performance teamworking.

The Unify Team Assessment survey is accessed via a secure online dashboard where each team member is invited to complete a 15-minute, anonymous 48-statement survey.

The teams individual scores will remain confidential, but the collective results are used for benchmarking, unearthing, planning development and future workshops.

Each team member's online account will show the collective results when published so the team can revisit the results freely.

Behaviours to Tangibles.

The sixteen facets measured identify not only the behavioural needs of a team, but the tangible team skills required to become outstanding. Each of the sixteen facets are underpinned by three statements that will challenge the way a team performs in each, and bring clarity around what that facet means to each team member. 

The Sixteen Facets.


Eeam team members take ownership of and responsibility for their work. They are accountable for the results.


Team members do what they say they will do, showing resilience and not shying away from the difficult tasks.


The team has a clear purpose, objectives that align with that purpose and the drive to achieve their goals.


Everyone knows where they are going and how they will get there, working together as a team.


Team members communicate clearly and effectively, with consideration for others.


The organisation's vision is clearly communicated and team goals are aligned with this.


Continuous improvement is a way of life for the team, with new ideas welcomed and explored.


Team members work together effectively, play to their strengths and support colleagues.


Team members can talk freely, without judgement, everyone gets a chance to speak and to be heard.

Psychological Safety

Team members trust each other, admit to their mistakes and apologise when required.


Team members feel valued and respected, value and respect their colleagues and feel comfortable working together.


Everyone has access to the resources and support they require in a way that addresses their needs.


Knowledge and information are shared freely; discussions lead to action plans.


Meetings are engaging, with clear objectives and outcomes that everyone commits to after an open discussion.


Processes are fit for purpose and followed by all, but are challenged when someone sees a better way.

Digging deeper into the data.

From the sixteen facets the report offers a depth of detail that helps teams not only understand what underpins the facet, but how the team averaged in each of the three statements. They are also able to identify where a difference of opinion might be present so consistency in understanding can be achieved. 

Additional Extract - The 5 Functions of a Team.

As an additional demonstration of how the team is performing, a sub-set of data shows the teams results through Patrick Lencioni's Five Functions of High-Performing Teams. This model is highly facilitative and based on his seminal work in 2002 'The Five Dysfunctions of a Team' where he describes Trust, Conflict, Commitment, Accountability and Results.

Pulling the data.

Throughout the survey, certain statements are extracted to give the team a reading of where they see themselves in each of the five functions. This additional data is useful as a contrast and to compare opinions which can be included in the report, or not. 

The Unify Team Assessment takes the labour out of identifying team issues and brings clarity to what the challenges might be.

As a stand-alone diagnostic it's a powerful tool; when used as a framework to underpin a team coaching programme that maps, actions and holds teams accountable, it becomes a transformational tool that teams can lean on time and time again.

James Hampton (He/Him)

James Hampton (He/Him)


Our areas of specialism.


  • Self-awareness

  • Resilience

  • Personal Development

  • Change

  • Decision making

  • Growth mindset

Team development.

  • Hybrid team working

  • Communication

  • Meetings

  • Feedback

  • Collaboration

  • Trust

Leadership development.

  • Leadership styles

  • Psychological safety

  • Leading change

  • Mission, vision, values

  • Culture

  • Mentoring