FAQ Team Diagnostic

The engagement typically runs three to six weeks from intake to debrief, depending on the size of the leadership team and how quickly interviews can be scheduled. The analytical work and report are completed within a few days of the final interview.

The core engagement covers three individual interviews with leadership team members. Additional interviews are available at a per-person rate for larger teams.

The senior leader who commissions the diagnostic selects the interviewees. They are typically the direct reports who make up the leadership team being diagnosed.

Yes. The diagnostic is available in English and Spanish.

No. The diagnostic is designed for any senior leader responsible for a team of leaders with direct reports, regardless of where that team sits in the organizational hierarchy. The pricing is the same regardless of organizational level.

The diagnostic is conducted exclusively via video call. All interviews, sessions, and the final debrief take place remotely.

Confidentiality parameters are established in writing before the interviews begin — every participant reads and signs a participation agreement that explains how their responses will be used. Responses are never shared verbatim. What the senior leader receives is my analytical judgment, not a reconstruction of who said what.

The report does not attribute findings to specific individuals. That said, in a small team, it is not always possible to guarantee that a senior leader will be unable to infer the source of a particular observation. The process is designed to minimize that risk, not eliminate it entirely.

No. Each interview is confidential. Participants are not told what their colleagues said, and the findings report does not attribute observations to specific individuals.

No. Transcripts are used exclusively for analysis and are not shared with the senior leader, other interviewees, or anyone else.

The report is an analytical document — not a summary of what each person said. It synthesizes patterns across all interviews, identifies root causes, and produces prioritized recommendations. It covers six sections: an executive summary, methodology, patterns across the team, root cause analysis, individual assessments for each interviewee, and recommendations.

Recommendations are concrete and prioritized, organized at three levels: for the senior leader personally, for the team collectively, and for each individual. They describe what needs to happen to address the root causes uncovered — not a general roadmap, but a specific agenda for action.

The written report is followed by a one-on-one debrief session with the senior leader — approximately 90 minutes. This is not a presentation of the report. It is a strategic conversation that the report makes possible.

The diagnostic engagement ends at the report and debrief. Implementation is the senior leader's responsibility to execute within their organization. That said, senior leaders who are also coaching clients may explore implementation challenges as part of their ongoing coaching work — that falls within the scope of coaching, not the diagnostic.

Surveys and assessments produce scores and competency profiles — they measure how people respond to structured questions in a managed format. This diagnostic does something different: it uses direct individual conversations to surface what is actually causing the patterns the senior leader is concerned about. The difference is not methodology — it is what people are willing to say. In a survey, people respond to what is asked. In a confidential conversation with an independent professional, they say what they actually think.

A diagnostic is only as good as what people are willing to disclose. Members of a leadership team calibrate what they say based on who is asking. In any process organized by or reporting back to leadership — including internal HR initiatives or AI-powered tools — they will communicate a managed version of their experience. An independent external professional changes those conditions. With no organizational stake and no future role in the company, I create a context in which people say things they have not said elsewhere.

Management consultants typically diagnose strategy, process, or structure — and most stay involved through implementation. OD firms often work at the group level through facilitated sessions and workshops. This diagnostic does neither. It investigates the specific conditions shaping how a leadership team functions, delivers a written findings report with prioritized recommendations, and ends there. No implementation, no facilitation, no ongoing involvement — just a precise, independent diagnosis.

The core engagement — covering the intake session, three individual interviews, transcript analysis, written findings report, and one-on-one debrief — is $8,500. Additional interviews beyond three are $1,500 each. The initial discovery call is complimentary.

The senior leader participates in a structured intake session of 60 to 90 minutes and a debrief session of approximately 90 minutes. They are also responsible for coordinating interview scheduling and ensuring participants treat their interview as a priority. Additional fees may apply if interviewees cancel or reschedule.

Each interviewee reads and signs a participation agreement, then participates in a single confidential video interview of 60 to 75 minutes. No preparation is required.

Minimally. All interviews are conducted remotely via video call and scheduled at each participant's convenience. The total time commitment for each interviewee is approximately one hour.

Yes. A facilitated team session is available as an optional add-on, priced separately after the report is delivered. The format, scope, and objectives are defined in consultation with the senior leader based on what the findings recommend and what the senior leader decides is appropriate.