A free five-minute diagnostic
You've got new ground to cover. Where do you start?
The most productive leaders, and leadership teams, aren't working harder than others. They're working from a clearer picture of what the situation requires. This scorecard gives you that picture in five minutes.
Get your team's scoreFive minutes · Free · Instant results
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Two things matter in equal measure when you step into a broader role.
What you've inherited, the conditions already in place, the dynamics, the gaps, the strengths.
What you're here to create, the mandate from your stakeholders, your own sense of what this team and organisation needs to become.
The distance between those two things is your starting point. This scorecard tells you where to look first.
Why it matters
The more common problem is that the conditions aren't right. Behaviour doesn't happen in a vacuum. It's a function of the person and the environment they're operating in. When the environment is unclear, misaligned, or under-resourced, effort goes in but traction doesn't follow.
Most team development focuses on behaviours: how people communicate, give feedback, run meetings. That's useful, but incomplete. What produces results is the set of conditions underneath. Whether the team is genuinely clear on what it's here to do. Whether there's real alignment or managed disagreement with a layer of civility over the top. Whether people can contribute what they know. Whether they have what they need to deliver.
This scorecard maps those conditions. It takes five minutes and gives you a picture of where things stand and where they need attention.
What the scorecard measures
The OrgBarometer™ framework underpins this scorecard. It measures the four conditions that have to be in place for strategy to move from intention to reality, at team level or organisation-wide. The conditions build on each other. A gap early in the sequence compounds through everything that follows.
01
Define
Is the team genuinely clear on its purpose, priorities, and what success looks like? Not in the slide deck. In practice, under pressure, when things get complicated.
02
Align
Is the team working towards the same things, or managing competing agendas with a layer of agreement over the top? These produce very different results.
03
Engage
Can people bring what they know? Or do certain voices dominate while others go quiet, especially when the stakes are higher?
04
Enable
Does the team have what it needs to execute? Enable is where most problems become visible. It's rarely where they started.
These conditions compound.
A gap in Define doesn't stay contained in strategy conversations. It feeds into Align, because teams can't coordinate around a direction that isn't clear. That drains Engage, as people disengage when effort feels purposeless. All of it lands in Enable as headwinds, with the organisation consuming its own energy before it reaches the work. The conditions compound. So does the reverse.
What you'll walk away with
01
Your conditions profile
A score across all four OrgBarometer™ conditions, with a plain-English read of what the pattern suggests and where the pressure is likely building.
02
Where to focus first
Not a list of everything to fix. A view of what's most likely limiting your team right now, and what tends to follow from that pattern if it's left unaddressed.
03
Something concrete to act on
A basis for a real conversation, whether that's with your team, your HR director, or a board that's asking questions about delivery.
"What's mentionable is manageable. Most teams don't have a performance problem. They have a conditions problem, and nobody's named it yet."
Paula Broadbent / Organisational Consultant and Executive Coach
The scorecard