What Zone is Your Team In?

Discover whether your team is thriving, coasting, burning out, or quietly disengaging - and what to do about it.

Click NEXT below to get started!

Q1. When I give feedback to my team member *

I avoid it – I’m not sure how it will land.

I focus on the task and what needs correcting.

I focus on encouraging the individual, not the output.

I connect it to the person’s growth and our shared goals.

Q2. Our Team meetings are usually… *

A tick-box exercise with little engagement.

Highly focused on delivery and outcomes.

Relaxed and social, but sometimes lacking focus.

Purposeful, energising and everyone contributes.

Q3. If we experience a setback or challenge… *

People withdraw or shut down.

People push through, but morale dips.

We pull together, but tend to avoid tough conversations.

We reflect, support each other, and bounce forward.

Q4. I understand what motivates each of my team members *

Not really – we don’t talk about personal drivers.

I assume it's career progress or hitting targets.

I know who likes what, even if it's not work-related.

I make time to explore individual motivations and align them with our goals.

Q5. When recognising effort or success… *

I forget or don’t make time for it.

I mention it when targets are smashed.

I offer praise regularly, even if unrelated to performance.

I make recognition personal and link it to impact.

Q6. The general energy in the team is… *

Flat or disengaged.

Focused but tense.

Relaxed, but not very driven.

Positive, connected, and purposeful.

Q7. Conversations in the team are mostly about... *

The problems and what’s not working.

Deliverables, deadlines, and results.

Social updates, personal lives, and relationships.

A mix of connection and contribution – we talk work and meaningfully check in.

Q8. My 1:1s with team members tend to… *

Get cancelled or rushed through.

Focus on progress updates and objectives.

Be a chance to catch up casually.

Combine goal-setting with space for personal support.

Q9. During change or uncertainty... *

People shut down or go quiet.

We double down on action and delivery.

People are supported emotionally, but lack clarity.

We talk honestly about both impact and emotions.

Q10. The team's understanding of our wider purpose is... *

Vague – we’re not sure what difference we make.

Clear – everyone knows what success looks like.

Secondary – we focus on supporting each other.

Strong – we talk regularly about why our work matters.

Q11. When conflicts or tensions arise... *

They go unspoken or build under the surface.

We push through them to get results.

We try to maintain harmony but avoid confrontation.

We name them respectfully and seek shared resolution.

Q12. Team development is... *

Not prioritised – we’re too busy.

Based on performance improvement.

Focused on wellbeing and team cohesion.

A blend of personal growth and professional purpose.

Q13. If someone is struggling personally or professionally... *

It’s not really addressed unless it affects performance.

I’d expect them to let me know if it’s serious.

I’d check in to make sure they’re OK.

I’d make space for a conversation and offer meaningful support.

Q14. The team's overall performance is... *

Inconsistent and often reactive.

Strong on output, but the team feels stretched.

Stable but lacking innovation or drive.

High-performing and connected – we’re proud of our work.

Q15. If I were to leave tomorrow, I believe the team would say... *

“Finally – maybe things will improve.”

“They kept us on track.”

“They made us feel supported.”

“They helped us grow and believe in what we do.”

Thank you for your responses!

FiIl in your details to get your outcome sent by email

First Name *

Last Name

Email *

Captcha

By submitting this quiz:

I consent to receiving email updates from Jackie Handy. I understand I can unsubscribe at any time in accordance with the privacy policy

Click SUBMIT below for your results!