The document provides an overview of the Team Health Check (THC), a questionnaire developed by Alyse Ashton and Richard Spence to assess team performance. The THC measures 8 critical areas of team effectiveness grouped into themes of direction, commitment to results, ownership, and conditions for success. It is designed to spark open conversations about a team's strengths and areas for improvement. Completing the questionnaire provides individual and consolidated team reports to facilitate action planning. Additional coaching and facilitation services are available to help teams address specific development goals.

1. Overview of the
Team Health Check Questionnaire
“Coming together is a beginning.
Working together is success
Alyse Ashton &
The Team Health check model copyright
Alyse Ashton:
Richard Spence:
Overview of the
Team Health Check Questionnaire
Coming together is a beginning. Keeping together is progress.
Working together is success”. (Henry Ford
Developed By
Alyse Ashton & Richard Spence
The Team Health check model copyright Ashton and Spence Sept 2011
Alyse Ashton: alyse@theteamhealthcheck.com 0118 9331079
Richard Spence: richard@theteamhealthcheck.com 020 7243 3295
17/03/2014 1
Team Health Check Questionnaire
Keeping together is progress.
Henry Ford)
Ashton and Spence Sept 2011 - 2014
0118 9331079
020 7243 3295

2. 17/03/2014 2
About the Team Health Check (THC)
The THC is a bespoke tool designed to create objective discussion
about team performance. It enables individuals and teams to
benchmark strengths and development needs across eight aspects
of team high-performance. It helps you:
• Take stock of team performance against the 8 critical
measures
• Identify priorities to move team performance to the next
level
• Spark strong, positive shifts in performance.
The THC is able to trigger open, honest conversations so teams see
their strengths, face up to their areas of development and take
action to address them.
We created this model drawing on our experience of working with
teams in organisations and through meta research of current
thinking in this field. We then tested and refined our thinking with
leaders. The model isn’t intended to be exhaustive – we’ve
focused on factors we have found make the most difference.
There are 2 versions of the tool:
A free version for individuals who want to get a snapshot of their own view of a team. This gives you a short
report and thoughts and ideas for what to do next.
The team version. All members of a team complete the THC and receive their individual reports. The team
leader or coach has access to the full team report. This shows consolidated quantitative and qualitative data,
detailed graphs and tables with team performance ratings and ideas to address team development. Data in
the team report is anonymised so team members are confident to give frank answers.
You can download sample reports from the homepage at www.theteamhealthcheck.com.
How the Team Health Check can help you:
• As Leader/ CEO/ HR/ L&D – Use it to review the performance of a team and create a clear set of
priorities to move forward.
• As a Team – Share your perspectives about team performance, celebrate your successes, and think
about key priorities and why these are important. Make a plan to raise your game.
• As a Team coach/ facilitator – Use this to home in on what will help this team take the next step so
you can focus your efforts on what matters most.
• As an organisation – Use this tool as a temperature check. Which teams have the most impact and
how do they stack up? Where could you invest time and effort to get the most return?
“I really like it.
Comprehensive in the
critical dimensions of
team effectiveness, very
simple to use and
understand. I recently
recommended it to one
of our leadership teams -
they got great value from
a dialogue about
improving performance
based on the results.”
Tim Haynes, Head of
Leadership and OD, GSK

3. 17/03/2014 3
The Team Health Check Model
We have identified 8 critical areas which impact team performance. These are grouped into 4
themes: Direction, Commitment to Results, Ownership and Conditions for Success. The
questionnaire includes 49 statements (between 5 and 7 per section) and takes 10-15 minutes to
complete.
Direction
Outward Focus and Communication
High performing teams are never insular: informed direction and decisions rely on knowing
what’s going on outside the team. They gather external information and use it well to ensure
they change course when needed.
Clarity of Shared Direction
When team members have a shared understanding of what they are trying to achieve, why
and what success looks like, it results in the best outcomes. Team members need to show the
way and model the right behaviours – both in terms of direction and how people behave and
work together.
Commitmentto
Results
Focus on Results and Outcomes
The team pays attention to the things that matter and their proper direction. Team members
make tough calls, consciously divide their time and stay focused on their joint goals.
Courageous Challenge
The team confronts reality and has frank conversations. This creates energy and a sense of
striving for success. There is positive challenge with the intention of improving outcomes
rather than protecting egos and turf or playing political power games.
Ownership
Joint Accountability
Team members take responsibility for their own part in delivering the team’s goals and helping
others to achieve them. Failing to deliver or letting others down is not OK.
Commitment
Walking in the room, you feel the team’s energy and purpose– team members are heard,
decisions are clear and there’s clarity about what has been agreed.
Conditionsfor
Success
Feeling Trust
Everyone treats each other with respect, is open on uncomfortable issues and takes time to
understand others’ needs. It’s OK to admit mistakes and weaknesses.
Enabling High Quality Thinking
Teams that demonstrate high quality attention, create space for each other to speak and
explore their thinking with real curiosity generate new thinking and deliver results.

4. 17/03/2014 4
The THC is designed to give you a structured method of analysing team effectiveness but developing a team is
not a ‘one-size fits all’ approach. Whilst we offer prompts and suggestions to help you think it through, we
don’t prescribe next steps. These will depend on your team and circumstances. That’s where further
discussion with an experienced internal or external team development professional can help.
What next?
Completing the questionnaire and review should give you greater clarity and a view on your appetite
for change. If you want further support, you will decide whether you have the skills you need
internally or require external expertise. We hope you find the THC useful and would like to hear
about your experiences. We welcome input and ideas.
If you need more
Clients often call on our support where there are ‘trickier’ team dynamics. If you decide you want
more than your current support can offer, we provide:
• A full debrief of the THC leading to an action plan
• Tailored solutions to address your specific team’s development goals
• Team and 1:1 coaching using the THC to measure progress
• Psychological depth and commercial expertise in creating sustained improvements in Team
performance
We will explore your organisation’s specific needs and challenges. Our intention is that you get
better results. We look for the impact in everything we do because clarity of vision + clarity of
implementation = results.
About the Authors
We work individually and with our trusted team to design and deliver executive coaching and coach
training, team and leadership development, facilitation and communications. We work globally in a
wide range of sectors with senior executives, leaders and high-potential individuals.
Alyse Ashton
Alyse is a renowned, accredited coach and facilitator who works with leadership
talent across the world. She has over 25 years’ experience in developing and
coaching senior individuals and teams to create step changes for themselves and
their businesses.
Richard Spence
Richard coaches and develops senior leaders, teams and boards across the world,
combining the creativity of a BAFTA-winning film director with strong, practical
results. He writes for books for business and, recently, a series of key speeches for a
major Olympic sponsor.

5. 17/03/2014 5
Clients we work with include:
BP, SJ Berwin LLP, KPMG, Barclays , FMC Technologies
Inc., Moody’s, Mercer, BAE Systems, GE Healthcare,
Standard Chartered Bank, Zurich Financial Services, Club
Med, Barry Callebaut, Hewlett Packard, Airbus
(Toulouse), Dechert LLP, Lloyds, Visa Europe, Siemens,
the WPP Group, Carat, BBC, Channel Four, Discovery
Network, Walt Disney, Reuters, Warner Bros., Deloitte,
Cap Gemini, The Cabinet Office, Home Office, DEFRA,
Department of Business, Innovation and Skills, The
Scottish Government, Royal Sun Alliance, Innocent, New
Look, Fjord, eBay, hotels.com, TalkTalk, Samaritans,
Leonard Cheshire.
How to contact us:
Click the 'Contact us' tab on the THC website or contact us directly:
Alyse
+44 (0)118 9331079/ +44 (0)7760 176777
alyse@theteamhealthcheck.com
Richard
+44 (0) 20 7243 3295/ +44 (0)7976 959785
richard@theteamhealthcheck.com
Fair use:
The Team Health Check was developed by Alyse Ashton and Richard Spence and the copyright jointly owned by Eye 2 Eye
Development Ltd and Clear Pictures Ltd. You may use this model with clients or colleagues provided you do not change or adapt it in
any way. You may print, share or forward our PDF and documents in their entirety but should not cut and paste the content or any
part of it into anything else. In particular, please ensure our biographies, logos and company details remain part of the documents
and that you refer to us if creating supporting slides to explain the model. Do get in touch if you would like to discuss different ways to
use the model. We reserve the right to change the conditions of use at any time.
“Personable, straight talking
and inventive”“Masters of the
mental model behind people’s
behaviour”
“Incredible benefits from years
of commercial experience and
psychological understanding
with none of the ‘allergic
reaction’ you get to other
consultants”
“You got to know our business
and our people and that makes
a huge difference”