Team Dynamics Scan (Mini 360°)
The Team Dynamics Scan is a brief 360-degree feedback instrument designed to provide leaders with an external perspective on how their behavioral patterns impact team functioning and interpersonal dynamics. This assessment captures observations from multiple stakeholders (direct reports, peers, and managers) across five critical dimensions: the leader's emotional and behavioral consistency across situations, the level of psychological safety and reliability team members experience, the leader's characteristic communication patterns and their effectiveness, the quality and health of interpersonal relationships the leader maintains, and the leader's typical speed and intensity of responses to challenges or triggers. This test focuses specifically on observable interpersonal behaviors that directly predict team performance, engagement, and psychological safety. The multi-rater design reveals gaps between self-perception and others' experience, identifies behavioral blind spots that undermine leadership effectiveness, and highlights specific interpersonal patterns that either build or erode team cohesion. Results provide focused developmental insights into which leadership behaviors require immediate attention to improve team dynamics and performance.
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This assessment measures the 5 competencies
Each dimension is a key skill or competency that employers look for in candidates.
Leader Stability
The consistency and predictability of the leader's emotional state, behavioral responses, and decision patterns across varied situations and time periods, as observed by others. Leader stability is measured through: (1) emotional consistency (whether the leader's mood and emotional tone remain relatively steady or fluctuate unpredictably, making team members uncertain about what to expect), (2) response predictability (whether the leader reacts to similar situations in consistent ways or responds erratically, making it difficult for team to anticipate reactions), (3) decision consistency (whether the leader applies stable criteria and principles to decisions or changes approaches without clear rationale), and (4) stress comportment (whether the leader maintains professional demeanor under pressure or exhibits visible emotional volatility that affects team atmosphere). Observers assess whether they can reliably predict how the leader will respond, which directly impacts team psychological safety and willingness to bring problems forward.
Trust
The degree to which team members believe the leader is reliable, acts with integrity, maintains confidentiality, follows through on commitments, and operates with team members' best interests in mind. Trust is operationalized through observable behaviors that build or erode confidence: (1) commitment reliability (follow-through on promises, meeting stated deadlines, doing what leader says they will do), (2) information integrity (honesty in communication, acknowledgment of mistakes, transparency about decisions affecting team), (3) confidentiality maintenance (protecting sensitive information shared by team members, not gossiping or sharing private conversations), (4) consistency between words and actions (alignment between stated values and actual behavior), and (5) advocacy (whether team members believe leader supports them with higher leadership, protects team interests). This dimension measures trust as experienced by team members based on accumulated behavioral evidence, not the leader's intentions.
Communication Style
The characteristic patterns in how the leader exchanges information, provides feedback, solicits input, and conducts conversations, as experienced by others. Communication style is measured through: (1) clarity (whether messages are specific and understandable or vague and ambiguous), (2) listening quality (whether leader demonstrates attention and understanding when others speak or appears distracted/dismissive), (3) feedback delivery (whether leader provides constructive, specific feedback or criticism that is vague/harsh), (4) openness to input (whether leader genuinely solicits and considers others' perspectives or goes through motions without real consideration), (5) communication frequency (whether leader provides sufficient information flow or leaves team uninformed), and (6) tone appropriateness (whether leader's communication tone is professional and respectful or harsh/condescending/overly casual). Observers assess both what is communicated and how it is delivered.
Team Relationships
The quality, health, and functionality of interpersonal connections the leader establishes and maintains with team members, peers, and stakeholders, as observed by others. Team relationships are measured through: (1) accessibility (whether team members can easily reach the leader when needed or face barriers to contact), (2) rapport quality (whether interactions feel positive and collaborative or tense and transactional), (3) fairness perception (whether team members believe leader treats people equitably or shows favoritism), (4) conflict management (how leader handles interpersonal tensions—constructively or through avoidance/escalation), (5) collaboration facilitation (whether leader builds connections among team members or creates silos), and (6) respect demonstration (whether leader's behavior conveys genuine respect for others' contributions and perspectives). This dimension assesses the leader's interpersonal effectiveness from others' vantage point.
Reactivity
The speed, intensity, and emotional charge with which the leader responds to unexpected events, challenges, criticism, or pressure, as observed by team members. Reactivity is measured through: (1) response speed (whether leader pauses to consider before responding or reacts immediately without apparent reflection), (2) emotional intensity (whether leader's reactions are measured and proportionate or intense and emotionally-charged relative to situation severity), (3) trigger sensitivity (whether specific situations or topics reliably produce strong reactions that affect team dynamics), (4) recovery time (how quickly leader returns to baseline after reacting—minutes vs. hours vs. days), and (5) impact on team (whether leader's reactive patterns create anxiety, hesitation, or communication suppression in team members). Observers assess whether they must carefully manage how they deliver information or can communicate openly without fear of disproportionate reactions.
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Assessment Details
- 10-15 minutes
- 5 competencies tested
- Take on any device
- No prerequisites
- Valid for 1 year
- Share with employers
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