Team Diagnostic — Polarity Learning

Polarity Learning

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Team Diagnostic

Question 1 of 8

For each item, choose the description that best matches what your team actually does — not what it aspires to, and not how it performed in its first few months together.

When someone on the team needs help or raises a concern:

Others step in without being asked
Others respond when asked, but rarely volunteer
Most people stay focused on their own work

In day-to-day work, team members' roles:

Are understood well enough that work rarely falls through the cracks or gets done twice
Are mostly understood, but occasionally create confusion about who owns what
Regularly overlap or leave gaps — people often discover work wasn't done or was started by two people

When priorities conflict or resources are tight:

Your team's goals determine which work gets prioritized
Goals help sometimes, but the decision often depends on factors other than stated goals
Goals rarely factor into how your team allocates its time

When a new project or task lands on your team:

The right people pick it up — ownership is clear without a coordination meeting
It takes some back-and-forth to figure out who owns what
It often sits without clear ownership, or multiple people start working on it independently

When your team disagrees on something important:

The disagreement surfaces and reaches a visible conclusion — even if it's uncomfortable
The disagreement comes up but typically dissolves without being fully resolved
Disagreements rarely surface in team settings — they happen in side conversations instead

When your team needs to make a decision:

Decisions get made and people know who made them — even difficult ones move forward
Decisions get revisited repeatedly or require more escalation than feels right
Decisions stall or default to whoever pushes hardest

When your team is under deadline pressure or facing a stressful period:

The team's patterns hold — people stay communicative and maintain ownership
Some things slip — people communicate less and focus narrower than usual
The team's usual coordination breaks down — people default to working in isolation

When someone on the team doesn't deliver on a commitment:

Someone addresses it directly with them — not harshly, but clearly
It gets mentioned indirectly or noted but not directly addressed
It tends to go unaddressed, or addressed only by the leader

Your team reads as

Your team fingerprint

Here's what happens next

Each person on your team takes the free Type Explorer — 15 minutes, on their own
Everyone gets their own Polarity Profile — what they bring, where their tension lives
The profiles combine into the Team Grid — the full picture of your team's shape

Start the free Type Explorer with your team →

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