People decisions lack role and team context
A person may be strong in general but poorly matched to a specific role, business stage, or team configuration.
Team diagnosis for better people, role, and development decisions
We help you identify evidence-supported explanations for why a team may be underperforming, distinguish between capability, role, motivation, coordination, and environment, and choose what to investigate or change next.
Real Team MetaQ Explorer workspace: participant progress, assessment data, team role context, and AI-assisted report synthesis.
When strong peopledo not becomea strong system
Development targets symptoms instead of constraints
Training is unlikely to help when the main constraint is role design, motivation, environment, or conflicting expectations.
Team growth is constrained by role and coordination gaps
Growth can expose missing functions, unclear ownership, weak coordination, or slow decision processes.
Method
From competencies to testable behavioral hypotheses
We assess observable competencies and connect them with patterns in psychometrics, structured interviews, role context, and peer observations. The result is a set of testable hypotheses about what may support or constrain performance, rather than a single causal verdict.
- For facilitated projects, we can map an approved corporate competency model with administrator support.
- We map competencies to recurring behavioral patterns that may help explain strengths and constraints.
- We combine psychometrics, structured interviews, role data, peer observations, and team environment signals.
- We return evidence, scenarios, and development priorities that leaders can use in decisions.
The questions the diagnostic answers
About people
What evidence supports readiness for a broader role, which strengths may compensate for gaps, and what development investment is proportionate?
About the team
Which patterns may be constraining team performance, which roles and qualities are present, and which functions or responsibilities appear under-covered?
About hiring
Which capabilities, roles, or working patterns would best address the team gaps identified in the diagnostic?
How it works
Input and leadership briefing
We use existing reports, competency frameworks, business goals, and a short briefing with the leader or HR sponsor.
The model builds the diagnostic frame
The system turns the leadership brief and approved evidence sources into explicit hypotheses, then selects approved questions and interview branches to test them.
The team completes the assessment
Participants complete psychometrics, role mapping, a structured interview, and peer assessment in one connected digital flow.
You receive decision support
You receive individual development plans and a team report with evidence-supported hypotheses, confidence limits, priorities, and suggested next steps. Facilitated interpretation is included in the facilitated package.
Team MetaQ Explorer
A platform, not a one-off questionnaire
Team MetaQ Explorer guides the team through the full diagnostic arc: psychometrics, role context, adaptive interviews, peer assessment, team aggregates, individual development plans, and a leader-facing team report.
What the client receives
Team portrait
Evidence-supported strengths, likely constraints, role gaps, interaction tensions, and unresolved questions.
Individual IDPs
Development plans built from role context, psychometric indicators, interview evidence, peer observations, and team patterns where available.
Action scenarios
Suggested actions for development, role clarity, decision ownership, team environment, and working agreements.
Consultation
A facilitated interpretation session for clients who choose the facilitated package.
Pricing
A focused team diagnostic without running a full assessment center
from EUR 2,500
Facilitated team diagnostic, from EUR 2,500 per team. Includes an adapted brief, optional competency-model mapping, an interpretation session, and scope-dependent outputs. A separate $998 self-service pilot includes one team, one wave, digital assessments, and the first team report.
Assessment
Psychometric indicators, competencies, role context, peer observations, and team environment.
Timeline
Report generation begins when the required participant inputs are complete. Calendar time depends mainly on participant completion and peer coverage.
Result
Action priorities and development plans framed around the business question captured during project setup.