Team Assessment Test

Completed in about three minutes, the Team Assessment Test uses 15 questions to explore how a team approaches trust, conflict, accountability, standards, and shared results. Your profile can highlight strengths and potential obstacles in collaboration, supporting focused reflection on communication, expectations, and collective performance.

Questions: 153 minutes

Team Assessment Test: sample question card

October 2, 2025October 2, 2025Material has been updatedOctober 2, 2025Material has been published

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2,624 completions

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Scale Explorer

How the Scales are Structured

Indifference to ResultsItR

Indifference to outcomes measures how strongly team members prioritize shared results over individual agendas and how engaged they are in collective goals.

example score7/9

7/9Moderate indifferenceexample score

3 – 5Low indifference

6 – 7Moderate indifference

8 – 9High indifference

A score of 7 indicates a moderate level of indifference to outcomes, suggesting shared results matter but commitment may be inconsistent across the team.

Low DemandingnessLD

Non-demandingness reflects how low the team’s expectations and standards are for performance and accountability.

example score5/9

5/9High standardsexample score

3 – 5High standards

6 – 7Mixed standards

8 – 9Low standards

A score of 5 suggests the team generally maintains clear expectations and standards, with only occasional signs of settling for “good enough.”

IrresponsibilityI

Irresponsibility measures how consistently team members take ownership and follow through on commitments and outcomes.

example score5/9

5/9Lowexample score

3 – 5Low

6 – 7Moderate

8 – 9High

A score of 5 indicates low irresponsibility, suggesting accountability is generally present with some occasional gaps in follow-through.

Fear of ConflictFoC

Measures the extent to which the team avoids open disagreement and candid discussion, potentially leading to superficial consensus.

example score6/9

6/9Moderate fearexample score

3 – 5Low fear

6 – 7Moderate fear

8 – 9High fear

A score of 6 indicates a moderate tendency to avoid conflict, so important disagreements may be discussed cautiously or deferred.

DistrustD

Measures the degree of mutual trust and openness among team members that supports candid collaboration.

example score6/9

6/9Moderate distrustexample score

3 – 5Low distrust

6 – 7Moderate distrust

8 – 9High distrust

A score of 6 indicates a moderate level of distrust, suggesting trust is uneven and some conversations may still feel guarded.

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DATA-BASED USER COHORTS

Who Usually Takes This Test?

Team leads and managers

41%OF USERS

They use it to pinpoint trust, conflict, and accountability issues and decide what to address first with the team.

HR and people partners

34%OF USERS

They run it to gauge team health across groups and guide coaching, training, or culture initiatives.

Project and product teams

25%OF USERS

They take it before or during a project to surface collaboration risks early and align on shared goals and responsibilities.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

Benchmarking

See How You Compare

Once you complete the test, your results are compared with real-world data from people in your country.
Below is a preview of how scores are typically distributed across each scale.

Shaded area — where most people score

Dot — the average

You — your score lands on each curve after the test— your score, after the test

Indifference to outcomesIto

You?

Average7.3

Typical rangeTypical6.5 – 8

Possible3 – 9

Non-demandingnessN

You?

Average4.6

Typical rangeTypical3.7 – 5.4

Possible3 – 9

IrresponsibilityI

You?

Average6.5

Typical rangeTypical5.7 – 7.3

Possible3 – 9

Fear of ConflictFoC

You?

Average5.5

Typical rangeTypical4.4 – 6.5

Possible3 – 9

DistrustD

You?

Average5.3

Typical rangeTypical4.4 – 6.2

Possible3 – 9

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SAMPLE QUESTIONS

Example Questions From the Test

- Always
- Sometimes
- Rarely
- Always
- Sometimes
- Rarely
- Always
- Sometimes
- Rarely

These are 3 of the 15 real questions — the rest appear in the test. No sign-up needed to start.

WHAT THE TEST MEASURES

Team Assessment Test - Description and methodology of the test

team climate

arrange

Managers, project leads, and team members who want a clearer view of collaboration can use the Team Assessment Test to examine patterns shaping everyday work. This team effectiveness assessment turns broad concerns about communication, follow-through, or morale into questions a team can discuss. It can help organize a conversation about whether current ways of working need attention, without reducing team dynamics to one overall label.

What This Assessment Explores

These results describe current team patterns rather than fixed traits. Items address candid discussion, challenge, mistakes, meetings, decisions, follow-through, and shared goals. As a team performance assessment, it is most useful to people who know the team's daily work. The five displayed dimensions cover these areas:

Indifference to Results (3-9) measures engagement with shared goals; bands: Low indifference (3-5), Moderate indifference (6-7), High indifference (8-9).
Low Demandingness (3-9) measures aspirations and expectations; bands: High standards (3-5), Mixed standards (6-7), Low standards (8-9).
Irresponsibility (3-9) measures personal and collective accountability; bands: Low (3-5), Moderate (6-7), High (8-9).
Fear of Conflict (3-9) measures avoidance of open discussion and disagreement; bands: Low fear (3-5), Moderate fear (6-7), High fear (8-9).
Distrust (3-9) measures mutual trust and openness; bands: Low distrust (3-5), Moderate distrust (6-7), High distrust (8-9).

Methodology and Evidence Base

Respondents rate each statement as Always, Sometimes, or Rarely. The questions focus on observable team behavior, including openness, criticism, apology, support for decisions, monitoring progress, and reactions to success. Responses are grouped into thematic scores; the displayed bands indicate the direction and intensity of each tendency.

These team assessment results help members discuss whether meetings address difficult issues, colleagues challenge unproductive behavior, and agreed decisions are carried out. It suits members, managers, or facilitators with direct knowledge of the team's everyday functioning.

Its conceptual reference is Lencioni’s five-dysfunctions model, which links trust, productive conflict, commitment, accountability, and results. This online questionnaire is conceptually consistent with that model, but it is not documented as a formal adaptation of the published book’s framework.

Hamlin's 2008 validation study examined Lencioni's functions in relation to team effectiveness, while Aggarwal's 2023 study examined dysfunctional groups through the same model. The online questionnaire’s scoring has not been standardized; grouped scores summarize reported patterns in meetings, accountability, trust, and shared goals. Current context, self-awareness, and response bias can affect scores, so interpret the profile alongside observed behavior and team discussion.

Author: Patrick M. Lencioni

Literature:

Lencioni, Patrick M. (2002). The Five Dysfunctions of a Team: A Leadership Fable. San Francisco, CA: Jossey-Bass.
Hamlin, Judy L. (2008). Team effectiveness: A validation study of Lencioni's five functions of a team. Doctoral dissertation, University of La Verne.
Aggarwal, Anil K. (2023). A Study of Lencioni's Model of Dysfunctional Groups. International Journal of e-Collaboration, 19(1), 1-19. 10.4018/IJeC.321557

Updated: 2025-10-02