Created by Zoe Finlay-Jones · Last updated October 2026

The team assessment shows how your team is tracking against the six attributes of a healthy and effective team. This article covers what it measures, how to set it up in the Lumia platform, how to read your results, and how to debrief them with your team. 

The results are the starting point for a conversation with your team. What matters most is what you talk about and agree to do next.

Resources to debrief your team are linked at the end of this article

What the team assessment measures

The assessment measures your team against the six attributes in the Adapt team model. It has 32 questions, and everyone in the team answers, including the team leader.

Responses are anonymous. They are used only to assess the team's overall strengths and challenges, and nobody can identify an individual's answers. You can run the assessment as an initial measure, then again later to see what has changed using the "compare" tool. 

A note on small teams. Answers are anonymous, but in a team of two, each person can work out how the other answered by comparing the results with their own answers. The smaller the team, the easier this becomes. Consider this before you set up a team assessment, and talk with the team about it before the survey goes out.

Why trust and psychological safety comes first

Trust and psychological safety sits at the centre of the model because it has the greatest impact on how healthy and effective a team is. Google's research on team effectiveness, Project Aristotle, found it was the most important factor by a wide margin. The other five attributes are much easier to build when it's in place, so building it in every team is an essential first step to being effective.

Psychological safety is a shared belief that team members are safe to take interpersonal risks: admit their mistakes, acknowledge their weaknesses, and ask for help when it's needed. Where it's present:

• Innovation improves
• Team members learn quickly from their own and each other's mistakes
• Problems are quickly overcome
• People are more engaged

Where trust and psychological safety is low, innovation and learning stall, and gossip and politics breed. That's why it's the first place to look in your results.

Set up a team assessment in Lumia

Your team needs to be set up in the Adapt Lumia Platform first. Every member must be an active user with the correct email address. They don't need login access.

• Set up the team and add its members.
• Check the team assessment is enabled in the team Configure section
• Go to the team in the side panel and select Team Assessment from the menu.
• Select Add Survey.
• Name the survey and check the start and end dates.
• Select Schedule Survey.

Lumia emails each team member the survey details and a link. While the survey is open, you can see who has and hasn't completed it and send reminders. You'll see who has responded, but never what they answered.

When the survey closes, you'll get an email confirming it's closed, and the results appear on the team dashboard. Results are visible to the whole team as soon as they publish, so plan your debrief for soon after the close date.

Before you send it, tell your team why you're running it, that it's anonymous, that you'll answer it too, and when you'll talk about the results together.

Read your results

Each question has four answers: strongly disagree, disagree, agree and strongly agree. There's no neutral option, so everyone takes a view. The percentage is an average of those answers, so 100% means everyone answered strongly agree. It isn't a score out of 100.

Read the spread, not just the number. The triangles show the range of answers, and the average shows where most people sit within it. Two questions can share the same average and tell very different stories.

What to look for

Start with trust and psychological safety, questions 1 to 6. If those results are strong, the rest of the conversation should be easier. If they're low, that's the place to focus first.

Then scan the rest of the results for:

• Alignment. Questions where everyone answered the same.
• Disparity. Questions where some people answered high and others low. These are often worth a conversation.
• Highs and lows. The standout results in either direction, including what you'll want to protect.
• Wide spreads. Where answers run from disagree to strongly agree, at least one person is having a different experience from the rest of the team. Explore it together, without trying to work out who it is.
• Related questions. Comparing questions that sit close together can get to the heart of why. For example, a team might all feel safe giving feedback, but fewer feel safe raising tough issues, or the team might not give each other feedback regularly.

Read it in context. You know the bigger picture: your organisation's strategy, the pressures on the team right now, and what's coming. A low score might be expected given your current situation, or not the immediate priority. A high score might be exactly what you need to protect.

Debrief the results with your team

Two ideas carry the debrief.

Data is the starting point for the conversation. Rather than reading a score as high or low, good or bad, ask why it is what it is. The aim is to get to the why, and the score is only where that begins.

Dialogue, not diagnosis. You get to the why by talking it through as a team. Looking at the results as numbers on their own, or using them to decide what's wrong without any discussion, misses what they can tell you. The insight comes from the conversation.

1. Prepare. Ask everyone to read the results before the session and note the questions they think are worth the conversation. Read them yourself, starting with trust and psychological safety.
2. Agree how you'll talk safely. Before you look at any results, ask the team, "What's the best way for us to talk about this feedback safely?" Capture their agreements where everyone can see them. Remind the team the survey is anonymous: invite candour, but don't demand it, and don't try to work out who answered what.
3. Choose what to discuss. You don't need to cover all 32 questions. Try survey bingo, where you call out each question number and the team calls "bingo" on the ones they noted. Or ask for top picks, where each person shares the three to five questions they think are worth the conversation, and you start with the ones most people chose.
4. Discuss each question. Ask what the feedback is telling you, why it's that way, and whether it will hold on its own or needs a different approach. Watch for explaining the data away, such as "that's just because someone thinks…".
5. Don't skip the wins. Where you scored well, ask what's making the difference and how to protect it.
6. Agree what you'll do. Summarise what matters most, then agree one or two commitments, each with an owner.

Questions that help:

• What would it look like for all of us to strongly agree here?
• What would need to change?
• Why is this important for us as a team?
• Why might someone's experience be different here?
• What's one thing we could try differently?

After the debrief

• Share the commitments and their owners with the team.
• Make it a team objective if one commitment stands out, so the work stays visible in Lumia.
• Check in on progress at a regular team meeting.
• Measure again. Run the team assessment again later, then use Compare on the team dashboard to see what has changed.

Resources

Team Leader Resource - Our Team Assessment Debrief (slide deck): a ready-to-use deck for running the debrief with your team.

Debriefing Your Team Assessment, Facilitation Guide for Team Leaders (PDF): a step-by-step guide to setting up the survey, preparing and running the session.