Which Core Element is Your Team Missing?

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Enter your name, email, and company before getting started.* This field is required.
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When it comes to understanding the purpose of our work...* This field is required.
Everyone is clear—we’re aligned and focused.
We have some direction, but it doesn’t always connect to daily work.
We’re unclear or inconsistent—teams interpret things differently.
Honestly, we’re just doing tasks without much context.
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Which best describes your organization’s definition of “success”?* This field is required.
We have clear metrics, aligned goals, and shared understanding.
Leadership is clear, but it doesn’t trickle down consistently.
Success means different things depending on who you ask.
We haven’t defined it—it’s vague or reactive.
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If a key person left tomorrow, what would happen?* This field is required.
No problem, our processes are documented and repeatable.
We’d scramble a bit, but we’d recover.
It would create a serious gap—we’d lose key knowledge.
We’d be in trouble, too much information lives in people’s heads.
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How would you describe your core work processes?* This field is required.
Documented, visible, and easy to follow.
Partially documented—depends on the team.
Informal—mostly legacy knowledge.
A mystery—every time we do it, it’s different.
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How well do your current metrics reflect the health of your work?* This field is required.
Very well—they guide our decisions.
Somewhat—we track a lot, but it’s not always useful.
Poorly—what we measure doesn’t match what matters.
We don’t really have any meaningful metrics.
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Which best describes how your KPIs are used and shared across your team?* This field is required.
Visible and understood by everyone.
In a dashboard, but not discussed often.
Managed by one person—no one else really knows them.
We don’t use any KPIs right now.
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How do you approach improvement work?* This field is required.
Structured and continuous—we document, track, and follow through.
Ad hoc—we improve when we can, but inconsistently.
We talk about it, but execution is rare.
We don’t really have a method, it’s reactive.
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What best describes your team’s regular cadence for check-ins or planning?* This field is required.
Set, consistent, and focused on outcomes.
Regular, but not always valuable.
Inconsistent—we check in when we remember.
Nonexistent—it’s all reactive.
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When something needs to change, how is it handled?
There’s a clear plan, ownership, and timeline.
Someone “owns” it loosely, but no real accountability.
Changes stall or get forgotten.
We tend to work around the issue instead of fixing it.
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What happens after meetings or discussions about work?* This field is required.
Clear next steps and follow-through.
Some notes, but little follow-up.
We leave with good intentions, but things fall through.
No one remembers the outcomes—we just move on.
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Where do you feel the most friction in your organization?* This field is required.
Our people don’t know why we’re doing the work.
Our work isn’t consistent or repeatable.
We don’t know what’s working or not working.
We’re always behind on improvements.
We can’t stick to anything—we lose momentum quickly.
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Direction Bonus
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System Bonus
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Measurement Bonus
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Improvement Bonus
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Routine Bonus
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Work Direction Score
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Work System Score
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Work Measurement Score
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Work Improvement Score
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Work Routine Score
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Your Focus: Work Direction

Your team might be busy—but unclear on why they’re doing the work. When the purpose and priorities aren’t clearly defined, it creates misalignment, drains momentum, and leads to frustration.

The good news? Defining work direction isn’t about writing a mission statement. It’s about making purpose practical—linking goals to daily work and creating visible alignment across teams.

✅ Start with clear success criteria
Define what “good” looks like. Don’t just state high-level goals—translate them into specific outcomes and behaviors for teams and roles. For example:

What should be true when this project is successful?
What would it look like if we were winning next quarter?

✅ Make your direction visible and repeatable
Avoid “vision drift” by capturing direction in formats your team can access and use regularly. Think visual, simple, and structured:

Use a 1-page summary or dashboard of team goals, values, and success markers. Review it during team onboarding, launches, and check-ins—not just at annual planning.

✅ Reinforce priorities in routines and meetings
Embed direction into your rhythm of work. Use recurring meetings to check alignment, ask how work connects to your goals, and adjust when needed:

Are we doing work that aligns with our goals this week?
What shifted—and why?

Make these part of how your team talks, not just what you hope they remember.

👉 Schedule a 30-min discovery call to explore how a Work Excellence Coach can help your team build clarity and alignment around your work direction.

We’ll talk through where you're stuck, what success could look like, and whether structured coaching is the right next step.
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Your Focus: Work System

You may be experiencing inconsistent execution, process gaps, or work that falls apart when key people are unavailable. This points to a fragile system—one that depends too much on legacy knowledge or reactive fixes.

Without visible, repeatable workflows, it’s hard to scale or delegate with confidence. A strong Work System makes excellence sustainable—not just accidental.

✅ Map your core processes
Start by visualizing how work actually gets done—not how it’s supposed to happen. Use tools like flowcharts, sticky notes, or digital whiteboards to:
• Outline key phases of a project or workflow
• Capture where work starts and how it ends
• Identify where information or ownership is unclear

✅ Identify handoffs, gaps, and bottlenecks
Once your work is visualized, look for weak points. Common flags:
• Work “bounces” between people without clear responsibility
• Delays due to approval layers or unclear ownership
• Steps that only one person knows how to do

These patterns show where your system is vulnerable.

✅ Document and test for repeatability
Once improved, document your workflows so others can follow them. Keep it simple—bullet points or checklists often work better than heavy manuals. Then:
• Have someone new try to follow the process
• Adjust based on real usage, not assumptions
• Embed it in onboarding or reference materials

👉 Schedule a 30-min discovery call to explore if a Work Excellence Coach can help you build a stronger, more scalable Work System.

We’ll look at where your processes are fragile, where to focus first, and whether structured coaching could help you systematize success.
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Your Focus: Work Measurement

You’re likely collecting data—but not the kind that tells a useful story. When metrics don’t reflect what matters (or aren’t used at all), teams lose clarity, accountability, and decision-making power.

Effective measurement isn’t about tracking more—it’s about tracking the right things, in the right way, to support alignment and action.

✅ Identify meaningful, balanced KPIs
Focus first on measures that reflect both outcomes (what you're delivering) and operations (how you're delivering it). Consider:

Are these metrics tied to what we care about?
Are they leading (predictive) or lagging (after the fact)?
Do they help us answer: Are we improving? Are we aligned?

Aim for 3–6 that truly matter—not a bloated dashboard.

✅ Make metrics visual and accessible
If your measures live in a spreadsheet only one person updates, they’re not helping the team. Instead:

Build simple visual dashboards or team scorecards
Review key metrics regularly in check-ins
Use language and formats people actually understand

Measurement must live with the team—not apart from it.

✅ Align measurements to goals and outcomes
Every KPI should point back to your team’s purpose or performance definition. Ask:

What decision does this metric support?
How does it connect to our direction or improvement work?

Otherwise, it's just noise. Only keep what moves the team forward.

👉 Schedule a 30-min discovery call to explore how a Work Excellence Coach can help your team build smarter, more actionable measurement practices.

We'll unpack where your current metrics may be falling short—and whether coaching can help you clarify what to measure, why it matters, and how to use it well.
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Your Focus: Work Improvement

You may find your team is great at identifying problems—but struggles to follow through. Or that improvement efforts never quite stick. This is often a sign of unclear ownership, poor prioritization, or no structured follow-up.

Sustainable improvement isn’t reactive—it’s built into your system. And it starts with clarity: what needs to change, who owns it, and when it will happen.

✅ Identify your current state with clarity
Before improving anything, get clear on what’s actually happening:

Walk through real examples of how work is done
Map where time, effort, or handoffs break down
Capture issues as observable facts, not just feelings

Use simple visuals or a shared workspace to align around reality.

✅ Define improvements with timelines and owners
Improvements fail when they’re vague or ownerless. Make them stick by being specific:

What exactly needs to change?
Who owns the next step—and by when?
What does success look like?

Treat each improvement like a mini-project, not a side note.

✅ Embed change into your routines
Improvement isn’t a one-time event—it’s a system. Make reflection and adjustment part of how your team works ON the business:

Add “what needs to change?” to team check-ins
Track changes publicly (even small ones)
Celebrate when new behaviors stick

This builds a culture where better is normal—not optional.

👉 Schedule a 30-min discovery call to explore how a Work Excellence Coach can help you turn improvement into a repeatable, team-driven habit.

We’ll help you pinpoint the gaps, prioritize what matters most now, and explore whether structured coaching can make your improvements stick.
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Your Focus: Work Routine

You may be struggling to stay on track—things start strong, then lose momentum. Without structure, teams fall into reactive cycles where priorities shift, accountability weakens, and progress stalls.

A strong routine isn’t about more meetings—it’s about creating the right rhythm to stay aligned, review progress, and adjust with intention.

✅ Establish a consistent cadence for check-ins
Decide when and how your team reconnects on the work—then stick to it:

Weekly or biweekly short check-ins to stay aligned
Monthly deeper dives for course correction
Make these short, focused, and actionable—don’t let them become “status meetings”

Consistency beats complexity.

✅ Build in time for reflection and adjustment
Work isn’t static—and your routines shouldn’t be either. Add moments to pause and ask:

What’s working? What’s getting in the way?
Do we need to adjust direction or shift priorities?
Are we still aligned with our goals?

Even 15 minutes monthly can shift your trajectory.

✅ Create accountability without micromanagement
Your routine should create space for ownership—not control. Try:

Action lists with clear deadlines
Rotating facilitators or check-in leaders
Asking “What’s next?” instead of “Did you do it?”

When accountability is team-owned, it scales.

👉 Schedule a 30-min discovery call to explore how a Work Excellence Coach can help your team design a rhythm that actually works.

We'll unpack where your team is losing momentum, identify the routines that matter most, and explore whether coaching could help you turn alignment into habit.
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Your Focus: Multiple Elements of Work

Your quiz results show that your team may be facing challenges across several core elements. That’s not a bad thing—it’s a common sign that it’s time to work on the business, not just in it.

When multiple areas are misaligned, it's harder to know where to start or how to get traction. Here are a few ideas on how to start:

✅ Get visibility on how work is actually happening
Start by mapping out one core process, improvement project, or routine. Seeing it visually helps uncover:

Where handoffs are breaking down
Where roles or steps are unclear
Where priorities are shifting without intention

It’s easier to fix the work when you can see it clearly.

✅ Identify where you're missing structure
Whether it's unclear direction, scattered metrics, or no space for improvement—structure doesn’t need to be heavy. Look for:

What your team aligns around today (or doesn’t)
Where feedback loops are missing
What tools are being used vs. actually useful

Clarity creates traction.

✅ Pick one element and start small
You don’t need to fix everything. You just need to fix one thing that matters.

Choose one focus—Direction, System, Measurement, Improvement, or Routine—and begin building clarity, ownership, and momentum.

We’ll help you decide where to start.

👉 Schedule a 30 minute discovery call to unpack your results with a Work Excellence Coach.

We’ll help you identify your best entry point, map what’s missing, and explore whether coaching can help your team get unstuck and move forward—on the work that matters most.
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