CONSULTANCY
Team Capability Diagnostic
Find out what is really holding your team back: with evidence, not guesswork: before you decide what to do about it.
OVERVIEW
Something Is Costing You. You Are Not Sure Exactly What.
Most heads of department sense when their team is underperforming before they can articulate why. The output is not what it should be. Good people are not performing the way they should. Something is costing you in missed results, in retention, in the leadership bandwidth you are burning managing around the problem.
This diagnostic gives you clarity. Evidence-led. Honest. Practical.
Who Is This For?
Department Heads
Leaders who know something is costing them but cannot pinpoint the root cause without independent assessment.
Functional Leaders
People leading specialist functions where capability gaps are less obvious but the impact on performance is real.
Senior Leaders With New Teams
Leaders who have inherited a team or recently restructured and want an objective view before making significant development investments.
PROGRAMME CURRICULUM
How the Functional Team Diagnostic Works
A four-phase diagnostic process moving from initial scoping through to evidence gathering, root cause analysis and clear, actionable recommendations.
Team Interviews, Observation and Performance Data Review
Individual, confidential interviews with team members and relevant stakeholders, designed to surface the patterns that drive underperformance.
WHAT WE COVER
- Individual interviews with team members: confidential, structured and consistent
- Stakeholder interviews with managers, senior leaders and cross-functional colleagues
- Observation of the team in working meetings or collaborative sessions where relevant
- Review of performance data, output quality and relevant metrics
- Identification of the consistent patterns across all sources of evidence
WHAT YOU ACHIEVE
- A comprehensive picture of current team performance from multiple perspectives
- Honest insight that internal managers are too close to surface themselves
- Clear patterns identified across skills, motivation, dynamics and structure
Scoping, Brief and Stakeholder Alignment
We establish what is happening, what has already been tried and what a successful outcome looks like before any diagnostic work begins.
WHAT WE COVER
- Understand the presenting problem and its business impact
- Map the team structure, size and relevant context
- Review any existing performance data, engagement surveys or previous interventions
- Agree the scope and timeline of the diagnostic
- Establish confidentiality protocols and communication plan
WHAT YOU ACHIEVE
- Clear brief established with agreed scope and success criteria
- The diagnostic is anchored to the business problem, not just team dynamics
- Stakeholders are aligned on what the process involves before it begins
Root Cause Analysis: Skills, Motivation, Dynamics or Structure
We synthesise the evidence into a coherent picture of what is actually driving underperformance and what the team is genuinely capable of.
WHAT WE COVER
- Thematic analysis across all interview data and observations
- Root cause identification: distinguishing between skills, motivation, dynamics and structure
- Mapping the gap between current performance and potential
- Assessment of what can be addressed through development versus structural change
- Prioritisation of findings by urgency and leverage
WHAT YOU ACHIEVE
- The root cause of underperformance is clearly identified
- Development priorities are ranked by their likely impact on performance
- The leader has a clear picture of what the team is capable of versus what is getting in the way
Findings Presentation, Recommendations and Action Planning
We present findings clearly, directly and without softening the message. Recommendations are specific and ranked. The leader leaves knowing exactly what to do next.
WHAT WE COVER
- Clear written findings report covering root causes and priority recommendations
- Live findings presentation to the leader and relevant stakeholders
- Specific recommendations covering development, coaching and structural changes
- Practical next steps with suggested timelines and owners
- Optional follow-up to support implementation
WHAT YOU ACHIEVE
- The leader receives clear, honest findings they can act on immediately
- A prioritised action plan is in place within days of the findings session
- The organisation avoids committing budget to interventions that miss the real issue
THE APPROACH
How It Works: The 4D Model
—— STEP 01
Discover
We start with a scoping conversation to understand the situation: what you are seeing, what you have already tried and what a good outcome looks like. No obligation. Just a conversation to see if and how we can help.
—— STEP 02
Design
We speak to team members and relevant stakeholders individually and confidentially. We look for patterns: in behaviour, in how people experience the team and in what is working and what is not.
—— STEP 03
Deliver
We pull together what we found into a coherent picture: where the real issues sit, what is driving the performance gap and what the team is capable of versus what is currently getting in the way.
—— STEP 04
Develop
We share findings clearly and without softening the message: what we would recommend and why. You leave knowing exactly what to address and in what order.
WHAT YOU’LL GET
What Participants Walk Away With
79%
of employees cite lack of recognition and unclear expectations as their primary reason for leaving a role
Source: Gallup, 2024
202%
performance gap between teams with highly engaged managers and teams with actively disengaged managers
Source: Dale Carnegie, 2024
2-4wks
typical timeframe from diagnostic kick-off to findings delivery for a functional team of 8 to 20 people
Source: Unscripted Growth
COMMON QUESTIONS
Frequently Asked Questions
Is this suitable for smaller teams or just large departments?
We work with teams of all sizes, from 5 people to 50+. The diagnostic process adapts to the scale. Smaller teams often yield faster, more granular insight.
Will the team know what is being assessed?
Yes, transparency is important. We explain clearly to team members what the diagnostic involves, why it is happening and how the findings will be used. Individual interviews are confidential, but the fact of the diagnostic is not.
Does this have to lead to a training programme?
No. The diagnostic stands alone. We will give you an honest recommendation: whether that is training, coaching, a structural change or something we cannot provide.
How long does this take?
For a functional team, typically 2 to 4 weeks from scoping to findings. Interviews are usually 30 to 45 minutes per person. We work at pace and present findings in a format you can act on immediately.
WHAT CLIENTS SAY
Testimonials
Have been a recipient of Suk's training for the past year and the best thing about his work is that he shows genuine passion and interest to see each one of his trainees improve. Most importantly I've seen results in the team and that is credit to him and his personal approach.
Shawn Tan
Enablement Program Manager, Pinterest
I would definitely recommend Suk to any businesses looking to bring in a Sales Trainer. His sessions are engaging and informative and I took lots away which has definitely helped me. He took his time in understanding our business model before delivering a great couple of days coaching.
Russell Hamilton
Sales Professional
One of the best in the business - Management and Sales skills are on par with the top sales people in the country. Ambitious, enthusiastic and hard working passionate individual will be a great addition to any organisation.
Fawad Bari
Co-Founder, MERCHD
Find Out What Is Really Holding Your Team Back
If your team is not performing the way it should and you want to understand why, a conversation is the right first step.