Things feel harder than they should.
Misunderstandings, friction or slow decisions are costing energy.
Team Diagnostic
A clear, practical read on how your team works together and what will help it work better.
Useful when...
You are growing, changing or taking on more.
New goals, new ways of working or new dynamics need a clearer read.
You want to work better together.
More trust, clearer roles and stronger impact, without guessing where to begin.
What the signs look like
Unclear roles or boundaries
Too much feedback or none
Decisions take too long
Tension between sub-groups
Good people, low energy
Hard to hold honest conversations
What's included
1. Understand
We surface what is helpful, what is getting in the way, and why.
2. Make sense
We identify patterns and connections across the team.
3. Agree priorities
We choose the shifts that will make the biggest difference.
4. Plan next steps
You leave with a clear, practical recommendation.
What you receive
A written report, a live feedback session and a clear recommendation.
Radar charts showing the team's collective strengths and areas under strain.
Alignment data showing where the team agrees and where perspectives diverge.
Findings across productivity and positivity, including goals, decisions, accountability, trust, communication and psychological safety.
Anonymous qualitative feedback from team members, presented without attribution.
A written report and live feedback session with a clear recommendation on what to prioritise next.
How it works
01
Kick-off
We agree what needs to be understood, who should take part and what success would look like.
02
Gather insights
Team members complete the assessment and Kate holds focused conversations with the right people.
03
Analyse and synthesise
The data and conversations are turned into a clear read of patterns, risks and opportunities.
04
Share and plan
You receive the report, feedback session and a recommendation on what kind of work makes sense next.
What you'll gain
For sponsors
Clarity and confidence
- A clearer read on the real team dynamic.
- Less guesswork about where to focus.
- A practical view of what needs attention first.
For participants
Better ways of working
- A sense that the real pattern has been heard.
- Clearer expectations for what may happen next.
- Better language for working differences.
Our approach and tools
Stakeholder interviews
Used to hear what people can see, feel and avoid saying in the group setting.
Relationship systems lens
Used to look at the pattern between people, not just individual style or performance.
SCARF and threat response
Used where status, certainty, autonomy, relatedness or fairness may be shaping behaviour under pressure.
Pattern mapping
Used to turn many comments and signals into a clear, practical picture of what is happening.
In their words
Client words
“This work has given our Leadership Team a shared language and a practical way of working together that we simply did not have before.”
Senior leader, confidential education client
Example
Confidential education client
A UK-based education organisation partnered with Kate Southerby Coaching to invest in the effectiveness, alignment and sustainability of its Senior Leadership Team during growth, organisational change and transition to a new CEO.
Read the full story ->FAQ
How do we know if a diagnostic is the right starting point?
It is useful when you can feel something is affecting trust, pace or decision-making, but the team does not yet have a shared view of what is really happening. If you already know the problem and have a clear mandate to address it, a diagnostic may not be the most efficient first step.
Will this feel like people are being assessed?
No. The data is anonymous and the purpose is to understand the pattern around the team, not to evaluate individuals. That framing is explained clearly at the start.
How much time will the team need to give?
The assessment takes 20 to 30 minutes per person. Beyond that, a small number of people may be involved in brief follow-up conversations. The time demand is deliberately kept low.
Can HR or People leaders be involved?
Yes. People leaders are often useful sponsors or partners, especially where the work needs to connect with wider culture, structure or leadership priorities.
What happens after the diagnostic?
You receive a written report and a recommendation. That may lead to a structured team programme, a single facilitated session, a lighter ongoing rhythm or simply a clearer internal conversation. There is no obligation to continue working with Kate.
No pitch. Just a conversation.
Tell me a bit about what you are seeing and what you need. I will share what is possible.