Commissioning
Is there a clear commission for this team, with defined success criteria, from those who brought it into being?
Mandate · Resources · Success criteria
The Team Effectiveness Diagnostic
An honest read on how your
leadership team is actually working.
You sense something is off in your team. The diagnostic names it. Every member responds anonymously, you receive a 21-page report, and we sit with it together for sixty minutes. You walk into your next conversation with the team knowing what is real.
Who this is for
For leaders who want to create
the conditions for their team
to work at its best.
You have built or inherited a team of strong individuals. They show up, they deliver, they are not in crisis. Something is off. The pattern is hard to name. You want an honest read before deciding what to do about it.
The diagnostic helps a leader:
- Get clear on what the team is here to deliver, and what success looks like to those who set it up. Commissioning.
- Bring shared clarity to the team's purpose, priorities, roles, and ways of working. Clarifying.
- Build a team that disagrees well, decides together, and produces more than the sum of its parts. Co-creating.
- Engage and deliver for the stakeholders the team exists to serve. Connecting.
- Reflect, learn, and grow alongside each other as the team evolves. Core Learning.
Each member responds in fifteen to twenty minutes. The debrief is sixty minutes, with you.
What you walk away with
The clarity to lead your team differently next quarter.
i.
Hear what your team isn't saying in the room
Every member rates the team honestly. Anonymously. Things they wouldn't say at a stand-up. The questions are sharp enough that most people finish thinking they should have been asked sooner.
- Twenty-three rated questions across the five disciplines
- Six open-ended responses, in their own words
- A per-discipline reflection on what could shift
- Anonymised before any answer reaches you
- Fifteen to twenty minutes per person, in their own time
ii.
See the pattern you've been sensing
A 21-page read that names what is actually true about your team, with language you can use.
- All five disciplines, scored against where the team needs to be
- The three biggest gaps the team has to close
- Where the team disagrees with itself, and why that matters
- The themes beneath the numbers, in their own words
- A vulnerability page that names the pattern
iii.
Walk back in knowing what to do next
Sixty minutes, just the two of us. We sit with the picture and find the move that would actually shift it.
- What the report has named, talked through together
- What it matches in your experience, and what it doesn't
- The one or two moves that would change the pattern
- The conversation to take into the team next
- One to one, leader only. No team in the room.
See the report
This is what you receive.
A sanitised demo report from a fictional team, "Acme Leadership Team." Every page populated from real six-person team data. The same template you would receive, with your team's findings.
Print-ready A4, twenty-one pages. The report is the conversation starter, not the conversation. The conversation is the debrief.
No email gate. No download. Opens in your browser.
What it measures
Five disciplines. One system.
Built on Peter Hawkins' systemic team coaching framework. Each discipline asks one question of the team. The diagnostic measures all five, scored against where the team needs to be.
Clarifying
Is this team aligned on its purpose, goals, roles, and ways of working?
Team charter · Purpose · KPIs
Co-creating
Does this team work together generatively, producing more than the sum of its parts?
Culture · Conflict · Ways of working
Connecting
Is this team effectively connected to the people and wider system it needs to serve?
Stakeholder partnership · One voice, not many
Core Learning
Does this team reflect, learn and grow over time, as a team and as individuals?
Reflection · Feedback · Integration
At the centre"A high-performing team is not the same as a high-value-creating team. Most leaders confuse the two. The diagnostic measures the second." The Holgate distinction
What it costs
$800 per team. Leader debrief included.
Six months of running on assumption usually costs more.
One price. No tiers, no qualification call required. The team responds, you receive the report, and the debrief is sixty minutes with you.
If you would rather talk first, book the twenty-minute call. If you already know you want to commission, you can pay direct.
What happens after
The debrief is the work.
What comes next is your call.
The diagnostic is built to stand alone. Some leaders run it, hold the debrief, and that is the engagement. The report becomes the team's reference point for the next two quarters. The conversations you have with your team afterward are the work that shifts the pattern.
Other leaders use the diagnostic as the entry point to a structured three-to-six month team coaching engagement. The report becomes the baseline. Outcomes are defined up front, measured as we go. There is no obligation either way.
Who's behind it
Holgate is led by James Correy.
Fifteen years designing and delivering leadership development across government and private sector. Trained directly by Peter Hawkins, the leading authority on systemic team coaching. Applied at Sydney Metro, Australia's largest public infrastructure project.
Also trained in positive psychology coaching under Valorie Burton. John Maxwell Team certified. ICF-accredited.
The diagnostic, the report, and the debrief are all written and held by James personally. There is no associate model.
Commission the diagnostic.
Twenty minutes on a call to talk through your team. We'll work out whether the diagnostic is the right next step. Useful either way.