Team Health Check
Leveraging Strengths Guide

Question
My performance is measured against outcomes and metrics that are clearly explained.

What this is exploring
Clear expectations about what needs to be delivered and how the work is expected to be done, so people know where to focus their effort.

Strengths you may be able to leverage

Primary strengths

• Focus – Keeps attention on what matters most.

• Responsibility – Creates clarity around ownership and follow through.

• Discipline – Brings structure and consistency.

• Deliberative – Identifies ambiguity and potential risks.

• Competition – Clarifies what winning looks like.

Other strengths that may add value

• Futuristic – Paints a clear picture of where the team is heading.

• Context – Explains why expectations exist.

• Connectedness – Connects individual work to the bigger picture.

• Relator – Reinforces the behavioural expectations that build trust.

Why these strengths?
People create clarity in different ways. Some define the destination, others establish structure, explain the purpose, clarify behavioural expectations or ensure everyone understands what success looks like. Bringing these perspectives together helps create greater alignment.

Coaching question
What are you most unsure of right now?

Question
I have access to everything that I need in order to perform well at my job.

What this is exploring
Whether the basics are taken care of, tools that work, processes that fit how work actually happens, and roles that are realistically resourced, so effort goes into the job, not into working around friction.

Strengths you may be able to leverage

Primary strengths

• Input – Identifies missing information.

• Arranger – Coordinates moving parts.

• Restorative – Fixes what is broken.

• Analytical – Spots gaps in systems and logic.

Other strengths that may add value

• Adaptability – Helps teams adjust when circumstances change.

Why these strengths?
These strengths naturally identify obstacles that slow people down. They often spot unnecessary complexity, inefficient processes and practical improvements others may overlook.

Coaching question
If you could wave a magic wand and remove one frustration from your job, what would it be?

Question
My strengths are recognised here and I put them into practice every day in my job.

What this is exploring
This question looks at whether people are able to use what they are naturally good at in their day-to-day work. It is less about knowing strengths in theory and more about whether work is designed so those strengths are actually used, valued and reinforced through everyday tasks.

Strengths you may be able to leverage

Primary strengths

• Individualization – Sees what makes each person unique.

• Maximizer – Wants people working where they can excel.

• Achiever – Enjoys productive, meaningful work.

• Learner – Seeks opportunities to improve.

Why these strengths?
These strengths naturally look for opportunities to better align people with the work they do. They often recognise where talent is underused and where people are at their very best.

Coaching question
Think about the best day you’ve ever had at work. What made it such a great day, and how could we create more days like that?

Question
I regularly receive meaningful recognition for doing my job well.

What this is exploring
Whether good work is noticed and acknowledged in ways that matter, recognising that people value different forms of appreciation such as praise, time, support, trust or tangible acknowledgement.

Strengths you may be able to leverage

Primary strengths

• Communication – Expresses appreciation in meaningful ways.

• Empathy – Notices when someone feels overlooked.

• Individualization – Recognises that different people value different forms of appreciation.

• Positivity – Celebrates success and creates positive energy.

• Significance – Values meaningful contribution.

Why these strengths?
Recognition is most effective when it is genuine and personal. These strengths help leaders notice great work, celebrate contribution and tailor recognition in ways that matter to each individual.

Coaching question
Who has quietly made a difference recently, and what would be the most meaningful way to recognise them?

Question
How happy are you with the relationship between you and your manager?

What this is exploring
Whether people experience a healthy, respectful working relationship with their manager. Day-to-day leaders shape most of the work experience, strongly influencing whether people feel supported, motivated and able to do their best work. Team members sense when their manager genuinely has their back, not just their output.

Strengths you may be able to leverage

Primary strengths

• Empathy – Understands how others are feeling.

• Relator – Builds trust through genuine relationships.

• Developer – Sees the potential in others.

• Harmony – Helps create respectful working relationships.

Why these strengths?
These strengths naturally build trust, support and genuine care. They often help leaders understand what people need in order to feel valued and supported.

Coaching question
Think about the best manager you’ve ever had. What did they do that brought out the best in you? Which one of those would make the biggest difference for you right now?

Question
My manager supports me to get even better at the skills I’m valued for here.

What this is exploring
Whether people feel that someone is actively looking out for their growth and development, particularly in the skills they are valued for or where they make their greatest contribution, with an ongoing conversation that has a clear sense of direction over time.

Strengths you may be able to leverage

Primary strengths

• Learner – Enjoys continuous improvement.

• Maximizer – Pursues excellence.

• Individualization – Recognises unique development pathways.

• Futuristic – Sees future potential.

Why these strengths?
These strengths help identify where people can continue building on what they already do well. Rather than focusing on weaknesses, they encourage people to develop the capabilities that create their greatest contribution.

Coaching question
What’s one thing people already rely on you for that you’d love to become even better at? What would help you get there?

Question
My opinions are taken into account and considered here.

What this is exploring
Whether people feel safe to speak up and believe their views genuinely matter. This is less about getting your own way and more about being listened to, taken seriously and knowing your input can influence decisions and how work is done.

Strengths you may be able to leverage

Primary strengths

• Command – Speaks up when something needs to be said.

• Communication – Gives voice to ideas and people.

• Self Assurance – Has confidence in its judgement.

• Ideation – Brings fresh perspectives.

Other strengths that may add value

• Intellection – Encourages thoughtful discussion.

• Includer – Ensures no one and nothing is left out.

Why these strengths?
These strengths encourage healthy discussion and broaden the conversation by bringing different viewpoints into the room. They help create an environment where people feel heard and ideas are genuinely considered.

Coaching question
What needs to be said that hasn’t been said yet?

Question
The purpose or mission of the organisation is clearly defined and fulfilment of my job counts towards achieving it.

What this is exploring
Whether people understand why the organisation exists and how their work makes a meaningful contribution. When purpose is clear and connected to day-to-day roles, work feels more worthwhile and effort is easier to sustain.

Strengths you may be able to leverage

Primary strengths

• Belief – Connects work to purpose.

• Connectedness – Sees the bigger picture.

• Responsibility – Values making a meaningful contribution.

• Includer – Ensures everyone has a part to play.

Other strengths that may add value

• Context – Explains why the purpose exists and how it has evolved.

Why these strengths?
These strengths help people connect everyday work with the wider purpose of the organisation. They remind teams why their work matters and how individual contributions make a difference.

Coaching question
If we stopped doing our job well tomorrow, who would notice first, and why?

Question
My co-workers are accountable for doing quality work.

What this is exploring
Whether people trust those around them to do their part and meet agreed standards. This also reflects whether teams understand how each other’s roles fit together, can raise issues early, so that quality issues are addressed rather than worked around.

Strengths you may be able to leverage

Primary strengths

• Achiever – Drives high performance.

• Competition – Raises the standard.

• Consistency – Promotes fair and consistent expectations.

• Restorative – Solves quality issues.

• Analytical – Tests assumptions and looks for evidence.

Why these strengths?
These strengths help teams improve quality by identifying root causes, clarifying standards and solving problems rather than simply working around them.

Coaching question
Where are we relying on workarounds instead of fixing the real problem?

Question
At work, I consider at least one of my co-workers to be a true friend.

What this is exploring
Whether there is at least one person in the team you trust and feel safe to rely on. This is less about socialising and more about having a trusted colleague you can speak honestly with, test ideas with and turn to when work becomes difficult.

Strengths you may be able to leverage

Primary strengths

• Relator – Builds deep trusting relationships.

• Includer – Helps everyone feel they belong.

• Harmony – Strengthens cooperation.

• Positivity – Creates positive connections.

Why these strengths?
Trust grows through consistent behaviour over time. These strengths help create environments where people feel safe, connected and willing to support one another.

Coaching question
Think about a time when someone at work really had your back. What did they do? How could we create more of that in our team?

Question
My personal progress and development are important around here.

What this is exploring
Whether people feel their growth matters and that time is taken to talk about how they are doing, what they are learning and where they are heading. This reflects whether development is an ongoing conversation rather than an occasional event.

Strengths you may be able to leverage

Primary strengths

• Developer – Notices growth.

• Strategic – Sees future pathways.

• Context – Appreciates progress over time.

• Input – Collects examples and evidence.

Why these strengths?
These strengths help recognise progress, celebrate improvement and keep development conversations moving forward rather than becoming one-off events.

Coaching question
In the last 12 months, what are you most proud of in your work? What helped make that possible, and how do we create more of it?

Question
In my role, there are ongoing opportunities to learn and grow.

What this is exploring
Whether people can see a future in their role and feel stretched in ways that build capability over time. This includes chances to learn, try new approaches, improve how work is done and make better use of strengths, rather than feeling stuck repeating the same patterns year after year.

Strengths you may be able to leverage

Primary strengths

• Learner – Seeks continuous growth.

• Strategic – Looks for future opportunities.

• Activator – Turns opportunities into action.

• Self Assurance – Has confidence to step into new challenges.

Why these strengths?
Growth often comes through meaningful stretch rather than formal development alone. These strengths encourage people to step into new opportunities, embrace challenge and discover capabilities they may not have realised they had.

Coaching question
What opportunity would stretch you in a good way?