Sonas Team Health
A clear view of how your team operates — and a concrete plan to improve it.
Most leadership teams have a sense of what isn't working. Sonas Team Health makes it specific.
Gallup research shows that managers account for at least 70% of the variance in team engagement — yet 77% of employees globally are not engaged or actively disengaged. Google's Project Aristotle, spanning 180 teams, found that what separates high performers is not who is on the team but how safely and openly they work together. Most organizations invest in individual development. Few have a clear picture of how their teams actually function.
Sonas Team Health is a four-phase program — assessment, facilitated workshop, individual coaching, and a 90-day reassessment — that gives your leadership team a shared, data-led picture of where they stand and a measurable path to change it. It's not a survey about how people feel. It's a diagnostic of how the team actually functions, with a coach present at every stage.
Team Types
What type of team do you have?
Every team has a pattern. Not a good team or a bad team — a type.
A way it tends to operate, what comes naturally, and where it quietly gets stuck. Most teams have never had a name for it. Sonas Team Health gives them one.
Based on your results across eight dimensions, your team is assigned a primary type — shaped by four clusters: Why (purpose & direction), Who (trust & relationships), How (process & execution), and What (results & delivery).
It's not a label. It's a mirror.
It's also not fixed. Knowing your type is where the work begins — understanding what to lean into, what to watch out for, and where the biggest gains are.
Thriving
Purpose, people, process, and delivery all firing together.
Inspired
Psychologically safe and purpose-driven — energy and candor are real strengths.
Visionary
Ambitious and structured — clear direction paired with disciplined process.
Purposeful
Mission-driven and delivery-focused — the team knows why it exists and what it has achieved.
Grounded
Reliable, safe, and well-structured — people trust each other and know what good looks like.
Connected
Trusting and collaborative — strong relationships and a real track record.
Relentless
Disciplined and accountable — this team finishes what it starts.
Awakening
Every dimension is a starting point — and every gain here is high-leverage and visible.
How we measure it
The assessment covers eight dimensions of team performance determined by 38 questions completed by each team member.
The results are then analyzed and grouped into four clusters — each capturing a distinct layer of how a high-performing team operates.
Team Classifications
Your team's score
Each team receives an overall Team Health score — a weighted composite across all eight dimensions.
The three foundational dimensions (Psychological Safety, Shared Purpose & Clear Goals, and Collective Accountability) carry greater weight, as these determine whether everything else works.
If any single dimension falls below 40%, the overall score is capped — a team cannot be classified as high-performing when a critical gap exists in a core area.
Results fall into one of four classifications:
- High Performing Team — ≥ 80%. Trust and clarity embedded. Focus shifts to sustaining and raising standards.
- Developing Team — 65–79%. Strong foundations, identifiable gaps. Focused effort drives real change.
- Emerging Team — 50–64%. Building the habits and structures it needs. Improvement is possible.
- Team Requiring Attention — < 50%. Critical gaps affecting performance. Structured intervention required.
Your Team Type sits alongside your score. Two teams can have the same classification and operate in completely different ways — the type tells you which levers to pull.
The Four Phases
Assessment
Assessment
Assessment
Every team member completes a 38-question survey across eight dimensions — takes 10–15 minutes. Before it goes live, you review the questions. We share the full set, you propose any changes to fit your team's language and context, and we agree the final version together. Responses are anonymous. Aggregate results go to the facilitator and team leader only.
The platform generates:
- A percentage score per dimension for the overall team and each sub-team
- An overall Team Health score, placed in one of four classifications
- A Team Type for each sub-team and the overall group
- A narrative highlighting key themes and divergence points
- Flagged dimensions where team members have significantly different experiences
- An Employee Advocacy score — how likely team members are to recommend this team as a great place to work, shown for the overall team and each sub-team
Workshop
Assessment
Assessment
The workshop uses the results as the foundation for a real team conversation — not a presentation, not a debrief. Results are shared live through purpose-built facilitation software: every dimension, every sub-team, every divergence flag visible to the room. The facilitator moves through the data in real time, and the conversation follows.
The arc is consistent: data → root causes → priorities → action plan.
Every action leaves the room with a named owner and a due date. The facilitator also has access to question-level scores within each dimension — not just the dimension average, but each individual question ranked lowest to highest — so the conversation goes directly to the specific behaviors driving the gap.
Coaching
Reassessment
Reassessment
Within two weeks of the workshop, each leader begins a 12-week individual coaching program: 6 sessions per leader, focused on embedding the changes they committed to in the workshop.
Reassessment
Reassessment
Reassessment
At 90 days, the team completes the survey again. Results are measured against the baseline — the same questions, the same dimensions — with side-by-side delta scores showing exactly what moved for each team and the organization as a whole.
What you get
What the engagement delivers
Assessment:
- 38-question survey, customized to your business, distributed to all team members
- Team Health classification, dimension scores, sub-team comparison, and divergence flags
- Team Type for each sub-team and the overall group
- Burnout risk flag where the data warrants it
- Narratives highlighting key themes
- Employee Advocacy score (eNPS) — team average and distribution, overall and per sub-team
Workshop:
- Pre-workshop briefing for the team leader
- Live facilitated session — results projected in real time to the room
- Action plan built during the session — each action has a named owner and due date
- Curated library of evidence-based actions per dimension to prompt the conversation
- Question-level drill-down: each question ranked lowest to highest per dimension
Coaching:
- 12-week individual coaching program — 6 sessions per leader, beginning within two weeks of the workshop
Reassessment:
- Full survey repeated at 90 days, scored against the baseline
- Before-and-after delta scores across every dimension for each team and the organization to track and measure progress