T1: Team Climate

Situation

Teams deliver acceptable business results while experiencing deteriorating interpersonal dynamics, eroding trust, and declining psychological safety. Surface-level performance metrics mask underlying dysfunction that threatens long-term sustainability and employee wellbeing.

Symptoms

Climate Deterioration Indicators:

• Trust breakdown patterns: Team members withholding information, avoiding collaboration, or working in protective silos
• Engagement decline despite results: Employees meeting targets while showing reduced enthusiasm and discretionary effort
• Turnover acceleration trends: Good performers leaving for "better opportunities" without citing specific grievances
• Communication quality degradation: Meetings becoming tense, feedback avoided, difficult conversations postponed indefinitely
• Psychological safety erosion: Team members afraid to voice concerns, admit mistakes, or propose innovative ideas

Performance Sustainability Risks:

• Short-term results maintained through unsustainable effort and stress rather than healthy team dynamics
• Innovation declining as team members avoid risk-taking in psychologically unsafe environments
• Knowledge sharing stopping as trust erodes between colleagues who should be collaborating
• Customer service quality beginning to suffer as internal tension affects external interactions
• Leadership reputation damage as team climate issues become visible to other departments

Challenge

Primary Goal: Accurately diagnose team climate factors and implement targeted interventions that restore trust, collaboration, and psychological safety while maintaining performance standards.

Why it matters: Teams with positive climate outperform their peers by 25% and show 40% lower turnover rates. Poor team climate can destroy high-performing teams within 6-12 months, while early intervention can restore healthy dynamics and prevent talent loss.

Key Questions to Answer:

• Which specific trust and collaboration breakdowns are driving climate deterioration?
• How do individual team members' working styles and role preferences contribute to or resolve tensions?
• What psychological safety barriers prevent open communication and innovation?
• Which leadership behaviors and team processes need modification to restore healthy climate?

Solution Approach

Deploy comprehensive team climate diagnostics that identify dysfunction sources and intervention opportunities:

Phase 1: Climate and Trust Assessment

• Team climate and psychological safety measurement - Quantify trust levels, communication quality, and collaboration effectiveness
• Engagement and motivation analysis - Understand what drives team member satisfaction and discretionary effort
• Conflict and tension pattern identification - Map specific areas where team dynamics are breaking down

Phase 2: Team Dynamics and Role Optimization

• Team role and working style evaluation - Assess how individual preferences create synergy or friction within the group
• Communication and feedback pattern analysis - Identify why healthy dialogue and problem-solving aren't occurring naturally
• Leadership and team process diagnostic - Evaluate how team leadership and operating procedures support or undermine positive climate

Expected Outcomes

• Immediate (0-2 months): Clear understanding of climate issues with specific intervention priorities
• Medium-term (2-4 months): Improved trust, communication, and psychological safety measures
• Long-term (4+ months): Sustained positive team climate with maintained performance and reduced turnover

Available only in the PEATS Guide: in-depth comparisons of the most relevant online assessments for this case — including pricing, strengths and weaknesses, scientific quality, and detailed insights into the 6 closest-fit online assessments:

T1. Team Climate

• XLNC Climate → measures team atmosphere and trust.
• XLNC Style → leadership style influencing climate.
• Ixly Quinn Roles → team role distribution.
• Ixly Team Diagnostics → team collaboration (if included).
• Aon SJT → situational behavior in teams.
• Aon Engagement-related tools → motivation and trust.