Stop Measuring Happiness
Start Measuring Value
A happy team can produce zero value. A "productive" team can burn through talent.
We measure what actually matters: net value creation.
Why Most Team Analytics Fail
Traditional HR tools ask "Are you happy?" – but happiness doesn't equal performance.
The Country Club
High Happiness, Zero Output
Everyone loves their job, the culture is amazing, and team satisfaction scores are through the roof. But somehow, projects never ship on time, and the team produces nothing of value.
Traditional surveys: "Great team!" ✓
Business reality: "What did they actually deliver?" ✗
The Burnout Shop
High Output, High Turnover
The team hits every target and crushes deadlines. But people are exhausted, turnover is 40% annually, and you're spending more on recruiting than the team's entire output is worth.
Traditional surveys: "High performers!" ✓
Business reality: "Net ROI negative." ✗
Sentiment ≠ Performance
Traditional analytics measure correlation. We measure causation—the actual mechanics of how teams create (or destroy) value.
The Team P&L Model
We treat every team as a micro-enterprise with its own profit & loss statement. Revenue minus costs equals net value.
Input → Process → Output − Friction = Team Net Value
INPUT
The Assets
- Talent & Skills
- Resources & Budget
- Clarity & Direction
Key Insight: Determines if failure is a resource issue (management) or execution issue (team).
PROCESS
The Multiplier
- Psychological Safety
- Trust & Cohesion
- Communication & Coordination
Key Insight: High-trust teams multiply inputs 1.5x. Low-trust teams destroy 30% of potential.
OUTPUT
The Value
- Delivery Quality
- Stakeholder Impact
- Innovation Results
Key Insight: What the outside world actually receives and values from your team.
FRICTION
The Hidden Tax
- Bureaucracy Overhead
- Political Maneuvering
- Rework & Waste
Key Insight: Friction can only tax value that exists—you can only lose what you're creating.
Team Net Value
A single number that captures the full picture of team value creation on a 0-200 scale.
Minimal value being created—focus on building core capabilities first
The TNV Formula
Scale: 0-200. Below 80 = needs attention. Above 120 = high performer.
18 Key Performance Indicators
We measure team performance across 18 KPIs grouped into Input, Process, and Output categories.
INPUT
(5 KPIs)How Aligned is Your Team?
Team Cohesion measures how much your team members agree across all survey questions. Lower variance = higher cohesion.
Your Team Cohesion
Strong Alignment (80%+)
High agreement, shared understanding
Your team members see things similarly across most areas. This high level of agreement suggests shared understanding and aligned perspectives.
Moderate Alignment (40-60%)
Mixed agreement, some variation
Your team shows mixed agreement across different areas. This variation suggests opportunities for better alignment conversations.
Low Alignment (<40%)
Significant disagreement
Your team shows significant variation in perspectives. This suggests important opportunities for alignment and shared understanding.
We Don't Trust Averages
A score of "3.0" could mean everyone voted 3 (stability)... or half voted 1 and half voted 5 (civil war). Agreement matters as much as score.
Zone of Truth
High Score + High Agreement
True strengths. Everyone agrees this works well. Build on these confidently.
Silent Killer
High Score + Low Agreement
Delusion. Leaders think it's great; others don't. These cause the worst surprises.
Known Broken
Low Score + High Agreement
Shared pain points. Easiest to fix because everyone agrees it needs work.
Unclear Areas
High Score + Low Agreement
Mixed signals. Some see strengths, others see room for improvement. These need team discussion to clarify perceptions.
Your Consensus Matrix
Showing up to 10 most significant items per category
16 Team Identities
Like Myers-Briggs for teams. Four dimensions create 16 distinct operating styles—each with superpowers and blind spots.
FOCUS
STRUCTURE
INTERACTION
VALUE
Your Team's DNA
Focus
Where does your team direct its attention?
Values culture, harmony, and internal dynamics
Values market, stakeholders, and external impact
Structure
How does your team organize work?
Values process, predictability, and defined goals
Values agility, adaptation, and purpose-driven work
Interaction
How are decisions made?
Values democracy, buy-in, and inclusive decisions
Values speed, directive leadership, and accountability
Value Creation
How does your team create value?
Values efficiency, reliability, and incremental improvement
Values discovery, disruption, and creative solutions
Example Identities
"Reliability is our Religion"
"Move Fast, Break Things"
"Ohana means Family"
Built on Decades of Research
Our methodology is grounded in the Input-Mediator-Output-Input (IMOI) model—one of the most cited and empirically robust frameworks in team science.
Inputs
Starting conditions: composition, resources, context
Mediators
Emergent states + processes: trust, safety, communication
Outputs
Results: performance, satisfaction, learning
Feedback Loop: Outputs become new inputs, creating continuous learning and adaptation.
Why This Matters for Your Team
Comprehensive Coverage
We assess structural factors, relational dynamics, AND outcomes.
Focus on What Matters
Mediators are where teams have the most leverage for change.
Continuous Improvement
Track how dynamics evolve and see the impact of changes over time.
Actionable Insights
Target specific factors that will have the biggest impact for YOUR team.
One Big Thing
To avoid analysis paralysis, we don't give you 20 fixes. We give you one high-leverage intervention—the single most important thing to focus on right now.
Survival Check (Safety)
IF Psychological Safety < 2.5Intervene on toxic behavior or fear. Nothing else matters until this is fixed.
Clarity Check (Direction)
IF Goal Alignment < 3.0You cannot optimize execution if the target is wrong.
Energy Check (Burnout)
IF Consumption Score > 4.0Cancel meetings, reduce bureaucracy. The team is too tired to innovate.
Process Check (Consensus)
IF Silent Killer detectedThe leader believes X, the team believes Y. Align reality.
Optimization Check
IF All above healthyFocus on external stakeholder value and innovation.
Ready to See What Your Team
is Really Made Of?
Get your Team Net Value score, discover your identity, and receive one high-leverage recommendation—all in under 10 minutes per team member.
Free tier available • No credit card required • Results in minutes