See the Performance Problem From More Than One Angle.
When different people experience the same performance problem differently, the differences are part of the diagnosis.
The JL³ Team Performance Diagnostic brings multiple perspectives into one structured process. Participants examine the same workplace challenge through the six JL³ Performance Levers, then JL³ compares the findings to reveal where people agree, where they see the problem differently, and what those patterns may be telling you.
Team Diagnostic at a Glance
The disagreement may be telling you something.
A senior leader may believe a performance problem comes from a skill gap. The manager closest to the work may see a capacity problem. Employees may point to a process that makes the expected behavior harder than it needs to be.
None of those perspectives has to be dishonest or unreasonable. They may simply reflect different experiences of the same workplace system.
The Team Performance Diagnostic makes those differences visible so the organization can examine the evidence before deciding what to fix.
How the Team Diagnostic Works
Everyone examines the same performance challenge. JL³ then adds the layer an individual diagnostic cannot: comparison, synthesis, and facilitated interpretation across perspectives.
Define the Challenge
Identify one meaningful performance problem the group will examine together.
Gather Perspectives
Participants independently examine the problem through the six JL³ Performance Levers and document their evidence.
Compare the Findings
JL³ analyzes the responses to identify patterns, agreement, disagreement, and potential blind spots.
Interpret Together
A facilitated debrief helps the group make sense of what the combined evidence suggests and where further action should focus.
More Than Several Individual Diagnostics
The value of the Team Diagnostic is not simply that more people participate. It is what becomes visible when their findings are examined together.
Individual Perspective
Each participant brings their own experience, evidence, and view of the performance problem.
- How they experience the problem
- Which Performance Levers appear strongest
- What evidence supports their conclusion
- What business impact they see
Organizational Insight
JL³ examines those perspectives together to identify what the organization may not see from any single point of view.
- Where participants strongly agree
- Where interpretations conflict
- Where evidence is inconsistent or missing
- Potential leadership or system blind spots
- Which conditions deserve deeper attention
What the Team Diagnostic Produces
The goal is not consensus for its own sake. The goal is a clearer, evidence-based picture of what may actually be affecting performance.
Individual Diagnostic Findings
Each participant contributes evidence and observations across the six Performance Levers.
Cross-Participant Comparison
A consolidated view showing where perspectives align, diverge, or expose gaps in understanding.
Performance Impact Analysis
A directional view of the potential business impact associated with the shared performance problem.
Team Executive Brief
A synthesized leadership-ready summary of the strongest findings, patterns, disconnects, and priority areas.
What to Expect
This is a diagnostic process, not a team-building workshop.
Participants are not being asked to reach agreement before the evidence is examined. Their different perspectives are part of the data.
JL³ structures the process, compares the findings, and facilitates a debrief designed to help leaders understand what the combined evidence suggests.
The result is a stronger basis for deciding what needs further investigation, what deserves action, and what may not be the problem after all.
Who This Is For
The Team Performance Diagnostic is designed for organizations dealing with a shared performance problem that crosses more than one perspective.
- Leadership teams
- Departments or functional teams
- Cross-functional groups
- Teams experiencing inconsistent performance
- Organizations preparing to invest in a significant intervention
- Leaders who suspect the visible problem may not be the real one
It is especially useful when different parts of the organization disagree about what is causing the problem.
Jennifer Lilly
Jennifer Lilly is a workplace performance strategist, author, and founder of JL³ Learning Solutions. She developed the JL³ Performance Levers to help leaders investigate workplace performance problems before jumping to solutions.
In the Team Performance Diagnostic, JL³ adds the comparison and facilitation layer that helps organizations understand not only what people are seeing, but what the differences between those perspectives may reveal.
Learn more about Jennifer →Start With One Shared Performance Problem
The Team Diagnostic is scoped around the problem you need to understand and the perspectives needed to understand it.
Because team size, stakeholder mix, and the complexity of the performance challenge can vary, organizational engagements are scoped before purchase.
The first step is a short conversation to confirm the challenge, participant group, and appropriate diagnostic scope.
Organizational pricing based on team size and diagnostic scope.
Discuss Your Team Diagnostic →No commitment is required to discuss scope. Pricing and engagement details are confirmed before scheduling.