CULTURE & LEADERSHIP
Your leadership team sets the tone for the whole organisation. Insync’s leadership team effectiveness survey gives your leaders an honest, independent picture of how well they operate as a team, based on their own candid assessment of one another, with expert interpretation to drive change.
A leadership team shares collective responsibility for the organisation’s direction and performance. But even highly capable individual leaders can struggle to operate well together. Misalignment on priorities, unproductive dynamics, inconsistent communication or a lack of collective accountability all make decisions harder and slow the organisation down.
And the impact rarely stays in the boardroom. Employees look to senior leaders for cues about what matters, how decisions get made, and which behaviours are valued. When leaders send mixed messages or pull in different directions, people feel it right across the organisation.
The hard part is getting an honest view of how the team is really functioning. Leadership teams settle into ways of working that quietly limit them, and from the inside those patterns are difficult to see, and harder still to raise. It usually takes an outside perspective and the team’s own candid input to surface what’s actually going on.
Our approach
The survey works by having each member of the leadership team assess both themselves and every other member against Insync’s Leadership Team Effectiveness Framework, the behaviours that underpin a genuinely effective leadership team. Directors who know the team well can contribute their ratings too. The result is a picture built from the people who see the team most closely, interpreted by a senior Insync consultant and worked through with the team. It can stand alone or anchor a broader leadership team development program.
Every leader rates themselves and their fellow team members across the framework, on a single, purpose-built online survey. You choose the depth: our Premium survey covers 14 core items, and our Extended survey covers the full framework of 28. The result captures both how each leader is seen and how the team functions as a whole.
Your Insync consultant interprets the findings in the context of your organisation, strategy and leadership environment. The report shows each leader how their own view of themselves compares with how the team sees them, and how they sit relative to the team as a whole, alongside a consolidated, unattributed summary of written comments. We help the team see the patterns rather than get lost in individual scores.
We facilitate the conversations that translate the findings into a small number of clear priorities for the team. Where it helps, we can build a broader program around the results, including workshops, coaching and follow-up measurement to track how the team is progressing.
1. What’s included
The leadership team effectiveness survey combines robust measurement with expert support, so your leaders understand the team they are today and can be more deliberate about the team they need to become.
A structured assessment in which each leader rates themselves and every other member of the team against our leadership team effectiveness framework. Choose the 14-item Premium version, our most popular, or the full 28-item Extended version. Directors familiar with the team can contribute ratings for added perspective.
A clear synthesis of the results that helps leaders see the patterns across the team, including how each member’s self-assessment compares with how others see them, and how they sit relative to the team average, rather than getting lost in isolated scores.
An unattributed summary of the team’s written comments on each member’s strengths and areas for improvement, giving depth and context the ratings alone can’t.
A senior Insync consultant interprets the findings with each leader, bringing an independent perspective and helping leaders understand what the results mean for the team and the organisation.
Together we identify where focused attention will most improve the team’s effectiveness, from communication and team dynamics to strategic alignment, collective accountability and leading change.
Where appropriate, your adviser facilitates the discussions the data surfaces, helping the team move from recognising an issue to openly addressing it.
2. Key outcomes
A more effective leadership team does more than improve life around the executive table. It creates the conditions for better performance right across the organisation.
A shared view of priorities helps leaders focus on what matters most, make more coordinated decisions and communicate a clearer direction to the organisation.
When leaders show alignment and consistency, employees have greater confidence in the organisation’s direction and in leadership’s ability to deliver it.
More open communication, constructive challenge and collective accountability help the team make better decisions and confront difficult issues rather than allowing them to persist.
The leadership team is one of the organisation’s most visible models of behaviour. When leaders consistently demonstrate the values and ways of working they expect from others, they reinforce the culture the organisation needs to succeed.
An aligned leadership team responds faster to change, takes advantage of emerging opportunities, and provides clarity and stability when things are uncertain.
Improving how the leadership team works together builds a firmer foundation for engagement, execution and performance across the organisation.
3. Why Insync
This work takes more than sending out a survey. The value is in asking the right questions, interpreting the findings in context, and creating the conditions for senior leaders to talk honestly about how they work together. Insync brings evidence-based measurement and experienced advisers who understand leadership and the realities of running complex organisations.
The survey is built on Insync’s leadership team effectiveness framework, which captures the behaviours that underpin a high-performing leadership team, from personal attributes and leadership through to strategy, planning and execution. It gives your team a structured, credible basis for understanding how it operates.
We bring an objective view of the team, surfacing patterns and issues that are genuinely hard to see, or to raise, from inside the leadership group. That independence is what lets the team have the conversation it needs rather than the one it’s used to.
Your work is led by senior consultants with real management and leadership experience, who engage credibly with executives and senior leaders and know how to handle the dynamics in the room when the findings are sensitive.
Choose the Premium or Extended survey as a standalone read, or build it into a fuller program with workshops, facilitated conversations, coaching and follow-up measurement. The approach fits the team you have and the change you’re after.
We analyse, synthesise and prioritise with you, then stay involved as advisers through action planning and leadership workshops. We don’t claim to make the change happen; that’s your leaders’ work, but we make sure they start it with clear priorities and support it the whole way through.
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