Diagnostic
Where Is Performance Being Lost in Your Team?
12 statements. 4 dimensions. About 4 minutes.
The instrument
Assess the team as it operates today — not as you would like it to operate. At the end, you will see which areas deserve a closer look.
Answer for today’s reality, not for how the team should work.
There are no right or wrong answers.
Scoring the assessment requires JavaScript. The 12 statements above are the whole instrument — work through them and write to bogdan@bgperformance.ro.
Your profile
Your Performance Diagnostic
Your answers indicate where the largest gap currently exists between the team’s potential and the performance it delivers.
This profile came from a link, so these are someone else’s answers about the team. Work through the statements again to see your own.
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Area with the Greatest Improvement Potential: Mindset
Your team may have the knowledge and tools required to sell, but performance may be limited by what happens before action.
How people relate to objectives, rejection, responsibility and their own capabilities influences how they enter a customer conversation and what they are willing to do when pressure appears.
Performance starts in the seller’s mind. And what they think will, sooner or later, show up in what they do.
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Area with the Greatest Improvement Potential: Execution
Your team may know what it needs to do. The gap appears when that “I know” has to become behavior in front of a real customer.
The confidence to lead the conversation, the ability to handle objections and difficult moments, and the discipline to execute to the same standard day after day directly influence the result.
In sales, what we know does not produce results. What we do with what we know does.
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Area with the Greatest Improvement Potential: Leadership
A team’s performance does not depend only on the people who sell. It also depends on the environment in which they are led and developed.
The direction, standards, feedback and coaching provided by leaders influence the mindset and behaviors that become normal within the team. When attention remains only on the target, the causes behind the result can remain unaddressed.
Leadership cannot control a person’s mindset. But it can create the environment that shapes it, supports it or limits it.
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Area with the Greatest Improvement Potential: Performance Culture
A team learns quickly what truly matters in an organization — not from what is declared, but from what is encouraged, corrected, recognized and tolerated day after day.
When standards are applied inconsistently, the company’s direction is not understood or behaviors that limit performance become acceptable, those patterns gradually begin to define the level of the team.
A performance culture is built when people understand what the organization is building, their role in that direction and the standards by which they choose to work together.
This is a self-assessment, not an audit. It reports back what you answered, and it is a starting point for a conversation rather than a measurement of your operation.
Send This to Whoever Decides
The person who fills this in is rarely the person who signs. This link reopens the profile exactly as you answered it, so you can put it in front of whoever needs to see it.
A 4-Minute Diagnostic Can Show You Where to Look. It Cannot Yet Tell You Why.
This result is a starting point. The same symptom can have very different causes — from people’s mindset and execution to how they are led and the standards the organization reinforces in practice.
That is the part we analyze together.
If you want to understand what is happening within your team and where the greatest improvement potential sits, we can start with a conversation.
Tell Me About Your Team.
You do not need to know exactly what the problem is or which service you need. Tell me where your team is today, which results you want to improve and what you feel is holding it back. From there, we can begin to understand where the constraint sits.