Team Intelligence Assessment™

What if the problem
isn't your people?

Most leadership teams have strong individuals. The struggle isn't talent — it's what happens when those individuals try to function as a collective.

"When you look at your team honestly — not the version you present externally, but the version you see on a Tuesday afternoon — how much of what's possible are you actually capturing?"
Find Out Where Your Team Stands I want to understand this ↓
"You cannot build what you have not become.
And you cannot become it without knowing
where you actually are. "
Dr. Joe Hill  ·  Higher Performance Group
What teams usually try first
The retreat. The workshop.
The new initiative.
These work when trust, alignment, and execution are already present. When they're not, the energy dissipates within weeks and people return to the same patterns — with slightly better snacks.
What actually changes things
Data first.
Then intervention.
When a team sees their own numbers — not a consultant's assessment of them, but their own anonymous, aggregated responses — the conversation changes. So does the willingness to act.
Before We Talk About Solutions

A few questions worth
sitting with honestly.

These aren't rhetorical. If your answer to most of them is "not really" or "it depends on the week" — that's already data.

"If you asked every person on your team to name your top three priorities right now — would they give you the same answer?"
Alignment isn't a feeling. It's either measurable or it isn't.
"When something goes wrong — does your team surface it quickly, or does it tend to live in the hallway first?"
The gap between what people say in meetings and what they say afterward is one of the clearest signals of team health.
"How much of your leadership energy right now is going toward coordination friction that a higher-functioning team wouldn't even produce?"
Most leaders can't answer this precisely — which is exactly why the number tends to be higher than they think.
"If your strongest performer left tomorrow — would your team absorb it, or would it expose something you've been quietly carrying?"
Fragile teams are often invisible until they're stressed. By then, the cost is already high.
The Research Behind the Assessment

This isn't a framework.
It's a finding.

30 +
Years of convergent global research Organizational performance studies across industries, continents, and cultures have returned the same finding: what separates high-performing teams isn't talent — it's the collective behavioral system underneath the talent.
5
Dimensions that keep appearing Independently conducted studies — in Fortune 500 companies, public sector institutions, healthcare systems, and schools across six continents — consistently surface the same five behavioral patterns as predictive of sustained team performance.
1
Context that had been left out Educational leadership. The research was global — but no one had confirmed whether it held in the specific environment where Presidents, Superintendents, and their cabinets actually operate. Until now.

The five dimensions measured by the TQ Assessment didn't originate with Dr. Hill. They emerged from decades of rigorous organizational research conducted across the private sector, government, healthcare, and higher education — in the United States, Europe, Asia, Latin America, and beyond.

What that body of work established, consistently and across contexts, is this: the behavioral patterns that predict whether a team will perform at its potential are not industry-specific, culture-specific, or sector-specific. They are universal.

Dr. Hill's doctoral research didn't create that finding. It confirmed and extended it — specifically into the world of educational leadership, where the stakes are high, the complexity is real, and the tools designed for the private sector have never quite fit.

Dr. Hill's Doctoral Contribution
"The global research told us what great team performance looks like. My work asked a different question: does it hold in the institutions these leaders actually run — with the pressures, the politics, and the mission-driven complexity that makes educational leadership unlike anything else? The answer was yes. And that's what the TQ Assessment is built on."
The Cost of Staying Here

What does it look like twelve months
from now — if nothing changes?

Most teams don't collapse dramatically. They erode slowly. The same friction compounds. The same conversations go unfinished. The same capable people start quietly recalibrating their commitment.

📉
Your best people carry more than their share — until they don't.
High performers in low-TQ teams don't fail loudly. They disengage quietly, then leave — taking institutional knowledge with them that no onboarding process replaces.
🔁
Every initiative runs at a fraction of its potential.
When alignment is low, good strategies die in execution — not because the strategy was wrong, but because the team wasn't built to carry it together.
⌛
Leadership keeps absorbing what the team should be distributing.
This is sustainable until it isn't. The moment it breaks — a transition, a crisis, an unusual season of pressure — the fragility becomes visible to everyone at once.

"The teams that wait until it's painful to address this always say the same thing afterward: we knew something was off. We just didn't have a way to name it."

Start the Conversation
The Assessment

What it measures — and
what changes when you know.

57 questions across five dimensions. ~8 minutes per person. Anonymous. Aggregated. Delivered with a live debrief and a full PDF report. Built on the global research — confirmed in your world specifically.

Lead Measure 1
Communication
How clearly and openly information moves — up, down, and across every role.
Lead Measure 2
Connection
The depth of trust and psychological safety that makes hard things possible together.
Lead Measure 3
Alignment
Whether priorities, decisions, and daily work are all actually pointing the same direction.
Lead Measure 4
Capacity
Whether the team has the structure to sustain performance without burning out.
Lead Measure 5
Execution
The ability to turn plans into results — reliably, not just when conditions are ideal.
⭐
+ Leader Competency Index
A separate seven-item index scored alongside the TQ — not blended into it. It measures how consistently leadership is building trust, distributing authority, managing conflict, guiding change, and developing others. Presidents and Superintendents consistently find this the most instructive piece of the report.
How It Works

From first conversation to full report — in two weeks.

1
Discovery Call
Dr. Hill connects with you to understand your team's context and whether this is the right moment. (~30 min)
2
Survey Deployment
Each team member completes 57 questions anonymously in ~8 minutes. No names. No individual scores surfaced.
3
Score & Analysis
Dr. Hill analyzes the aggregated data, assigns a TQ stage, and identifies the highest-leverage areas for your team.
4
Live Debrief
Dr. Hill delivers the full PDF report and leads a live session — results, what they mean, and exactly what to do next.
From the Room

What leaders say after
they see the data.

★★★★★
"We thought we had an execution problem. The assessment showed us it was an alignment problem. That distinction changed everything about what we did next."
College President
Mid-size community college, Midwest
★★★★★
"The debrief was the most useful two hours my cabinet has spent together in three years. Not because it was comfortable — because it was finally honest."
Superintendent
K–12 school district, Upper Midwest
★★★★★
"I expected the scores to confirm what I already thought. They didn't. Two of my highest-performing people were carrying the team in ways I hadn't seen. That's what made it worth it."
VP of Academic Affairs
Regional university
One Conversation

What would it mean to
finally have the data?

Not an opinion. Not a gut feeling. Your team's actual numbers — scored, staged, and interpreted by someone who can tell you what to do with them.

"If you knew exactly which one or two dimensions were costing your team the most — would that change how you're spending your next 90 days?"

"Is there any downside to a 30-minute conversation that might give you that clarity?"

Dr. Joe Hill
Dr. Joe Hill
Founder · Higher Performance Group
"The discovery call isn't a sales call. It's a conversation about your team. If it's not the right fit, I'll tell you. If it is — you'll know what to do next."
Schedule a Discovery Call →

No commitment. No pressure. If it's not the right fit, Dr. Hill will tell you.