PERILL Questionnaire

PERILL Team Diagnostic (english)

Welcome!

Welcome to the PERILL Team Diagnostic questionnaire! This assessment aims to provide valuable insights into the dynamics and effectiveness of your team. By answering the following questions thoughtfully and honestly, you will gain a deeper understanding of your team's strengths and areas for improvement.

The PERILL framework focuses on five key dimensions: Purpose, Environment, Relationships, Innovation, Learning and Leadership. Through this questionnaire, we will explore how well your team aligns with these dimensions and identify areas where you can enhance team performance.

Your participation in this assessment is crucial in shaping the future success of your team. Rest assured that your responses will be kept confidential and will only be used for the purpose of analysis and generating personalized insights.

Thank you for your commitment to enhancing your team's effectiveness. Let's begin the PERILL Team Diagnostic questionnaire and unlock the full potential of your team! Start by entering your name in the fields below and press next.


Purpose

The scale in this questionnaire ranges from 1 to 10, with 1 being the lowest score and 10 being the highest score. Each number on the scale represents a different level of performance or perception.

Here's how you can interpret the scale:
1-3: Very low performance/perception. There is a significant need for improvement in this area.
4-6: Moderate performance/perception. There is room for improvement, and efforts should be made to enhance performance in this area.
7-8: Good performance/perception. The team is performing well in this area, but there might still be some room for refinement.
9-10: Excellent performance/perception. The team is excelling in this area and demonstrating exceptional competence.

Please remember that there are no right or wrong answers. Your rating should be based on your honest assessment of the team's performance or your own perception.
It is important to provide accurate and reliable ratings to obtain insightful results from this questionnaire. Your thoughtful participation will contribute to a more comprehensive understanding of your team dynamics.
Thank you for your cooperation and valuable input!


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We can collectively and clearly articulate our shared purpose.
We are highly aligned on what the team is here to do.
We have high clarity and agreement about our purpose and our vision of the future.
I am clear about our shared goals and priorities for the next 12-24 months.
We have high agreement between us on our goals and priorities for the next 12-24 months.
Our key stakeholders understand our purpose, vision, goals and priorities.
We review our goals and priorities regularly (every few months) to test them against changes in our environment.
We are very clear about our shared values.
I am enthused by the challenges involved in achieving our purpose and vision.
We are collectively enthused by the challenges involved in achieving our purpose and vision.
I am enthused by our goals for the next 12-24 months.
We are collectively enthused by our goals for the next 12-24 months.
I believe that my job role allows me to contribute something special to the world.
We believe that our job roles allow us to contribute something special to the world.
We have all the support we need from outside the team.
We are good at putting team priorities ahead of our personal priorities.
We recover quickly from setbacks.
We play to our strengths in the way we divide out work tasks.
We enjoy and find fulfilment in the work we do.
We enjoy and find fulfilment in working with our team colleagues.

Environment

The scale in this questionnaire ranges from 1 to 10, with 1 being the lowest score and 10 being the highest score. Each number on the scale represents a different level of performance or perception.

Here's how you can interpret the scale:
1-3: Very low performance/perception. There is a significant need for improvement in this area.
4-6: Moderate performance/perception. There is room for improvement, and efforts should be made to enhance performance in this area.
7-8: Good performance/perception. The team is performing well in this area, but there might still be some room for refinement.
9-10: Excellent performance/perception. The team is excelling in this area and demonstrating exceptional competence.

Please remember that there are no right or wrong answers. Your rating should be based on your honest assessment of the team's performance or your own perception.
It is important to provide accurate and reliable ratings to obtain insightful results from this questionnaire. Your thoughtful participation will contribute to a more comprehensive understanding of your team dynamics.
Thank you for your cooperation and valuable input!


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We are very good at monitoring what is going on in our markets – both customers and competitors.
We have a strong radar for threats and opportunities from outside our markets (for example, new technology or new potential new entrants).
We have good information about our customers’ strategies and challenges.
We have well developed processes for finding talent that is different from the talent we have now, when we need to.
We are very clear who our stakeholders are and the priority we attach to them.
We understand how our values align with those of our stakeholders.
We are good at telling our stakeholders what we are doing and why.
We are very good at listening to our customers.
We build long-term plans and ambitions around our those of our stakeholders.
We ensure stakeholders know who to talk to in the team and have easy access to the team.
If we need to expand the team or replace members, we know who to turn to.
There is a high level of trust between the team and its key stakeholders.
We would have nothing to fear, if stakeholders were to observe how we work behind the scenes.
The stakeholders, who set our purpose and goals, have full confidence in our team’s ability and processes.
The stakeholders, who set our purpose and goals, feel sufficiently informed.
The language we use to describe our customers and suppliers is respectful.
We review regularly whether the values we espouse are the values we are living towards each of our stakeholder groups.
We engage with our stakeholders in reviewing and improving our operational processes.
We have all the external resources we need to succeed.

Relationships

The scale in this questionnaire ranges from 1 to 10, with 1 being the lowest score and 10 being the highest score. Each number on the scale represents a different level of performance or perception.

Here's how you can interpret the scale:
1-3: Very low performance/perception. There is a significant need for improvement in this area.
4-6: Moderate performance/perception. There is room for improvement, and efforts should be made to enhance performance in this area.
7-8: Good performance/perception. The team is performing well in this area, but there might still be some room for refinement.
9-10: Excellent performance/perception. The team is excelling in this area and demonstrating exceptional competence.

Please remember that there are no right or wrong answers. Your rating should be based on your honest assessment of the team's performance or your own perception.
It is important to provide accurate and reliable ratings to obtain insightful results from this questionnaire. Your thoughtful participation will contribute to a more comprehensive understanding of your team dynamics.
Thank you for your cooperation and valuable input!


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We have the right people with the right skills and expertise to achieve our goals.
I can rely on my team colleagues to do what they say they will.
I believe my team colleagues want me to succeed.
We give each other honest feedback, even if it’s tough.
We listen to each other well.
We take care of each other.
We demonstrate interest in each other’s lives outside work.
We are complementary in our strengths and weaknesses.
We value the differences in our personalities, backgrounds and experience.
If we were starting this team today, these are the people I would choose as my colleagues.
We make sure everyone’s voice is heard in meetings.
We argue in private but are united in public.
We have high respect for each other’s ability.
We know when to let each other take the lead.
It’s OK for a colleague to ask questions and make suggestions in areas, which are not their responsibility.
It’s OK to admit and discuss our mistakes.
We are good at building on each other’s ideas.
Conflict is generally very positive, around ideas rather than personality.
We show each other respect, both in private and in public.
We take time to say Thank you to each other.

Innovation

The scale in this questionnaire ranges from 1 to 10, with 1 being the lowest score and 10 being the highest score. Each number on the scale represents a different level of performance or perception.

Here's how you can interpret the scale:
1-3: Very low performance/perception. There is a significant need for improvement in this area.
4-6: Moderate performance/perception. There is room for improvement, and efforts should be made to enhance performance in this area.
7-8: Good performance/perception. The team is performing well in this area, but there might still be some room for refinement.
9-10: Excellent performance/perception. The team is excelling in this area and demonstrating exceptional competence.

Please remember that there are no right or wrong answers. Your rating should be based on your honest assessment of the team's performance or your own perception.
It is important to provide accurate and reliable ratings to obtain insightful results from this questionnaire. Your thoughtful participation will contribute to a more comprehensive understanding of your team dynamics.
Thank you for your cooperation and valuable input!


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We are an appropriate size of team for what we have to achieve.
We are very clear who is in the team and who is an external resource.
We supplement the skills sets and strengths of team members with focused resource from outside the team, when needed.
Our internal processes and structures respond very rapidly to external change.
We are able to stand in for each other in most circumstances.
We have clear norms of good behaviour in meetings and elsewhere.
We know exactly what we are dependent on each other for.
We understand our systems well.
We regularly review our systems to make them more effective and to question the assumptions behind them.
We are more focused on being effective than being efficient.
We take responsibility for keeping each other informed, rather than expecting the leader to do it.
We quickly recognise and respond supportively to an overload on any colleague.
We may all take a leadership role, when it plays to our expertise.
We assign tasks as much as possible to match each person’s strengths.
We have strong and reliable processes to manage decision-making, so that we avoid decision-making biases.
The leader is sufficiently self-confident to allow the team to get on with their jobs.
The leader ensures the team has minimum interference from outside.
We look forward to our regular meetings.
We implement innovations rapidly and effectively.
We are resilient.

Learning

The scale in this questionnaire ranges from 1 to 10, with 1 being the lowest score and 10 being the highest score. Each number on the scale represents a different level of performance or perception.

Here's how you can interpret the scale:
1-3: Very low performance/perception. There is a significant need for improvement in this area.
4-6: Moderate performance/perception. There is room for improvement, and efforts should be made to enhance performance in this area.
7-8: Good performance/perception. The team is performing well in this area, but there might still be some room for refinement.
9-10: Excellent performance/perception. The team is excelling in this area and demonstrating exceptional competence.

Please remember that there are no right or wrong answers. Your rating should be based on your honest assessment of the team's performance or your own perception.
It is important to provide accurate and reliable ratings to obtain insightful results from this questionnaire. Your thoughtful participation will contribute to a more comprehensive understanding of your team dynamics.
Thank you for your cooperation and valuable input!


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We all have and use personal development plans.
We have and use a team development plan that integrates individual learning and focuses on how the team needs to evolve in the next 12-24 months.
We relate the learning needs of the team to the evolving markets and business strategy.
We include learning goals as well as task goals on our regular meeting agenda.
We engage in co-coaching and see each other as key learning resources.
We invite outsiders to present challenging ideas to us.
We prefer to be ahead of change, rather than behind it.
We frequently seek challenge to our assumptions and the way we do things.
We allocate time for individual learning, which can later be shared with the team – and expect everyone to take this time.
We allocate time for collective learning and reflection.
We have strong, positive practices for learning from mistakes and setbacks.
We are good at translating lessons from setbacks into practical change.
We invest in and build extensive networks to generate new idea.
We invite challenge from other levels in the organization.
Leaders take seriously being role models for continuous learning.
We recognise that the need for continuous learning increases at each level in the organizational hierarchy.
We recognise and reward learning.
We value honest feedback.
We show we are serious about learning by protecting training budgets.
We default to a coaching mindset in meetings.

Leadership

The scale in this questionnaire ranges from 1 to 10, with 1 being the lowest score and 10 being the highest score. Each number on the scale represents a different level of performance or perception.

Here's how you can interpret the scale:
1-3: Very low performance/perception. There is a significant need for improvement in this area.
4-6: Moderate performance/perception. There is room for improvement, and efforts should be made to enhance performance in this area.
7-8: Good performance/perception. The team is performing well in this area, but there might still be some room for refinement.
9-10: Excellent performance/perception. The team is excelling in this area and demonstrating exceptional competence.

Please remember that there are no right or wrong answers. Your rating should be based on your honest assessment of the team's performance or your own perception.
It is important to provide accurate and reliable ratings to obtain insightful results from this questionnaire. Your thoughtful participation will contribute to a more comprehensive understanding of your team dynamics.
Thank you for your cooperation and valuable input!


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The team is clear and agreed on what they need in terms of being led.
The team and the leader agree on the style of leadership needed.
Where appropriate, the leadership role moves between team members.
The leader shares his or her own development goals and seeks support from the team.
The leader’s style is less managing people and more enabling them to manage themselves.
Meeting agendas are created collaboratively.
The leader invests substantial energy in making sure everyone understands individual and collective goals.
The leader helps the team understand the wider context surrounding goals.
The leader seeks and makes use of feedback from the team.
The leader protects the team from the worst of interference from outside.
The leader promotes the achievement and reputation of the team and its members, rather than his or her own.
The team values the leader for his or her knowledge and expertise (not necessarily just technical).
The team values the leader for his or her intellect.
The team values the leader for who he or she is as a human being.
The leader is very approachable.
The leader demonstrates that he or she cares about the team mission and purpose.
The leader demonstrates that he or she cares about the team members.
The leader shows courage.
The leader is a role model for the team values.
The leader is a role model for personal development – both their own and coaching others.

Thank you!

Thank you for taking the time to complete the questionnaire. Your valuable input and thoughtful responses are greatly appreciated. Your contribution will play a significant role in gaining valuable insights and improving our understanding in team performance. We are truly grateful for your participation and look forward to utilizing the results to make positive changes. If you have any further questions or feedback, please feel free to reach out. Once again, thank you for your time and valuable contribution!