Which dysfunction is slowing your team down?
Most teams find out where they break during an actual deadline. Rate 15 statements about your team and see which of the five dysfunctions is most likely to cost you under pressure. About 4 minutes.
Where your team is losing time
Your two weakest dimensions, read against your overall score.
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What to watch for next
This score is what you believe. QuestWorks measures what happens.
QuestWorks is a 25-minute weekly game your team will want to play. How they actually handle trust, disagreement, and decisions under pressure becomes a weekly Team Intelligence score, and the next quest adapts to the weakest dimension.
Try it freeHow This Assessment Works
This assessment is organized around the model Patrick Lencioni described in The Five Dysfunctions of a Team (2002). The model stacks five failures on top of each other: absence of trust at the base, then fear of conflict, lack of commitment, avoidance of accountability, and inattention to results at the top. Each layer depends on the one beneath it. A team that cannot admit mistakes will not argue openly, a team that does not argue will not fully commit, and so on up the stack.
You rate 15 statements, three per dimension, on how often each one is true of your team. Your total places the team in one of four bands, and your lowest-scoring dimension is named as your weakest dimension. When two dimensions tie, the one lower in the stack is shown first, because the model treats it as the root.
Trust
People admit mistakes, ask for help, and say "I don't know" without cost
Conflict
Disagreement about the work happens in the room, not in DMs afterward
Commitment
Decisions get made once and stick, even without full agreement
Accountability
Peers raise missed commitments directly, without routing through the manager
Results
The shared outcome ranks above individual credit or function goals
This is an independent set of original questions. QuestWorks is not affiliated with Patrick Lencioni or The Table Group, which publishes the official Five Dysfunctions team assessment. It is a starting point for a conversation and has not been validated as a psychometric instrument.
What a Self-Assessment Can and Cannot Tell You
This assessment is self-reported, which is its limit. Your answers describe how you believe the team behaves, on the day you took it. Research on self-report has long found that people describe their own behavior in more flattering terms than an observer would, and teams do the same. A useful check is to have two or three teammates take it separately and compare, because the gaps between your answers are often more informative than any single score.
What self-report cannot show is how the team behaves under pressure. Most teams find out where they break during an actual deadline, a launch, or an outage, when the cost of finding out is highest. CPP Inc.'s workplace conflict study found US employees spend about 2.8 hours a week dealing with conflict, and The Myers-Briggs Company's 2022 follow-up found managers spend more than 4. On a ten-person team that is roughly 30 hours a week, and most of it traces back to the five dimensions on this page.
QuestWorks measures these patterns from behavior instead of opinion. Once a week, the team plays a 25-minute quest: a game they want to show up for, with actual time pressure and fictional stakes. Because people are playing, they act the way they actually work. That behavior feeds a weekly Team Intelligence score with signals such as role clarity and decision velocity, a trend line, and specific tips for the week. The next quest adapts to wherever the team is weakest, so the score predicts how the team will perform under pressure and the reps improve it.
Frequently Asked Questions
How long does this assessment take?
+About 4 minutes. You rate 15 statements about your team on a five-point scale from "Almost never" to "Almost always." Your result appears as soon as you answer the last one, and no email is needed to see your score.
Should the manager take it or the whole team?
+Both, separately. Have the manager and two or three teammates take it on their own and compare scores. A large difference between how the manager sees the team and how the team sees itself is a useful finding by itself.
Is this the official Five Dysfunctions assessment?
+No. This is a free, independent set of original questions organized around the five-dysfunction model. The official assessment is published by The Table Group, and QuestWorks is not affiliated with it.
Which dysfunction should a team work on first?
+In the model each layer depends on the one beneath it, so trust comes first when scores are close. In practice, start with the dimension that scored lowest. This assessment breaks ties in favor of the lower layer for that reason.
Why does my team score low when everyone gets along?
+Getting along and working well together are separate things. Friendly teams often avoid the disagreement they need, which shows up as low conflict and commitment scores and decisions that keep landing on the manager.
Is my data private?
+Your answers are scored on your device, then submitted without your name so we can improve the assessment. We only collect your email if you choose to enter it to unlock the rest of your result, and we never share it.
Teams that quest
just work.
Performance under pressure, predicted and perfected. A 25-minute weekly game your team will want to play, and a weekly Team Intelligence score built from how they actually work together. 30-day free trial, four game days, no credit card.
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