Most leadership teams have a sense of what isn't working. Sonas Team Health makes it specific.
According to Gallup, managers account for at least 70% of the variance in engagement scores across business units, yet only 20% of employees worldwide are engaged at work. Google’s Project Aristotle, a study of 180 teams, found that what separates high performers is not who is on the team but how safely and openly they work together.
Sonas Team Health is a four-step process: assess, workshop, coach, reassess. We combine survey data, your team’s own insight and proven practice to build a clear improvement plan. Targeted leadership coaching then helps make the changes stick, and a reassessment measures the progress.
Every team member completes a 38-question survey, which takes 10–15 minutes. Before it goes live, you review the questions and propose changes to fit your team’s language and context. Responses are anonymous, and aggregate results go only to the facilitator and team leader. You receive a Team Health score and classification, scores for each dimension of team health, and flags where people’s experiences differ most.
We share the results live with your leadership team. This is a real conversation, not a presentation. It moves from data to root causes to priorities to an action plan, and every action leaves the room with a named owner and due date. We can drill down to the individual questions behind each gap, so the discussion goes straight to the specific behaviors involved.
Within two weeks of the workshop, any leader who needs support begins 12 weeks of individual coaching (6 sessions) focused on embedding the changes they committed to.
About 90 days after the workshop, the team retakes the same survey. Side-by-side scores show exactly what moved.
Your team receives a Team Health score based on eight dimensions, including psychological safety, accountability, communication and results. The score places your team in one of four classifications:
You also get a Team Type, a short profile of how your team tends to operate, what comes naturally, and where it quietly gets stuck. Two teams can score the same and need very different things. The type shows which levers to pull.
It’s not a fit if the team isn’t ready for an honest conversation. The results can be uncomfortable, and that’s the point. That's where the growth occurs.
Most team assessments produce a report. This one produces a conversation and a plan, led by someone who has sat in your seat.
Before founding Sonas Coaching, I led teams globally at start-ups, DDN, HPE, VeloCloud, VMware and Broadcom. I know what it’s like to run a team that’s good on paper but isn’t working as well together as it could, and what it takes to change that. Most teams can perform far better than they do. The gap is almost always leadership and culture, not talent. As a certified coach, I facilitate the workshop and coach the leaders myself.
Team Health makes that gap visible, specific and fixable. The assessment gives structure, the workshop gives alignment, and the coaching makes it stick.
The engagement works best with teams of at least 5 people. Larger organizations can run it across multiple sub-teams simultaneously if needed. Results are grouped and analyzed by sub-team, and across the entire organization.
From kick-off to reassessment, the typical engagement runs approximately four months:
Both options are available. In-person sessions tend to create stronger conditions for honest conversation and are recommended where possible — but the engagement runs effectively over video for remote or internationally distributed teams.
Individual responses are never shared — only aggregated results at the team level are visible to the facilitator and team leader. Results are only shown for groups of five or more. Participants can answer honestly without concern that their individual scores will be identified.
Pricing depends on team size and the scope of the engagement. Get in touch for a tailored proposal — the first conversation is always a no-commitment scoping call.
Coaching is where the work compounds. Workshop commitments are easy to make in the room and harder to keep in the week that follows, and coaching is designed for that gap. We scope it to the leaders who need it most. If you’d prefer the assessment and workshop only, get in touch and we can discuss what makes sense.
Yes. Before the assessment goes live, we share the full 38-question set with you. You can propose changes to the wording — language that better fits your team's terminology, culture, or current priorities. Each suggestion is reviewed and agreed together before any responses are collected. The result is an assessment that feels specific to your organization, not a generic instrument dropped into your team's inbox.
A built-in reassessment is included — we run it at 90 days with one click. The platform shows before-and-after scores side by side across every dimension, so progress is measured against the same baseline, with the same questions.
No commitment — just an honest conversation about where your team is and whether this is the right fit.
Sonas Coaching & Leadership Development
admin@mysonascoach.com