Team Wellbeing Diagnostic
A four-week look at how work is really working for your team.
This is Organizational consulting, not clinical services.
Questions worth asking
Every team has strengths worth protecting and friction that's hard to see from the inside. The diagnostic starts here:
- 01
What helps your people do their best work, and what gets in the way?
- 02
Does what leaders see match what the team experiences?
- 03
Can the current pace hold for the next year, and what would it take?
- 04
Do your stated values show up in how work actually happens?
The biggest lever is often how the work is set up, not how well people cope with it. Sustainable teams do better work, and this shows you where to focus first.
How it works
- Week 1
Kickoff and survey
We talk through your goals, values, and culture. Your team takes a short, anonymous survey.
- Weeks 2 and 3
Confidential conversations
One-on-ones with every leader and a cross-section of employees, in person or on Zoom. I also review turnover, PTO, and absenteeism.
- Week 4
Report and readout
A written report and a 60-minute readout with your leadership team.
What you receive
The ROOTS framework shapes everything in your report:
- RResources and Recovery
- OOwnership and Strengths
- OOperating Environment
- TTrust, Team, and Leadership
- SSustainability and Belonging
- 01
Wellbeing snapshot.
Where your team is strained and where it's steady.
- 02
Workload and support.
What people carry compared with what they have to carry it.
- 03
Leader strengths and blind spots.
Themes from confidential conversations, no names.
- 04
Culture and values.
Where your stated values show up day to day, and where they slip.
- 05
The Perception Gap.
Where leaders' view differs from what the team experiences.
- 06
Ranked priorities and a 90-day plan.
Each with an owner, timeline, and success signal.
What a recommendation looks like. These rows are examples; yours will be specific to your team.
| What we found | Recommendation | Owner and timeline | Success signal |
|---|---|---|---|
| Decisions pile up waiting on one or two leaders | Agree who decides what for the three most common decisions | CEO and team leads, 30 days | Fewer "waiting on you" items in leader check-ins |
| Time off goes unused | Leaders take visible time off; anyone with no PTO in a quarter gets a friendly nudge | Ops or HR lead, 30 to 60 days | PTO use rises across the year |
Founding client rate
This rate is for my first three Organizations, in exchange for a short testimonial, a 30-minute feedback interview, and permission to share anonymized results. You approve all wording, and your name is never used without written permission. Includes a 90-day re-survey.
Confidential by design: no individual answers are shared, and no group under five is reported.
Where it can go from here
The diagnostic stands on its own. If you'd like support acting on it, options include lunch-and-learn workshops on stress and boundaries, guided wellness breaks, and ongoing advisory. Book within 45 days of your readout and part of your diagnostic fee is credited toward it.
Who you'd be working with
When one of my direct reports decided to resign, she told me she felt safe telling me because of the trust we had built as a team. That kind of team can be built on purpose, and that's the work I do. I'm Stephanie Garrison, a licensed therapist (LPC) and healthcare leader. I've built clinical programs and teams inside venture-backed behavioral health companies and served as a board president. I've also lived burnout, and I've worked to improve how people experience work everywhere I've been.
Let's talk about your team.
A 15-minute call is the next step. Serving small and mid-sized Organizations, on-site or virtually.