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    Interactive assessment

    Team Trust Builder

    Assess the quality and depth of trust in your team across three dimensions: vulnerability-based openness, reliability and integrity, and collective psychological safety.

    Trust is not a feeling, it is a set of observable behaviours that can be measured, developed, and strengthened. Research from team effectiveness, vulnerability studies, and psychological safety science each identify different but complementary dimensions of team trust. This assessment integrates all three perspectives, giving you a multi-dimensional picture of trust in your team and identifying the specific behaviours that most need development.

    Questions or items
    15 questions or items
    Completion time
    Around 8 minutes
    Dimensions
    Vulnerability-Based Trust, Reliability & Integrity, Collective Psychological Safety
    What you receive
    Personalised results with configured interpretation bands, section scores and development guidance.

    What it covers

    • Vulnerability-Based Trust
    • Reliability & Integrity
    • Collective Psychological Safety

    Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree) based on how your team actually operates. For the most useful results, have all team members complete it independently and compare results.

    Results: Personalised results with configured interpretation bands, section scores and development guidance.

    How this interactive diagnostic works

    This page provides the documented overview before the interactive experience is loaded. It lets you read the purpose, the material covered and the way the result is presented without entering answers or sending a request. When you choose to continue, the interactive version uses the same material shown here. It records your selections while you work and only calculates its result when its required items are complete.

    Analytics consent is required before the interactive experience is mounted. Declining consent does not start the diagnostic or its tracking. If you continue, the existing experience remains responsible for its own input, score and lead-capture step. Where the route requests a first name and work email, its existing form handles validation and submission. This overview does not replace those steps or submit a lead.

    Statements in this diagnostic

    The interactive version groups the statements below by section. Read them in relation to the situation named in the instructions, then use the response scale shown by the diagnostic. The section descriptions are part of the existing configuration and explain the aspect each group is intended to examine.

    Vulnerability-Based Trust

    The degree to which team members feel safe showing up authentically, admitting mistakes, acknowledging uncertainty, and asking for help without fear.

    1. Team members openly admit when they have made a mistake or don't know something
    2. Asking for help or support is seen as a strength in our team, not a sign of incompetence
    3. People bring their genuine concerns and uncertainties to the team rather than performing confidence they don't feel
    4. We have real conversations about what is hard, not just updates on what is going well
    5. Team members can be authentic and appropriately vulnerable without fear of being judged or undermined

    Reliability & Integrity

    Whether team members consistently do what they say they will do, and whether they behave with consistency and honesty (Brown, 2018: BRAVING inventory).

    1. Team members follow through on what they commit to, reliably and consistently
    2. When someone can't deliver what was agreed, they say so early, not at the last minute
    3. Team members act with integrity, their behaviour in private is consistent with how they present themselves publicly
    4. We hold each other to our commitments in a way that is direct but respectful
    5. Confidences are respected in our team, what is shared in confidence stays in confidence

    Collective Psychological Safety

    The extent to which the team environment supports speaking up, disagreeing, challenging ideas, and taking interpersonal risks (Edmondson, 1999).

    1. Team members feel safe voicing concerns, disagreements, or unpopular views without fear of negative consequences
    2. When someone challenges an idea or decision, it is treated with respect, not dismissed or punished
    3. Mistakes are treated as learning opportunities rather than as failures to be blamed
    4. Everyone's voice is valued in our team, not just the most senior or most confident
    5. The team can have difficult conversations without people withdrawing, becoming defensive, or damaging relationships

    How the result is read

    The interactive diagnostic totals the selected item scores by section and across the whole assessment. It then matches those totals to the configured interpretation bands and shows the section-level results alongside the overall result.

    • Low Trust, 15 to 33: Trust is significantly underdeveloped in your team, across one or more of the three dimensions. Without trust as a foundation, no other team capability can fully develop. Start with the lowest-scoring dimension and use structured activities to build the specific behaviours that will shift it.
    • Developing Trust, 34 to 51: Trust exists in some areas but is fragile or inconsistent. There are likely one or two specific dynamics that are limiting the overall trust level. Use your lowest-scoring dimension to identify the most targeted intervention.
    • Good Trust, 52 to 65: A good foundation of trust that supports collaboration and performance. The opportunity is to move from good to deep trust, the kind that allows the team to navigate real challenge, conflict, and failure together without losing cohesion.
    • Deep Trust, 66 to 75: Deep, multi-dimensional trust, a genuine competitive advantage for your team. This level of trust enables exceptional performance, accelerates learning, and makes your team highly resilient to pressure and change.

    Sources named in this diagnostic

    • Brown, B. (2018) Dare to Lead: Brave Work. Tough Conversations. Whole Hearts. New York: Random House.
    • Edmondson, A.C. (1999) Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), pp. 350-383.
    • Lencioni, P. (2002) The Five Dysfunctions of a Team: A Leadership Fable. San Francisco: Jossey-Bass.
    • Zak, P.J. (2017) The neuroscience of trust. Harvard Business Review, 95(1), pp. 84-90.

    Where to take the next step

    Our team programmes build genuine trust, accountability and sustained high performance.

    Explore Team Effectiveness Workshops

    Frequently asked questions

    What does the Team Trust Builder measure?

    Trust is not a feeling, it is a set of observable behaviours that can be measured, developed, and strengthened. Research from team effectiveness, vulnerability studies, and psychological safety science each identify different but complementary dimensions of team trust. This assessment integrates all three perspectives, giving you a multi-dimensional picture of trust in your team and identifying the specific behaviours that most need development.

    How many questions are in the Team Trust Builder?

    It contains 15 questions grouped into 3 dimensions: Vulnerability-Based Trust, Reliability & Integrity, Collective Psychological Safety.

    How is the Team Trust Builder scored?

    Responses are scored within each section and totalled across the diagnostic. The total is compared with the configured interpretation bands.

    What happens after I complete the Team Trust Builder?

    After the required items are answered, the existing first-name and email gate is shown before the results are displayed. The result includes an overall interpretation, section scores and development guidance.

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