Resilient Teams is most useful when you have a hypothesis about your team that you cannot quite name — and need the conversation that will make it nameable.
Quarter after quarter of high stakes, fast change, or organizational uncertainty. Leadership knows performance is holding but the cost is showing — and wants a precise read on where the team is straining.
The first ninety days require an honest read on what the team actually is — not what the org chart or the predecessor’s story says it is. ORI accelerates that read significantly.
After organizational change, leaders often don’t know whether the new team is functioning or just performing functionality. The ORI distinguishes the two.
Pulse surveys say one thing. Attrition data says another. The leader senses a third. The ORI is built to reconcile these signals into a coherent diagnostic picture.
Budget is approved for team development. The question is not whether to invest, but where. The ORI converts that question from instinct to evidence.
The narrative leadership tells about the team is consistent. The narrative team members tell each other may not be. The ORI surfaces the gap, when there is one.
We are direct with prospective clients about when this isn’t the right instrument. The ORI is not built for performance evaluation, for hiring decisions, for individual coaching of executives at the top of their organization, or for situations where the leader has already decided what to do and wants data to support it.
It is built for diagnostic conversations that genuinely shape what happens next. If that is what you are looking for, this is the right instrument. If it isn’t, we’ll say so on the discovery call — and point you somewhere better fit.
A standard ORI engagement runs ninety days from baseline to follow-up. It is structured around four moments that together produce a complete diagnostic loop — assessment, interpretation, action design, and re-measurement.
A working session with leadership to define the team in scope, the demographic cuts to be analyzed, the timeline, and the questions the leader wants the data to answer.
Respondents receive a personalized survey link. They complete the 8-minute assessment on any device, at any time. We monitor response rates and follow up where needed to ensure statistical validity.
We analyze, interpret, and prepare findings. Leadership receives a written report and a 90-minute findings session that translates data into decisions.
For engagements that include intervention design, we re-measure after ninety days. Movement between baseline and follow-up is the cleanest evidence of effect.
The instrument was developed alongside leaders at large pharmaceutical companies — Medical Science Liaison teams, regional medical leadership, oncology and HIV/virology business units — where sustained pressure, high stakes, and ambiguous outcomes are the norm. It has since been adapted for use in financial services, technology, and professional services contexts.
Every version of the instrument has been refined based on what consultants found themselves wishing the data showed but couldn’t. The current 56-item instrument is the result of that iteration.
“We’ve tried three other assessments. None of them gave us what this gave us in a single session.”
— Senior director, US medical affairs
A 30-minute discovery call. We’ll listen, we’ll be honest about fit, and we’ll either schedule a scoping session or send you somewhere better suited.