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Team Health Check Skill

Runs a structured team health assessment across key dimensions.

Team Health Check Skill — The Skill Playground: pick the Executive Update skill, fill in a few notes, hit run, and watch a structured executive… (from the mohitagw15856/pm-claude-skills README)

From the mohitagw15856/pm-claude-skills README — shows the whole collection, not only this skill. · view on GitHub

How to use it

Claude Code
  1. Run the line below. It pulls the whole folder into ~/.claude/skills/team-health-check.
  2. Describe your job in plain words. Claude Code follows the skill from there.
Claude Code — installs the whole folder, not just SKILL.md
npx degit mohitagw15856/pm-claude-skills/skills/team-health-check#main ~/.claude/skills/team-health-check

For one project only, change the path to .claude/skills/team-health-check.

Claude (web or desktop app)
  1. On this page open ⋯ → Download .md.
  2. Save it as SKILL.md in a folder, zip the folder, then Customize → Skills → + → Create skill → Upload a skill.
  3. Pick the file and Save. Claude shows the name and description and runs a security scan.
  4. Check the skill is switched on.
  5. Start a new chat and describe your job in plain words. The AI follows the skill from there.
ChatGPT or another app
  1. ChatGPT: make a Project and paste it into Instructions.
  2. Neither? Paste it at the top of a new chat — it works for that chat.
Not working?
  • Check which app you pasted it into — the steps above name the right one.
  • Some skills need the paid tier of Claude or ChatGPT.
Step-by-step guide with screenshots · Ask in the forum

Paste into Claude, ChatGPT or Cursor.

Source of Team Health Check Skill

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namedescription
team-health-checkRuns a structured team health assessment across key dimensions. Use when asked to run a team health check, assess team morale, facilitate a retrospective on ways of working, or evaluate team dynamics. Produces a health assessment with RAG status per dimension, underlying signals, and prioritised improvement actions with named owners.

Team Health Check Skill

This skill produces a structured team health assessment inspired by Spotify's health check model and extended with engineering, product, and cross-functional team dimensions. Output can be used as a facilitation guide for a live session or as an async survey-and-report format.

Required Inputs

Ask the user for these if not provided:

  • Team name and function (engineering squad, product team, sales pod, etc.)
  • Team size and composition (how many people, what roles)
  • Format — facilitated live session or async survey + report?
  • Context — why are you running this now? (new team / ongoing ritual / post-incident / low morale signal)
  • Any known issues — anything the facilitator knows going in that will colour the results?

Output Structure

Team Health Check: [Team Name]

Date: [Date] Facilitated by: [Name or role] Team size: [X people] Format: [Live session (60 min) / Async survey + report] Cycle: [One-off / Quarterly / Monthly]

Part 1: Facilitation Guide (Live Session)

Use this guide to run the session in 60 minutes.

Session structure
Time Activity Owner
0–5 min Framing and ground rules Facilitator
5–40 min Card voting — 7 dimensions, 5 min each Full team
40–50 min Top 3 themes discussion Full team
50–58 min Actions and owners Team lead
58–60 min Close and next date Facilitator
Ground rules (read at start)
  • This is not a performance review — there are no wrong answers
  • We're assessing the team, not individuals — speak about "we" not "they"
  • What's said here stays here — results shared as aggregated themes, not attributed to individuals
  • The goal is one or two actionable improvements, not a long list
Voting mechanic

For each dimension, each team member votes with one of three cards:

  • 🟢 Green — working well, we're proud of this
  • 🟡 Amber — some things work, but there are issues worth discussing
  • 🔴 Red — we have a real problem here that's slowing us down

After voting, the team discusses: what drove the votes? What would make this Green?

Part 2: Health Dimensions

Dimension 1: Delivering Value

Are we shipping things that matter, at the pace we should?

Indicator Probes for discussion
We ship work that creates real value for our users How do we know our output is valuable? When did we last talk to a user?
Our pace of delivery feels healthy and sustainable Are we consistently shipping? Or do we have long dry spells?
We have clarity on what "done" looks like Do we have a shared definition of ready and done?
We celebrate shipping, not just building Do we acknowledge completed work, or does it just disappear into the backlog?

Current vote: 🟢 / 🟡 / 🔴

Key themes from discussion:

What would make this Green?

Dimension 2: Easy to Release

Is releasing software (or our work) smooth and low-risk?

Indicator Probes for discussion
We can release whenever we choose, without anxiety What does a release feel like? Smooth or stressful?
Our deployment process is automated and reliable How much manual work does a release involve?
We have confidence in our test coverage Do we catch bugs before users do?
Rollback is fast and rehearsed Have we ever rolled back? How long did it take?

Current vote: 🟢 / 🟡 / 🔴

Key themes from discussion:

What would make this Green?

Dimension 3: Fun & Morale

Do people enjoy working here and with each other?

Indicator Probes for discussion
People generally enjoy coming to work If you had to describe the team energy in one word, what would it be?
We celebrate successes as a team When did we last properly celebrate something?
Interpersonal dynamics are healthy — no drama or cliques Are there any relationships that are strained or avoided?
We laugh and have non-work conversations Do we know each other as people, not just colleagues?

Current vote: 🟢 / 🟡 / 🔴

Key themes from discussion:

What would make this Green?

Dimension 4: Psychological Safety

Can people speak up, take risks, and make mistakes without fear?

Indicator Probes for discussion
People raise concerns without worrying about the consequences When did someone last raise a concern publicly? What happened?
Mistakes are treated as learning opportunities, not blame events Think of the last mistake on the team. How was it handled?
People challenge each other's ideas in a constructive way Do we have real debates, or do we agree in the room and disagree in the corridor?
Everyone's voice feels equally heard regardless of seniority Do the same people always speak first and longest?

Current vote: 🟢 / 🟡 / 🔴

Key themes from discussion:

What would make this Green?

Dimension 5: Speed & Feedback Loops

Do we learn fast and adjust quickly?

Indicator Probes for discussion
We get feedback on our work quickly (from users, data, tests) How long after shipping do we know if something worked?
Our planning and retrospective cycles help us improve Do retros lead to real change, or do the same issues come back?
We cut work that isn't working, even when it's hard Can you name something we've stopped doing because it wasn't working?
Our meetings and processes don't slow us down Which meetings do people dread? Which do they find valuable?

Current vote: 🟢 / 🟡 / 🔴

Key themes from discussion:

What would make this Green?

Dimension 6: Mission & Purpose

Do we understand why our work matters?

Indicator Probes for discussion
Everyone on the team can articulate why their work matters Could each person on this team explain to a stranger why their work is important?
The team's goals are clear and shared Can everyone name the team's top 3 priorities right now?
Our work connects to the wider company direction Do we understand how we fit into the bigger picture?
We're proud of what this team builds If you described your team's work to someone you respect, would you feel good about it?

Current vote: 🟢 / 🟡 / 🔴

Key themes from discussion:

What would make this Green?

Dimension 7: Collaboration & Support

Do we work well together and support each other?

Indicator Probes for discussion
People actively help each other when someone is stuck Think of the last time someone was blocked — what happened?
Knowledge is shared openly — no information silos Is there any knowledge that only one person holds? What's the risk?
Cross-team collaboration is smooth and low-friction Which team is hardest to collaborate with and why?
People feel supported when they're struggling Is there psychological safety to say "I'm struggling with this"?

Current vote: 🟢 / 🟡 / 🔴

Key themes from discussion:

What would make this Green?

Part 3: Health Summary & Report

Use this template to document results after the session or survey.

RAG Summary Dashboard
Dimension Score Status Trend vs last quarter
Delivering Value [X/5] 🟢 / 🟡 / 🔴 [↑ / → / ↓]
Easy to Release [X/5] 🟢 / 🟡 / 🔴 [...]
Fun & Morale [X/5] 🟢 / 🟡 / 🔴 [...]
Psychological Safety [X/5] 🟢 / 🟡 / 🔴 [...]
Speed & Feedback Loops [X/5] 🟢 / 🟡 / 🔴 [...]
Mission & Purpose [X/5] 🟢 / 🟡 / 🔴 [...]
Collaboration & Support [X/5] 🟢 / 🟡 / 🔴 [...]
Overall [X/5] 🟢 / 🟡 / 🔴 [↑ / → / ↓]
Top Themes

What's working well (keep doing):

  1. [...]
  2. [...]

What needs attention (most important to fix):

  1. [Most pressing issue — specific, with evidence from the session]
  2. [Second issue]
  3. [Third issue — if applicable]
Action Plan
Action Owner Due date Success indicator
[Specific action — e.g. Introduce pairing Fridays for knowledge sharing] [Team lead / individual] [Date] [How will we know it worked?]
[...] [...] [...] [...]

Next health check: [Date — recommended 6–8 weeks for teams with active improvement actions, 13 weeks for steady-state teams]

Quality Checks

  • Session ground rules established psychological safety before voting started
  • Each dimension had open discussion, not just a vote
  • Actions are specific enough to be verifiably done — no vague commitments like "improve communication"
  • Each action has a single owner — not "the team"
  • Results are shared with the team, not kept by management
  • Trend data is tracked across cycles to show improvement or regression

Anti-Patterns

  • Do not run a health check without first establishing psychological safety — without it, scores reflect fear, not reality
  • Do not treat a single health check as a trend — one data point cannot show improvement or regression
  • Do not keep results with management without sharing them with the team — transparency is a prerequisite for trust
  • Do not generate action items that are vague commitments like "improve communication" — every action must be specific and verifiable
  • Do not assign actions to "the team" — each improvement action needs a single named owner

Example Trigger Phrases

  • "Run a team health check for my engineering squad"
  • "Facilitate a team health assessment — we've had some morale issues"
  • "Build a team health check survey for my product team"
  • "Generate a Spotify-style health check for our cross-functional pod"
  • "Create a quarterly team health check template"
1---
2name: team-health-check
3description: "Runs a structured team health assessment across key dimensions. Use when asked to run a team health check, assess team morale, facilitate a retrospective on ways of working, or evaluate team dynamics. Produces a health assessment with RAG status per dimension, underlying signals, and prioritised improvement actions with named owners."
4---
5 
6# Team Health Check Skill
7 
8This skill produces a structured team health assessment inspired by Spotify's health check model and extended with engineering, product, and cross-functional team dimensions. Output can be used as a facilitation guide for a live session or as an async survey-and-report format.
9 
10## Required Inputs
11 
12Ask the user for these if not provided:
13- **Team name and function** (engineering squad, product team, sales pod, etc.)
14- **Team size and composition** (how many people, what roles)
15- **Format** — facilitated live session or async survey + report?
16- **Context** — why are you running this now? (new team / ongoing ritual / post-incident / low morale signal)
17- **Any known issues** — anything the facilitator knows going in that will colour the results?
18 
19## Output Structure
20 
21---
22 
23# Team Health Check: [Team Name]
24 
25**Date:** [Date]
26**Facilitated by:** [Name or role]
27**Team size:** [X people]
28**Format:** [Live session (60 min) / Async survey + report]
29**Cycle:** [One-off / Quarterly / Monthly]
30 
31---
32 
33## Part 1: Facilitation Guide (Live Session)
34 
35Use this guide to run the session in 60 minutes.
36 
37### Session structure
38 
39| Time | Activity | Owner |
40|---|---|---|
41| 0–5 min | Framing and ground rules | Facilitator |
42| 5–40 min | Card voting — 7 dimensions, 5 min each | Full team |
43| 40–50 min | Top 3 themes discussion | Full team |
44| 50–58 min | Actions and owners | Team lead |
45| 58–60 min | Close and next date | Facilitator |
46 
47### Ground rules (read at start)
48 
49- This is not a performance review — there are no wrong answers
50- We're assessing the team, not individuals — speak about "we" not "they"
51- What's said here stays here — results shared as aggregated themes, not attributed to individuals
52- The goal is one or two actionable improvements, not a long list
53 
54### Voting mechanic
55 
56For each dimension, each team member votes with one of three cards:
57- 🟢 **Green** — working well, we're proud of this
58- 🟡 **Amber** — some things work, but there are issues worth discussing
59- 🔴 **Red** — we have a real problem here that's slowing us down
60 
61After voting, the team discusses: what drove the votes? What would make this Green?
62 
63---
64 
65## Part 2: Health Dimensions
66 
67---
68 
69### Dimension 1: Delivering Value
70 
71*Are we shipping things that matter, at the pace we should?*
72 
73| Indicator | Probes for discussion |
74|---|---|
75| We ship work that creates real value for our users | How do we know our output is valuable? When did we last talk to a user? |
76| Our pace of delivery feels healthy and sustainable | Are we consistently shipping? Or do we have long dry spells? |
77| We have clarity on what "done" looks like | Do we have a shared definition of ready and done? |
78| We celebrate shipping, not just building | Do we acknowledge completed work, or does it just disappear into the backlog? |
79 
80**Current vote:** 🟢 / 🟡 / 🔴
81 
82**Key themes from discussion:**
83 
84**What would make this Green?**
85 
86---
87 
88### Dimension 2: Easy to Release
89 
90*Is releasing software (or our work) smooth and low-risk?*
91 
92| Indicator | Probes for discussion |
93|---|---|
94| We can release whenever we choose, without anxiety | What does a release feel like? Smooth or stressful? |
95| Our deployment process is automated and reliable | How much manual work does a release involve? |
96| We have confidence in our test coverage | Do we catch bugs before users do? |
97| Rollback is fast and rehearsed | Have we ever rolled back? How long did it take? |
98 
99**Current vote:** 🟢 / 🟡 / 🔴
100 
101**Key themes from discussion:**
102 
103**What would make this Green?**
104 
105---
106 
107### Dimension 3: Fun & Morale
108 
109*Do people enjoy working here and with each other?*
110 
111| Indicator | Probes for discussion |
112|---|---|
113| People generally enjoy coming to work | If you had to describe the team energy in one word, what would it be? |
114| We celebrate successes as a team | When did we last properly celebrate something? |
115| Interpersonal dynamics are healthy — no drama or cliques | Are there any relationships that are strained or avoided? |
116| We laugh and have non-work conversations | Do we know each other as people, not just colleagues? |
117 
118**Current vote:** 🟢 / 🟡 / 🔴
119 
120**Key themes from discussion:**
121 
122**What would make this Green?**
123 
124---
125 
126### Dimension 4: Psychological Safety
127 
128*Can people speak up, take risks, and make mistakes without fear?*
129 
130| Indicator | Probes for discussion |
131|---|---|
132| People raise concerns without worrying about the consequences | When did someone last raise a concern publicly? What happened? |
133| Mistakes are treated as learning opportunities, not blame events | Think of the last mistake on the team. How was it handled? |
134| People challenge each other's ideas in a constructive way | Do we have real debates, or do we agree in the room and disagree in the corridor? |
135| Everyone's voice feels equally heard regardless of seniority | Do the same people always speak first and longest? |
136 
137**Current vote:** 🟢 / 🟡 / 🔴
138 
139**Key themes from discussion:**
140 
141**What would make this Green?**
142 
143---
144 
145### Dimension 5: Speed & Feedback Loops
146 
147*Do we learn fast and adjust quickly?*
148 
149| Indicator | Probes for discussion |
150|---|---|
151| We get feedback on our work quickly (from users, data, tests) | How long after shipping do we know if something worked? |
152| Our planning and retrospective cycles help us improve | Do retros lead to real change, or do the same issues come back? |
153| We cut work that isn't working, even when it's hard | Can you name something we've stopped doing because it wasn't working? |
154| Our meetings and processes don't slow us down | Which meetings do people dread? Which do they find valuable? |
155 
156**Current vote:** 🟢 / 🟡 / 🔴
157 
158**Key themes from discussion:**
159 
160**What would make this Green?**
161 
162---
163 
164### Dimension 6: Mission & Purpose
165 
166*Do we understand why our work matters?*
167 
168| Indicator | Probes for discussion |
169|---|---|
170| Everyone on the team can articulate why their work matters | Could each person on this team explain to a stranger why their work is important? |
171| The team's goals are clear and shared | Can everyone name the team's top 3 priorities right now? |
172| Our work connects to the wider company direction | Do we understand how we fit into the bigger picture? |
173| We're proud of what this team builds | If you described your team's work to someone you respect, would you feel good about it? |
174 
175**Current vote:** 🟢 / 🟡 / 🔴
176 
177**Key themes from discussion:**
178 
179**What would make this Green?**
180 
181---
182 
183### Dimension 7: Collaboration & Support
184 
185*Do we work well together and support each other?*
186 
187| Indicator | Probes for discussion |
188|---|---|
189| People actively help each other when someone is stuck | Think of the last time someone was blocked — what happened? |
190| Knowledge is shared openly — no information silos | Is there any knowledge that only one person holds? What's the risk? |
191| Cross-team collaboration is smooth and low-friction | Which team is hardest to collaborate with and why? |
192| People feel supported when they're struggling | Is there psychological safety to say "I'm struggling with this"? |
193 
194**Current vote:** 🟢 / 🟡 / 🔴
195 
196**Key themes from discussion:**
197 
198**What would make this Green?**
199 
200---
201 
202## Part 3: Health Summary & Report
203 
204Use this template to document results after the session or survey.
205 
206---
207 
208### RAG Summary Dashboard
209 
210| Dimension | Score | Status | Trend vs last quarter |
211|---|---|---|---|
212| Delivering Value | [X/5] | 🟢 / 🟡 / 🔴 | [↑ / → / ↓] |
213| Easy to Release | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
214| Fun & Morale | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
215| Psychological Safety | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
216| Speed & Feedback Loops | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
217| Mission & Purpose | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
218| Collaboration & Support | [X/5] | 🟢 / 🟡 / 🔴 | [...] |
219| **Overall** | **[X/5]** | 🟢 / 🟡 / 🔴 | [↑ / → / ↓] |
220 
221---
222 
223### Top Themes
224 
225**What's working well (keep doing):**
2261. [...]
2272. [...]
228 
229**What needs attention (most important to fix):**
2301. [Most pressing issue — specific, with evidence from the session]
2312. [Second issue]
2323. [Third issue — if applicable]
233 
234---
235 
236### Action Plan
237 
238| Action | Owner | Due date | Success indicator |
239|---|---|---|---|
240| [Specific action — e.g. Introduce pairing Fridays for knowledge sharing] | [Team lead / individual] | [Date] | [How will we know it worked?] |
241| [...] | [...] | [...] | [...] |
242 
243**Next health check:** [Date — recommended 6–8 weeks for teams with active improvement actions, 13 weeks for steady-state teams]
244 
245---
246 
247## Quality Checks
248 
249- [ ] Session ground rules established psychological safety before voting started
250- [ ] Each dimension had open discussion, not just a vote
251- [ ] Actions are specific enough to be verifiably done — no vague commitments like "improve communication"
252- [ ] Each action has a single owner — not "the team"
253- [ ] Results are shared with the team, not kept by management
254- [ ] Trend data is tracked across cycles to show improvement or regression
255 
256## Anti-Patterns
257 
258- [ ] Do not run a health check without first establishing psychological safety — without it, scores reflect fear, not reality
259- [ ] Do not treat a single health check as a trend — one data point cannot show improvement or regression
260- [ ] Do not keep results with management without sharing them with the team — transparency is a prerequisite for trust
261- [ ] Do not generate action items that are vague commitments like "improve communication" — every action must be specific and verifiable
262- [ ] Do not assign actions to "the team" — each improvement action needs a single named owner
263 
264## Example Trigger Phrases
265 
266- "Run a team health check for my engineering squad"
267- "Facilitate a team health assessment — we've had some morale issues"
268- "Build a team health check survey for my product team"
269- "Generate a Spotify-style health check for our cross-functional pod"
270- "Create a quarterly team health check template"
271 

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