An oriented player should be able to say: "I know what our long-term goal is. I can name 2–3 of our near-term goals right now. And I understand how they connect."
Rate each statement based on where your team actually is — not where you'd like them to be. 1 = strongly disagree, 5 = strongly agree.
Every player on this team can name our long-term goal in a single, clear sentence.
Not a vague aspiration — a specific destination. If you pulled anyone aside right now, they could tell you without hesitation.
Strongly Disagree
Strongly Agree
Players can name at least 2–3 of our near-term goals — the specific priorities we're focused on right now.
The stepping stones, not just the destination. These are the targets that live between today and the long-term goal.
Strongly Disagree
Strongly Agree
Players understand how the near-term goals connect to the long-term goal — the path is visible, not just the destination.
They're not just told what the goals are — they understand why these near-term priorities are the route to where we're going.
Strongly Disagree
Strongly Agree
Players know how we're tracking against our goals right now — not just that the goals exist.
Awareness of current progress creates ownership. A goal without a scoreboard is just a wish.
Strongly Disagree
Strongly Agree
Answer all 4 questions to continue.
02
"Why am I here?" — Part 2
Standards Clarity
An oriented player should be able to say: "I know what the standard is here — in how I prepare, how I compete, and how I carry myself. And I know it because I've seen it modeled and recognized, not just written on a wall."
Rate each statement based on where your team actually is. 1 = strongly disagree, 5 = strongly agree.
Our players know what the standards are on this team — what effort, preparation, and execution are expected to look like every day.
Not assumed — explicitly named. If you asked a player right now what the standard is, they could tell you without looking to you for the answer.
Strongly Disagree
Strongly Agree
Our coaches and leaders are deliberate about the stories we celebrate and the players we praise — we recognize behaviors that reflect who we want to be, not just results.
Culture is taught through what you celebrate. If only scorers get praised, that's the standard — regardless of what's on the wall.
Strongly Disagree
Strongly Agree
When a player falls below the standard — in effort, behavior, or execution — they already know it before I have to say anything.
The real test of whether standards have landed: do players self-correct, or do they wait to be told? Self-awareness is the sign the standard is theirs, not just yours.
Strongly Disagree
Strongly Agree
The standards apply to everyone — starters and reserves, veterans and newcomers — and they hold whether I'm watching or not.
A standard that bends for certain players isn't a standard — it's a preference. Consistency is what makes it real.
Strongly Disagree
Strongly Agree
Answer all 4 questions to continue.
03
"Who are you?" — Part 1
Role Clarity
An oriented player should be able to say: "I know exactly what my role is. I understand how my role connects to what we're working on right now — and to where we're trying to go long term."
Rate each statement based on where your team actually is. 1 = strongly disagree, 5 = strongly agree.
Every player knows specifically what their role is — not just their position, but their defined contribution to how this team operates.
Position is where you play. Role is what you're here to do for this team. Both need to be explicitly named.
Strongly Disagree
Strongly Agree
Each player understands how their role connects to our near-term goals — what they specifically need to do right now to help us get there.
Near-term role link. Not assumed — they can articulate it. "My job right now is ___, because we're trying to achieve ___."
Strongly Disagree
Strongly Agree
Each player understands how their role connects to our long-term goal — how what they do every day feeds the bigger picture.
Long-term role link. Individual purpose tied to collective destination. This is what turns compliance into commitment.
Strongly Disagree
Strongly Agree
There is no significant role confusion, overlap, or resentment on this team — players are clear on where they stand relative to each other.
When roles are unclear, comparison fills the gap. Clarity about individual contribution removes the ambiguity that breeds tension.
Strongly Disagree
Strongly Agree
Answer all 4 questions to continue.
04
"Who are you?" — Part 2
Trust & Safety
An oriented player should feel: "My coach knows my individual goals and is genuinely invested in me achieving them. And I'm safe to speak up — even when it's uncomfortable."
Rate each statement based on where your team actually is. 1 = strongly disagree, 5 = strongly agree.
I have had a genuine one-on-one listening session with every player — a real conversation where I asked about their individual goals, not just their team role.
Not a pre-season admin meeting. A conversation where the player felt heard as a person. You listened more than you talked.
Strongly Disagree
Strongly Agree
Each player believes I am genuinely invested in them achieving their individual goals — not just what they contribute to my team's results.
Players need to feel the relationship is mutual. "My coach wants me to succeed as a player and a person" — not just "my coach needs me to perform."
Strongly Disagree
Strongly Agree
Players feel genuinely safe to speak up — to raise a concern, disagree with a decision, or share something difficult — without fear of consequences.
Psychological safety isn't about comfort — it's the belief that honesty won't cost you your place. The real test: do players tell you things you don't want to hear?
Strongly Disagree
Strongly Agree
My coaching decisions are consistent and fair enough that players trust the process — even when they disagree with the outcome.
Players don't need to agree with every call. They need to believe the process is honest and that you're aligned with their success, not just your own.
Strongly Disagree
Strongly Agree
Answer all 4 questions to continue.
Stage 1 Assessment · Roster to Team Framework
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/ 80
Stage 1 Orientation Score
"Why am I here?" · 01
Goal Clarity
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0 / 200%
"Why am I here?" · 02
Standards Clarity
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0 / 200%
"Who are you?" · 01
Role Clarity
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0 / 200%
"Who are you?" · 02
Trust & Safety
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0 / 200%
Team development spectrum
Rostered Forming
Challenged Storming
Connected Norming
Elite Performing
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Cluster-level signals
Workshop Exercise
Opening the Conversation
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1
Set the frame (2 min)
Open with: "Every team goes through stages. Right now, we're in Stage 1 — and that's not a problem. It just means there's one thing above everything else we need to get right before anything else will work."
2
The index card test (6 min)
Give every player a card. Without talking, they write answers to three prompts: (1) What is our long-term goal?(2) Name 2–3 near-term goals we're focused on right now.(3) What is your specific role — and how does it connect to those goals? Collect and read aloud anonymously.
3
Let the data land (8 min)
Don't over-explain. Let the variation in answers do the work. Then: "The gaps in those answers are not a reflection of your commitment — they're a reflection of mine. It's my job to make sure every one of you can answer those questions cold. We're going to fix that today."
4
Build clarity together (10 min)
Co-create and post the team's goal statement on the wall. Then make this commitment out loud: every player will have a 1-on-1 listening session with you within two weeks — to hear their individual goals, align on their team role, and make clear that you're invested in both.