Cross-functional performance screen
Establish the performance pattern first.
Before leaders attribute missed outcomes to trust, culture, or team dysfunction, they need a clear view of what the team is, and is not, delivering. The Cross-Functional Performance Pulse™ examines five observable conditions across budget, schedule, specifications, customer expectations, and strategic alignment.
Directional and private by design. This screen organizes reported performance conditions. It is not a validated psychometric assessment, a diagnosis of team dysfunction, a causal finding, a benchmark, or a financial-loss calculation.
The method
Five conditions leaders cannot afford to leave ambiguous
The Pulse creates a concise profile of current cross-functional performance. It helps leaders distinguish isolated delivery concerns from broader patterns that warrant deeper examination.
Budget
Is the work being delivered within the planned financial envelope?
Schedule
Is the team meeting agreed milestones and timing commitments?
Specifications
Are requirements and quality conditions being met consistently?
Customer expectations
Is the work delivering what internal or external customers need?
Strategic alignment
Does the work remain aligned with organizational priorities and goals?
A pathway, not a verdict
The Pulse directs inquiry. It does not diagnose a team or prescribe an intervention. Provisional thresholds, not validated benchmarks.
The five domains are informed by criteria reported by Behnam Tabrizi in a 2015 Harvard Business Review practitioner article on cross-functional teams. The Performance Pulse™ is a proprietary TrustFlow™ tool; it is not a Tabrizi-created or Tabrizi-validated instrument.
Questions executives ask
Frequently asked questions
What does the Performance Pulse measure?
It measures reported performance across five delivery conditions: budget, schedule, specifications, customer expectations, and strategic alignment. Two observable items are rated per domain, producing a directional profile and a recommended next step.
Is this a trust assessment?
No. The Pulse reports delivery conditions only. Trust may become one hypothesis during deeper inquiry, but this tool does not measure or diagnose trust.
Does it diagnose a dysfunctional team?
No. The result is a directional signal about reported performance conditions, not a validated dysfunction classification or a diagnosis.
Are ten questions enough?
Ten items are enough for a first executive screen because each rating covers an observable condition rather than an attitude. The Pulse directs inquiry; deeper examination happens in the Friction Scan, burden estimation, or an Executive Conversation.
Can several executives complete it?
Yes. Each leader may complete the Pulse separately and compare profiles. Divergent ratings are useful evidence for a follow-on Executive Conversation.
Is it based on Tabrizi's research?
The five domains are informed by criteria reported by Behnam Tabrizi in a 2015 Harvard Business Review practitioner article on cross-functional teams. The Performance Pulse™ is a proprietary TrustFlow™ tool; it is not a Tabrizi-created or Tabrizi-validated instrument.
Is the information private?
Yes. Responses stay in this browser session. No account is required and nothing is transmitted in the prototype.
Rate both items before continuing.
Directional performance profile
Interpretation boundary. The Cross-Functional Performance Pulse™ is a research-informed executive screening prototype. It identifies reported performance patterns across five delivery conditions. It is not a validated psychometric assessment, a diagnosis of team dysfunction, a causal finding, a benchmark, or a financial-loss calculation.
The shape of performance
Five-domain profile
All five domains, ordered by concern
Review all ten item ratings
Version 0.1 uses provisional design thresholds. Results are directional and are not validated benchmarks or population norms.