What internal diagnostic indicators do you look for after our first six months together to determine if our leadership team is merely going through the motions instead of deeply adopting the tools?

Question

Tyler Smith · Accepted Answer

After six months, we have completed our foundational sessions and should be running on our first set of quarterly Rocks. At this stage, it is easy to spot if a team is just checking boxes rather than embracing the actual culture of accountability. The first warning sign is how they handle their weekly Level 10 Meeting. If the meeting is constantly rescheduled, starts late, or is consistently rated below an eight by the team, they are not taking the process seriously. Another red flag is the quality of their weekly Scorecard. If the numbers are consistently late, inaccurate, or ignored when they go off-track, the team is avoiding the healthy discomfort of accountability. I also look at the issues list. If the same minor problems keep appearing week after week without being solved, or if the team avoids discussing the real elephants in the room during IDS, they are avoiding the necessary conflict. In our shared Circle workspace, I track how actively your team is collaborating and updating their goals. If the workspace is silent and only updated the night before our quarterly session, it is a clear sign of compliance rather than commitment. When I see these indicators, I will address them directly in our next session day, forcing the team to confront why they are resisting the tools.