Leadership Team Composition Analyzer

Building Balanced Leadership Teams

Step 1: Current Team Assessment

Team Member Mapping

| Team Member | Primary Style | Secondary Style | Key Strengths | Potential Blind Spots | |-------------|---------------|-----------------|---------------|---------------------| | [Name] | [Style] | [Style] | [List 2-3] | [List 1-2] | | [Name] | [Style] | [Style] | [List 2-3] | [List 1-2] | | [Name] | [Style] | [Style] | [List 2-3] | [List 1-2] |

Step 2: Style Distribution Analysis

Current Team Composition:

☐ Visionary Leader: _____ team members
☐ Servant Leader: _____ team members
☐ Democratic Leader: _____ team members
☐ Strategic Leader: _____ team members
☐ Transformational Leader: _____ team members
☐ Authentic Leader: _____ team members
☐ Adaptive Leader: _____ team members
☐ Results-Driven Leader: _____ team members

Step 3: Gap Analysis & Optimization

Essential Team Functions Coverage:

| Function | Required Style(s) | Current Coverage | Gap Level | |----------|------------------|------------------|-----------| | Vision Setting | Visionary, Transformational | Strong/Moderate/Weak | High/Medium/Low | | People Development | Servant, Authentic | Strong/Moderate/Weak | High/Medium/Low | | Stakeholder Engagement | Democratic, Authentic | Strong/Moderate/Weak | High/Medium/Low | | Strategic Planning | Strategic, Visionary | Strong/Moderate/Weak | High/Medium/Low | | Change Management | Transformational, Adaptive | Strong/Moderate/Weak | High/Medium/Low | | Culture Building | Authentic, Servant | Strong/Moderate/Weak | High/Medium/Low | | Crisis Navigation | Adaptive, Results-Driven | Strong/Moderate/Weak | High/Medium/Low | | Execution Excellence | Results-Driven, Strategic | Strong/Moderate/Weak | High/Medium/Low |

Ideal Team Composition Guidelines:

For Small Teams (3-5 members):

• Must have: Strategic, Results-Driven, one People-focused (Servant/Authentic)
• Ideal additions: Visionary or Transformational, Adaptive

For Medium Teams (6-8 members):

• Must have: All essential functions covered
• Balance: 60% Task-focused, 40% People-focused
• Include: At least one each of Visionary, Strategic, Servant, Results-Driven

For Large Teams (9+ members):

• Full representation across all eight styles
• Multiple representatives for critical functions
• Consider sub-team specialization

Step 4: Recruitment & Development Priorities

Immediate Needs (High Priority Gaps):

1. ---

2. ---

3. ---

Development Opportunities (Existing Team Members):

• [Name] could develop _____________ skills to add _____________ capabilities
• [Name] could develop _____________ skills to add _____________ capabilities
• [Name] could develop _____________ skills to add _____________ capabilities

Recruitment Targets:

• Primary need: _________________ leadership style
• Secondary need: _________________ leadership style
• Future pipeline: _________________ leadership style

Team Optimization Action Plan

30-Day Actions:

• [ ] Complete team assessment with all members
• [ ] Identify top 2 development priorities
• [ ] Begin recruitment process for critical gaps
• [ ] Start development planning for existing team members

90-Day Goals:

• [ ] Implement development programs for existing team
• [ ] Complete recruitment for most critical gap
• [ ] Establish team function coverage for all essential areas
• [ ] Create ongoing team composition monitoring process

Success Metrics:

• Function Coverage: All essential functions rated "Strong" or "Moderate"
• Team Balance: Appropriate distribution across task/people focus
• Development Progress: Individual team members showing growth in target areas
• Team Performance: Improved collaboration and reduced blind spots

Ongoing Team Assessment

Quarterly Review Questions:

1. How has our team composition changed?
2. What new gaps have emerged based on organizational needs?
3. How effective are our development efforts?
4. What adjustments do we need to make to our composition strategy?

Annual Team Evolution Planning:

• Anticipated organizational changes: ________________________
• Required team capability evolution: _________________________
• Long-term development priorities: ____________________________
• Succession planning needs: _________________________________

---

This analyzer helps leaders build well-rounded teams by ensuring all essential leadership functions are covered while maintaining appropriate balance across different leadership styles.