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Take a (real or realistic) team that's struggling and produce a diagnosis + improvement plan. Include: (1) a TEAM-HEALTH read using psychological safety, motivation (Pink's autonomy/mastery/purpose), and Tuckman's stage; (2) a DELIVERY/metrics read using the DORA four keys (deployment frequency, lead time, change failure rate, time to restore) — interpreted correctly as throughput + stability, and explicitly NOT using lines-of-code or individual output as a performance metric; (3) a root-cause analysis of the top 2-3 systemic bottlenecks; and (4) a concrete plan (process, coaching, unblocking, tech-debt trade-offs) with how you'd measure improvement WITHOUT surveilling individuals. Distinguish what's a people problem vs a process/system problem.
DORA keys used + interpreted correctly (throughput vs stability); team health assessed via real frameworks; root causes are systemic, not blame.
Explicitly avoids LoC/individual-output-as-performance; uses metrics to fix bottlenecks, not rank/surveil people (SPACE mindset).
Concrete, prioritized interventions tied to the root causes, with a way to measure improvement.
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# A team health & delivery diagnosis ## Goal Take a (real or realistic) team that's struggling and produce a diagnosis + improvement plan. Include: (1) a TEAM-HEALTH read using psychological safety, motivation (Pink's autonomy/mastery/purpose), and Tuckman's stage; (2) a DELIVERY/metrics read using the DORA four keys (deployment frequency, lead time, change failure rate, time to restore) — interpreted correctly as throughput + stability, and explicitly NOT using lines-of-code or individual output as a performance metric; (3) a root-cause analysis of the top 2-3 systemic bottlenecks; and (4) a concrete plan (process, coaching, unblocking, tech-debt trade-offs) with how you'd measure improvement WITHOUT surveilling individuals. Distinguish what's a people problem vs a process/system problem. ## Acceptance criteria - [ ] Diagnosis rigor: DORA keys used + interpreted correctly (throughput vs stability); team health assessed via real frameworks; root causes are systemic, not blame. - [ ] Metrics ethics: Explicitly avoids LoC/individual-output-as-performance; uses metrics to fix bottlenecks, not rank/surveil people (SPACE mindset). - [ ] Action plan: Concrete, prioritized interventions tied to the root causes, with a way to measure improvement. ## Verification - [ ] Document installation and run commands. - [ ] Record automated checks and their exact commands. - [ ] Add representative output, screenshots, or a short demo where useful. - [ ] Confirm failure paths and known constraints. ## Decision log ### Decision title - Context: - Choice: - Alternatives considered: - Tradeoffs: ## Evidence - Link each rubric criterion to the file, test, or artifact that demonstrates it. ## Known limitations - List what is intentionally out of scope and what should be improved next.