Workplace diagnostic for SME leaders
You know something's off.
Now find out exactly what.
A 15–20 minute team survey that identifies precisely where performance is leaking — and gives your leader a clear, practical plan to fix it.
Other tools tell you how your people feel. We tell you exactly what to do about it.
The challenge every leader faces
Your team's performance is the sum of things
you can't always see
Culture, capability, motivation, systems — they're all connected. And when something's off, it's rarely obvious where to look first.
Flying blind
Running on gut feel
Most leaders know something's wrong before they can name it. Without a clear picture of what's happening across the team, you end up focusing on the wrong things — or nothing at all.
Generic answers
Surveys that don't tell you what to do
HR tools tell you how people feel — not what to fix. Sentiment scores don't translate into actions you can take on Monday morning. You get a number. Not a direction.
Enterprise or nothing
Built for big teams with big budgets
The best diagnostic tools are designed for HR departments and six-figure budgets. Most SME leaders have neither. Until now, there's been nothing built for teams like yours.
How it works
Three steps. One clear direction.
From survey to action plan in days, not months.
Your team takes a short survey
Team members answer questions across six dimensions of team effectiveness — from how well your systems support them, to how connected they feel to the organisation's purpose. Takes 15–20 minutes. Anonymous. Works for teams of 5 to 50.
Your team report is generated instantly
Your team is mapped to one of 12 archetypes — a clear, recognisable profile of where you're strong and where performance is being lost. Scored across every dimension, with zero interpretation required. Delivered the moment the survey closes.
Three priorities. A real plan.
Your report identifies the three highest-impact areas to focus on, with specific, practical activities you can run with your team this month. Not vague recommendations — real next steps you can act on without a consultant.
The framework
Two lenses. One complete picture.
The workplace built around your people — and the people themselves.
01
Enabling Systems
The structures, processes and tools that help people do their best work without friction.
When this is broken: people waste time on workarounds and nobody knows whose job it is.
04
Capabilities
Whether individuals have the skills and confidence to do the work they're being asked to do.
When this is broken: good people underperform and nobody can explain why.
02
Rhythms & Rituals
The team cadences and communication habits that build connection and accountability.
When this is broken: meetings feel pointless and the same issues keep resurfacing.
05
Leadership Mindset
The mindset each person brings to leading self and others — openness, ownership, growth.
When this is broken: people wait to be told what to do instead of owning their work.
03
Deliberately Developmental
How the organisation grows its people — visible pathways, feedback culture, investment in learning.
When this is broken: your best people leave because they can't see a future.
06
Intrinsic Motivation
Each person's understanding of how their role connects to the organisation's deeper purpose.
When this is broken: people do the job but don't care about the outcome.
12 archetypes. One is yours.
A clear, recognisable profile of where you stand
After two years of testing across real teams, we've identified twelve distinct team profiles. Each one has its own strengths, its own blindspots, and a clear evidence-based path forward.
You don't get a score. You get a profile that describes your team so accurately, most leaders read it and say “that's exactly us.”
Thriving
The Impact Architect
High performance across the board. The challenge is sustaining it without burning people out as you scale.
Resilient
The Expert Incubator
Brilliant, motivated people held back by weak systems and unclear structures. The talent is there. The scaffolding isn't.
Structural
The Well-Built Machine
Strong environment, solid processes — but people aren't yet fully flourishing inside them. The system works. The spark is missing.
Developing
The Hidden Talent
Real potential on both sides of the ledger. The environment and the people need attention — but the foundation to build on is there.
+ 8 more archetypes — yours is revealed when your team takes the survey
Case study
Pharmaceutical Advisory · 22 people
“My senior people thought everything was fine. My junior people were walking on eggshells. The report showed me both at once.”
Twenty years of growth. Then it accelerated.
The firm had been built carefully over two decades. Then, in the last four years, it accelerated. Six people became twenty-two. The work was stronger than ever — but the way the firm ran hadn't kept pace with the firm it had become.
Senior leaders said things were “pretty well.” Two high-performing analysts had left in the same year. The firm's director knew something wasn't right — he just couldn't see where to look.
“I kept getting reassurance from the people closest to me. But the people further down weren't having the same experience.”
The Nimble Index Diagnostic was run across all 22 team members. Results arrived within 24 hours. The team mapped to The Expert Incubator — brilliant people, held back by weak structures.
But the real story was the seniority split. Senior partners rated systems near average. Analysts rated the same dimensions near the bottom. And when the director completed his own assessment, he rated himself lower on capabilities than his team rated themselves.
“That was the moment I stopped defending the status quo. I could see what needed to change. I just needed to admit I couldn't build it alone.”
What changed.
Over three months, Simple Nimble worked with the director and his leadership team on a ground-up redesign — not a top-down reorganisation, but a practical clarification of how work flowed, who was responsible for what, and what growth looked like at each level.
- A defined organisational structure with clear reporting lines — for the first time in the firm's history
- Role clarity documentation co-created with each team member, not handed down from above
- Consistent team rhythms — weekly standups, monthly all-hands, quarterly reviews
- A visible development pathway for analysts with a clear line of sight to progression
“We stopped assuming people knew what was expected of them. We wrote it down. That sounds basic. It wasn't.”
Six months in.
The org redesign has been implemented. People are asking different questions now.
“They're asking ‘how do I get to the next level’ instead of ‘is there a next level.’ That's a different conversation.”
Re-survey scheduled at 12 months.
Pricing
Simple. Transparent. No surprises.
No HR department required. No contracts. No hidden fees.
One time
Diagnostic
A complete team picture, right now
one-time · up to 20 people · +GST
- ✓Full team survey — up to 20 respondents
- ✓Archetype report with dimension scoring
- ✓Three priority recommendations
- ✓Activity previews for each priority area
- ✓Online report access for 12 months
Annual subscription
Annual System
Diagnose, act, and track progress
per year · up to 20 people · +GST
- ✓Everything in Diagnostic
- ✓Full Team Playbook — 40+ practical activities
- ✓Implementation tracking & reminders
- ✓Progress notes and team history
- ✓Fresh survey each year you renew
Not ready to commit the whole team yet? Complete the survey solo and get your own personal report — see exactly what the Nimble Index reveals before you spend a cent.
Try it yourself, free →Common questions
Things people ask before they buy
How is this different from an engagement survey?
Engagement surveys measure how people feel. The Nimble Index tells you what to do about it. You don't get a satisfaction score — you get a team profile, three specific priorities, and a linked library of activities you can run immediately. The output is a plan, not a report you file away.
My team is already survey-fatigued. Will they actually do this?
The survey takes 15–20 minutes and is purpose-built to feel different from corporate HR tools. It asks meaningful questions about real things — how work flows, how feedback happens, what people feel about their future here. Most teams complete it at 85–100% response rates because people actually want to be heard.
What if the results reveal something uncomfortable?
That's exactly the point. The report is designed for leaders who are ready to act, not leaders who want reassurance. If your results surface something difficult, you'll have the context to understand it and a clear starting point for what to do first. Most leaders tell us the diagnosis alone changes how they lead.
Do I need a consultant to make sense of the results?
No. The report is written for leaders, not HR professionals. Your archetype, dimension scores, three priorities, and activity recommendations are all plain-language and ready to act on. If you want to go deeper, Simple Nimble consulting engagements are available — but they're optional, not required.