Team Intelligence
Team Intelligence shows you how your team works together. It goes beyond who’s on the team, showing how behavioural patterns combine to create dynamics, strengths, and gaps. It requires 3+ completed profiles to activate.
The Intelligence Page
Section titled “The Intelligence Page”The Team Intelligence page has three main parts:
- Narrative summary: A prose description of your team’s dynamics, risks, and recommended actions
- Lens visualisation: Two views into your team’s composition and dynamics
- Scenario palette: “What if” simulations for adding, removing, or replacing people
Switching Lenses
Section titled “Switching Lenses”Two tabs at the top-right of the narrative card switch between views:
| Lens | What it shows |
|---|---|
| Composition | Your team’s behavioural shape, showing how impact is distributed across 10 markers |
| Dynamics | How people position relative to each other, including influence, style, and working relationships |
Narrative Summary
Section titled “Narrative Summary”The narrative card at the top of the page combines your team’s intelligence into a written summary.
Structure:
- Headline: A one-line characterisation of your team
- Context: How the team operates, what drives it, what to watch for
- Risk factors: Specific warnings (sole providers, single bridges, concentration risks) shown as an expandable badge
- Actions: Recommended next steps with confidence indicators (Strong fit, Good fit, Possible fit)
An urgency badge indicates how time-sensitive the insight is:
| Level | Meaning |
|---|---|
| Monitor | Worth watching, no immediate action needed |
| Act soon | Should be addressed in the near term |
| Urgent | Needs attention now |
The narrative updates immediately when team membership changes, assessments complete, or you run a scenario.
Types of Insights
Section titled “Types of Insights”The system detects patterns across several categories:
| Category | Examples |
|---|---|
| Capability risks | Sole providers of a key capability, critical gap warnings |
| Influence patterns | Bridges connecting subgroups, clusters forming, central figures |
| Trajectory shifts | Team converging or diverging, strengthening or fragmenting |
| Stretch warnings | Individual stretch increasing, team with too many stretched members |
| Team strengths | Healthy balance, strong dynamics, well-distributed influence |
Insight Quality
Section titled “Insight Quality”Click the gauge icon to see how reliable the current insights are:
| Level | Meaning |
|---|---|
| High | 60%+ completion. Reliable for decisions |
| Moderate | 30-59%. Use with awareness of gaps |
| Limited | Below 30%. Likely an incomplete picture |
The more profiles your team completes, the more accurate the insights become.
Composition Lens
Section titled “Composition Lens”The Composition lens shows your team’s collective behavioural fingerprint: a line chart plotting your team’s position across all 10 markers.
Reading the Chart
Section titled “Reading the Chart”The vertical axis runs from Light (bottom) to Strong (top). Each marker is plotted along the horizontal axis.
Four layers build the picture:
| Layer | Visual | What it shows |
|---|---|---|
| Behavioural Spread | Outer lines | The full range from your lowest to highest scorer on each marker |
| Coherence Zone | Shaded band | The typical range around the team average, where roughly 68% of your team clusters |
| Team Centre | Solid line | Your team’s current average position, the centre of how your team operates |
| Optimal Target | Dashed line | Where your team should aim given its unique composition |
What to Look For
Section titled “What to Look For”The shape of your Team Centre line is your team’s characteristic signature. Peaks indicate collective strengths; valleys suggest gaps.
Coherence Zone width tells you about alignment on each marker:
- Narrow: Strong alignment; team members approach this similarly
- Wide: Behavioural diversity; can mean adaptability or potential friction
The gap between Team Centre and Optimal Target is your adaptation opportunity:
| Gap | Meaning |
|---|---|
| Under 3 points | Already near optimal. Maintain current dynamics |
| 3-8 points | Moderate opportunity. Consider targeted improvements |
| 8+ points | Meaningful room for growth. Prioritise through hiring, coaching, or role reassignment |
How the Optimal Target is Calculated
Section titled “How the Optimal Target is Calculated”The Optimal Target is calculated specifically for your team. It takes into account your current composition, where gaps exist, how influence is distributed, and your team’s size. It’s not a generic benchmark. It adapts as your team changes.
Dominant and Gap Markers
Section titled “Dominant and Gap Markers”- Dominant markers (typically 60+) represent collective capabilities. Leverage them.
- Gap markers (typically under 40) represent potential blind spots. Decide if they matter for your team’s work, then consider filling them through hiring or development.
Marker Detail
Section titled “Marker Detail”Click any marker to open a detail card showing:
- Top contributors: Who carries this capability on your team
- Potential backups: Who could develop into this area
- Bimodal flag: If the team splits into two distinct clusters on this marker (e.g., half the team scores high and half low), it’s flagged so you can investigate
Dynamics Lens
Section titled “Dynamics Lens”The Dynamics lens shows a 2D field where each team member is positioned as a circle. It reveals influence patterns, working styles, and how people relate to each other.
Reading the Field
Section titled “Reading the Field”Circle size = influence. Larger circles have more influence on team decisions and direction.
Circle colour = style. Each person’s colour reflects their influence style. Hover any person to see their influence style, position label, and an engage hint, which is a specific situation where they’re valuable (e.g., “Engage for detail review before launch”). If the Relationships view shifts their position from their natural one, you’ll also see a movement insight explaining why.
Position is determined by the selected view mode (Behaviour or Relationships).
Four quadrants frame the space:
| Position | Character |
|---|---|
| Top-left | Consistency and Cohesion |
| Top-right | Flexibility and Connection |
| Bottom-left | Depth and Reliability |
| Bottom-right | Agility and Independence |
A Team Centre marker shows where your team gravitates as a whole. Hover it to see:
- Team character: How your team tends to operate and the implications (e.g., “Your team leans collaborative and adaptable, which is good for innovation, though urgent decisions may take longer”)
- Decision insight: How decisions typically flow (e.g., “A few people shape most decisions”)
- Structure: Your team’s topology and who connects subgroups
The topology describes how influence is distributed:
| Topology | What it means |
|---|---|
| Aligned | Team operates as one cohesive unit |
| Connected clusters | Influence spread across multiple linked groups |
| Two groups | Two dominant clusters or subgroups |
| Multiple groups | Three or more distinct subgroups |
| One core | One dominant centre with peripheral members |
| Siloed | Disconnected subgroups with weak links between them |
Behaviour vs Relationships
Section titled “Behaviour vs Relationships”A toggle at the top of the visualisation switches between two modes:
| Mode | What it positions by |
|---|---|
| Behaviour | Where people sit based on their behavioural profiles (natural working style) |
| Relationships | Where people sit based on interaction patterns (how they connect and collaborate) |
Switch between them to see different dimensions of your team’s dynamics.
Position Labels
Section titled “Position Labels”Each person’s position in the field is classified:
| Label | What it means |
|---|---|
| Core influencer | High integration and high intensity. Central to how the team operates |
| Established | Well-integrated with moderate intensity. A stable presence |
| Rising influence | High intensity but still integrating. Growing in impact |
| Emerging | Lower integration and intensity. Newer or more peripheral |
Opportunities
Section titled “Opportunities”An icon button (dashed circle with +) toggles opportunity zones on the field. These zones highlight areas of your team’s behavioural space with thin or missing coverage.
Zones are prioritised, and not all are equally important. Each zone suggests an action:
- Hire: Bring in someone new with this behavioural profile
- Grow: Develop an existing team member into this area
- Transfer: Move someone from another team who already fits
Opportunities are only available in Behaviour mode. In Relationships mode, you’ll see a prompt to switch.
Stretched Members
Section titled “Stretched Members”Team members on multiple teams may be stretched. Protu calculates a stretch factor based on team count, influence positions, bridge status, and whether stretch is increasing over time.
| Level | What it means |
|---|---|
| Normal | Manageable load across teams |
| Moderate | Noticeable split attention. Monitor workload |
| High | Significant multi-team demands. Consider reducing commitments |
| Critical | At risk of burnout or becoming a bottleneck. Action needed |
The narrative flags stretch warnings proactively, including when a team has too many stretched members or when an individual’s stretch is worsening.
Timeline & Trajectory
Section titled “Timeline & Trajectory”Both lenses support a timeline overlay that reveals how your team has evolved, not just where it is now, but where it’s heading.
Toggle it with the timeline icon button in the visualisation header.
What You See
Section titled “What You See”- In Composition: A ghost line appears showing where your Team Centre was in a previous period (labelled e.g. “30d ago”). Hover markers to see trend direction.
- In Dynamics: Ghost positions show where people were previously, revealing how relationships and influence have shifted.
Trajectory
Section titled “Trajectory”Trajectory tracks your team’s direction of change over time:
| Signal | What it means |
|---|---|
| Converging | Team members are becoming more aligned, and patterns are tightening |
| Diverging | Team members are becoming more varied, and patterns are spreading |
| Strengthening | Collective capability is growing in key markers |
| Fragmenting | Subgroups are forming or deepening |
The system also detects events (when someone joins or leaves) and shows the impact on the team’s trajectory. This helps you understand not just that things changed, but why.
Trajectory data builds over time. New teams won’t have it immediately, but you’ll start seeing trends after a few weeks of stable membership.
Scenario Palette
Section titled “Scenario Palette”At the bottom of the page, three labels (View, Add, and Remove) let you switch between scenario modes. Click a label or press its shortcut (V, A, R) to select a mode, then press K to open the full scenario palette. This lets you simulate team changes before making them.
| Mode | What it does |
|---|---|
| Add | ”What if this person joins?” Select a candidate or employee to see their impact |
| Remove | ”What if this person leaves?” Select a team member to see what changes |
| Replace | ”What if we swap person A for person B?” Shows what you lose, what you gain, the net change, and a swap verdict |
| View | Browse current team members and their contributions |
What the Palette Shows
Section titled “What the Palette Shows”Depending on the mode, you’ll see different sections:
- Recommended: People who would best address your team’s gaps, with fit indicators (Strong fit, Good fit)
- Linked to this team: Candidates from roles connected to this team
- Recently viewed: Your last comparisons for quick access
- Team members: Current team members (in view/remove mode)
- Candidates / Employees: Available people to add
Risk Indicators (Remove Mode)
Section titled “Risk Indicators (Remove Mode)”When simulating removals, the palette flags risk with severity badges:
| Badge | Meaning |
|---|---|
| High risk | Removing this person would significantly disrupt the team |
| Sole provider | They’re the only strong source of a key capability |
| Creates gap | Their removal opens a critical behavioural gap |
| Key connector | They shape team energy and direction |
| Bridge role | They connect different parts of the team, and removing them could create silos |
| Medium risk | Noticeable impact, but the team can adapt |
Saved Scenarios
Section titled “Saved Scenarios”Save scenarios you want to revisit. Access saved scenarios from the button in the narrative card header.
Sharing Scenarios
Section titled “Sharing Scenarios”Copy a link to any scenario to share it with colleagues. The link opens the Team Intelligence page with the same scenario, lens, and timeline state, so everyone sees the same view.
Bridge Employees
Section titled “Bridge Employees”Bridges (or connectors) are team members who also belong to other teams.
Why Bridges Matter
Section titled “Why Bridges Matter”- They carry information between teams
- They spot cross-team issues early
- They create coordination the org chart misses
Connectivity Tiers
Section titled “Connectivity Tiers”Protu classifies each bridge by how broadly they connect your organisation:
| Tier | Meaning |
|---|---|
| Matrix | Connected to 80%+ of the organisation’s teams |
| Hub | Connected to 60-79% of teams |
| Strong | Connected to 50-59% of teams |
| Limited | Fewer connections; may be isolated |
Single bridge warnings. If one person is your only connection to other teams, that’s a risk. The narrative will flag this.
Team Stability
Section titled “Team Stability”The stability assessment indicates your team’s resilience to departures.
What It Measures
Section titled “What It Measures”| Factor | What it measures |
|---|---|
| Connectors | Members who bridge different behavioural subgroups. Their departure disrupts dynamics |
| Sole providers | Members who are the only strong source of a capability (65+ on a marker where no one else scores above 50) |
Stability Levels
Section titled “Stability Levels”| Level | Meaning | Action |
|---|---|---|
| High | Multiple connectors, no sole providers | Maintain |
| Medium | Limited connectors or some sole providers | Develop backup coverage |
| Low | Single connector or critical sole providers | Prioritise redundancy |
Acting on Insights
Section titled “Acting on Insights”Team Intelligence highlights opportunities. Here’s how to turn them into action.
Close the Gap
Section titled “Close the Gap”Focus on markers where Team Centre diverges most from Optimal Target. The narrative highlights your top opportunities.
Hire to Target
Section titled “Hire to Target”When adding team members, open the scenario palette and check Recommended. The system shows people who best address your gaps, with fit confidence indicators.
Leverage Bridges
Section titled “Leverage Bridges”Give bridge members coordination responsibilities. Watch their workload, as connectors often get overloaded.
Monitor Coherence
Section titled “Monitor Coherence”Wide coherence zones on gap markers may need attention. Narrow zones on strength markers indicate shared capability.
Getting the Best Results
Section titled “Getting the Best Results”Team Intelligence analyses behavioural patterns across your team and synthesises them into actionable insight. A few things are worth keeping in mind to get the most from it.
What it’s designed to do
Section titled “What it’s designed to do”Protu measures how people work, not how well they perform. This is intentional. Working style is consistent, observable, and actionable. It tells you things like who bridges groups, where capabilities concentrate, and what happens to your team’s dynamics when someone joins or leaves. These are patterns that traditional tools miss entirely.
The intelligence is there to surface what you can’t see on your own and give you context for better decisions. It doesn’t make those decisions for you, and that’s by design. The people closest to the situation are always best placed to act.
When to pay extra attention
Section titled “When to pay extra attention”- Small teams (3-4 people): Each new member shifts the picture noticeably. Revisit insights after changes settle.
- Below 60% completion: The analysis works with what it has, but gaps in completion mean gaps in the picture. The insight quality gauge shows you where you stand.
- Teams in transition: If people are joining and leaving frequently, patterns may not have stabilised yet. Give it a few weeks of stable membership before drawing conclusions.
Analysis deepens as more of your team completes their assessments. A team with full completion gives you a significantly richer and more reliable view than one at the threshold.
Keyboard Shortcuts
Section titled “Keyboard Shortcuts”| Shortcut | Action |
|---|---|
V | View mode |
A | Add mode |
R | Remove mode |
K | Open scenario palette |
T | Toggle timeline overlay |
↑ ↓ | Navigate palette options |
Enter | Select person |
Escape | Close palette or clear scenario |