Team Report Sample | FIVE LENS EnneagramWhat's inside the FIVE LENS Team Report | FIVE LENS People Development
FIVE LENS ENNEAGRAM

Five Lens People Development · Team Report · Preview

One mark on the scale. Nine people behind it.

The Team Report reads a whole team through the same five lenses used for an individual, then adds three chapters that only make sense for a group. Every reading is an average — so the report always shows you the spread underneath it. Every member of the team gets the same copy.

The red T is the team's position. It's the first thing people look at, and on its own it's the least useful number in the report.

  • Team Report
  • Everyone in the team gets a copy
  • 11 pages
  • 5 lenses + 3 team chapters

01 — The one skill you need

The average hides the argument

These two teams have the same score on the same scale. The T sits in exactly the same place. They are not the same team. Switch between them.

LowHigh
T
● one team member▼ team score
  • Very high = 0
  • High = 2
  • Mid-range = 6
  • Low = 1
  • Very low = 0
An aligned team

Everyone sits near the middle. The team score is a fair description of almost every person in the room, so a conversation about this factor will feel recognisable to the whole group — and any change has to be made by all of them together.

  • iThe report prints the spread as well as the score — how many members sit very high, high, mid-range, low and very low on each factor.
  • iiA middling team score is often two camps, not a consensus. That's usually where the friction in a team already lives.
  • iiiNo individual is named. The report describes the group, and members recognise themselves in it if they choose to.

02 — What's in it

Eight readings on the team as a whole

The first five are the individual lenses, read collectively. The last three exist only in the team report.

  1. 01

    Team Mastery

    What is this group good at, and what does it avoid?

    Six factors read across everyone, then reduced to three things worth acting on: the team's strongest factor, its weakest, and the runner-up. Each comes with the spread behind it, so you can see whether the finding is the whole group or a vocal few.
  2. 02

    Team Emotional Resilience

    How much pressure can this group absorb?

    One reading on how well the team recovers from setbacks, and what follows from it — how much stress to put on people, how much supportive leadership will be needed, and whether the resilient members can carry the others.
  3. 03

    The team's primary social drive

    What is this group quietly protecting?

    Whether the team is mostly focused on being safe, on belonging, on being recognised, or on contributing beyond itself. The dominant drive explains a lot of group behaviour that otherwise looks like personality clashes.
  4. 04

    The team's primary energy centre

    Does this group think, feel, or act first?

    A group that leans hard on one centre has a predictable strength and a predictable failure. A thinking-heavy team analyses well and stalls under time pressure; the report says so plainly, in both directions.
  5. 05

    Team Enneagram styles

    Which patterns are over-represented here?

    The style the team has most of, the one backing it up, and the one it has least of. The missing style is usually the most useful finding — it's the perspective nobody in the room is bringing.
  6. 06

    How the team moves around people

    Push, comply, or withdraw?

    Under pressure, people move in one of three directions. This chapter shows how the team splits across the three, with counts. A team with six assertive members and two who withdraw has a meeting problem it can now name.
  7. 07

    Social direction

    How outward-facing is this group?

    Where the team sits between extroverted and introverted, and the practical consequences for how you run meetings — agendas in advance, time to think, and making sure the quiet half is actually heard.
  8. 08

    Team and leader side by side

    Where does the leader differ from the team?

    A chart of all nine styles with the team's profile in colour and the leader's laid over it in grey. The gaps between the two are the conversation. The leader receives a separate report that works through them in detail.

03 — What a page looks like

Every page is built the same way

Reading on the left, consequences in the middle, context and questions in the teal panel. The written feedback is held back here — that part belongs in your team's own report.

FIVE LENSTeam Report
Lens 4: Team's Primary Energy CentreDoes this group think, feel, or act first?

The team's reading

T
Weak
  • Acts on impulse
  • Rigid beliefs
  • False confidence
Strong
  • Acts on analysis
  • Broad perspective
  • Possible self-doubt

Very high = 4   High = 2   Mid = 1   Low = 2   Score = 49

The score, and the count of members sitting in each band beneath it.

What this could mean to the team

Three or four consequences, written for the group rather than for an individual — how this shows up in decisions, meetings and relationships.

Insights

Reflections

Context, then questions for the workshop.

04 — Before you circulate it

Three things worth saying up front

  • Nobody is named

    The report describes the group. Individual results stay in individual reports, and no member is identified as the high or low score on any scale.

  • It has a lock date

    The team profile is built from whoever had completed the questionnaire on the lock date. Change the membership and you change the profile.

  • It's workshop material

    Handing it out cold rarely lands. It's written to be worked through together with a certified practitioner, ending in agreed actions.

05 — How it runs

From questionnaire to agreed actions

  1. Everyone completes the questionnaire

    Online, about twenty minutes each. The team profile is only as good as its coverage, so partial completion weakens every reading in the report.

  2. The team is locked

    On the lock date the membership is fixed and the profile is calculated from it. That date is printed on the cover so you always know which version of the team you're reading.

  3. Reports are issued

    Every member receives the Team Report. The leader also receives a separate Team Leader Report comparing their own profile against the group's.

  4. The team works through it together

    A Team Discovery Day or the longer Team Performance Process, run by a certified practitioner. This is where the spread behind each score gets discussed rather than politely ignored.

  5. You leave with actions and owners

    Specific commitments with names attached, not a general resolution to communicate better. Additional skills modules can follow where a particular gap needs work.

Thinking about running this with your team?

A certified practitioner can talk through team size, timing and which process fits — a single discovery day or a programme over several months.

Book a conversationSee the Team Leader Report

This page is an illustrative preview. Scale positions, distributions and page content shown here are for demonstration only and are not drawn from any real team. The Five Lens Questionnaire, the Team Report and its interpretive content are the property of FIVE LENS People Development (Pty) Ltd, part of Ennea International Group. © FIVE LENS People Development.