TeamHealth 5.0
TeamHealth 5.0 updates TeamHealth 4.0 by maintaining its three-layer question structure across five dimensions while adding AI Usage as a new competency. It introduces clearer language, higher maturity standards, and new questions on cross-team collaboration, communication clarity, AI adoption, and technical debt management. The model adapts to different team work types, providing tailored questions and more accurate maturity scoring.
TeamHealth® 5.0 with AI Maturity
Questions Overview & What’s Changed from 4.0
Five dimensions. One clear picture of where your teams are, and what to do next.
AgilityInsights | August 2026
How to Read This Article
This document is a companion to the TeamHealth 5.0 Overview. It walks you through the questions behind the radar and outlines what has changed from 4.0 to 5.0.
It is organized in three parts:
- Part 1: How the questions are organized.
- Part 2: What’s changed from 4.0 to 5.0 (beyond what is in the Overview).
- Part 3: How the model adapts to your team’s way of working.
For the full side-by-side comparison:
Every 4.0 question is shown next to its 5.0 version in the accompanying spreadsheet, with filters by work type and detail on how each metric is calculated.
Open the TeamHealth 5.0 Questions Spreadsheet →
Part 1 | How the Questions Are Organized
The structure is the same as in TeamHealth 4.0. Organized in three layers, so teams can see where they are strong, where they have gaps, and where to focus next.
The Three Layers
- Dimensions (5): The five core areas of team health shown on the radar.
- Sub-dimensions: Themes within each dimension (e.g., Planning, Vision, Roles within Clarity).
- Competencies: The specific practices that get scored. Each question maps to one competency.
Question Distribution Across Dimensions
Counts below show approximate ranges. The exact number a team sees depends on their work type (Software Delivery, Kanban, or Business Operations) since some questions are filtered to match their reality.
| Dimension | Sub-dimensions | Approx. Questions |
|---|---|---|
| Clarity | Vision, Planning, Roles | 7-9 |
| Performance | Confidence, Metrics | 11-13 |
| Foundation | Agility, Technical Excellence, Team Structure | 9-11 |
| Leadership | Management, Product Leadership, Team Facilitator, Technical Lead(s) | 9-11 |
| Culture | Team Dynamics | 5 |
Each team only answers the questions relevant to their work type. The most any team will see is around 48 questions.
What Each Question Looks Like
Every question follows the same structure so teams know what to expect:
- A clear definition of the practice being assessed.
- Four maturity levels (Crawl, Walk, Run, Fly) with descriptions of what each looks like in practice.
- A 1-10 scoring scale mapped to each maturity level so the radar can plot it.
For metric-based questions (cycle time, defect rate, predictability), the document also shows how to calculate the metric and where to find the data (ADO, Jira, ServiceNow, etc.).
Part 2 | What’s Changed from 4.0 to 5.0
The Overview document covers the high-level shifts: clearer language, more accurate maturity levels, higher standards for Run and Fly, and a stronger focus on outcomes. This section covers the specific structural changes you will see in the questions.
Competency Renames
Two competencies were renamed to better reflect what they measure. Scores carry forward.
| 4.0 Name | 5.0 Name | Why |
|---|---|---|
| Monthly | Quarterly / PI Planning | Reflects how teams actually plan today. |
| Creativity & Innovation | Innovation & Problem Solving | Renamed to better reflect what high-performing teams actually do. Problem-solving is a critical skill alongside innovation. |
New Competency
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AI Usage (Foundation > Agility) For the first time, TeamHealth measures how teams adopt and apply AI in their work. Year 1 establishes a baseline. The question covers whether AI tools are used, how consistently, and whether teams measure the impact of AI on their delivery. |
New Questions Added
Four new questions were added across the model based on customer feedback and what high-performing teams are doing differently.
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Cross-Team Collaboration (Clarity > Quarterly / PI Planning) Measures how teams identify, plan for, and resolve dependencies with other teams. Strong cross-team coordination prevents the late-stage handoff failures that derail delivery. |
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Communication Clarity (Clarity > Weekly / Iteration) Measures how visible priorities, blockers, and changes are to the team. Information flow is now a measurable team practice, not an assumption. |
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AI Usage (Foundation > Agility) Measures how teams adopt and apply AI in their day-to-day work. The first version of TeamHealth to formally measure this. Critical given how rapidly AI is changing how teams plan, deliver, and collaborate. |
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Technical Debt (Foundation > Technical Excellence) Adds a team-level view of how technical debt is managed day-to-day. The existing Leadership-level Technical Debt question stays, since both perspectives matter. |
Calibration Updates
Beyond the Run and Fly recalibration covered in the Overview, three specific changes are worth flagging.
Unplanned work is now part of Run for planning competencies
Most teams have unplanned work. For planning competencies (Quarterly / PI Planning, Weekly / Iteration Planning, and Planning & Estimating), Run now expects teams to plan capacity for it when applicable.
- Software and Business teams: Run in those planning competencies requires teams to plan capacity for unplanned work.
- Kanban teams: Calibrated differently. Kanban teams absorb emergent work by design, so Run requires planning as much as possible while staying responsive to emergent requests.
Sustainable Pace now addresses burnout signals more directly
5.0 builds on the 4.0 Sustainable Pace question by explicitly addressing whether team members feel safe raising concerns about workload, and whether those concerns are acted on. Burnout is a leading indicator of performance decline. The model now treats it as one.
AI woven through Fly where it adds genuine value
Fly levels across multiple competencies now reference standard AI tools with examples where they meaningfully accelerate the work: planning, communication, decision-making, knowledge sharing, and refinement.
Part 3 | How the Model Adapts to Your Team
Like 4.0, TeamHealth 5.0 filters questions to match each team’s work type so they answer only what is relevant to their reality. The work type filters and adaptability are unchanged from 4.0.
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Software Delivery 48 questions For teams building software products with iterations or sprints. Includes engineering-specific questions on technical excellence, deployment frequency, Mean Time To Recover (MTTR), and change failure rate. Best fit for: Product engineering teams, application development teams, platform teams. |
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Kanban 47 questions For teams that work in continuous flow rather than fixed iterations. Planning, estimating, and predictability questions are calibrated for flow-based work and emergent requests. Best fit for: Operations teams, support teams, or any team where work arrives continuously and is pulled. |
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Business Operations 46 questions For non-software teams. Engineering-specific metrics are replaced with operational equivalents: time to value, rework percentage, defect ratio, and quality satisfaction. Best fit for: Marketing teams, finance teams, HR teams, business operations teams, or any non-engineering function. |
What This Means in Practice
A team’s radar score is built from the questions that fit how they actually work. This makes the score accurate, meaningful, and comparable over time, even as the team’s practices evolve.
One important note: most teams will initially score lower than they did in TeamHealth 4.0. This is expected. With the higher bar at Run and the new AI Usage competency, scores now reflect true maturity and consistency. It gives teams a clearer signal on where to focus and a more accurate baseline to grow from.
Questions or feedback?
Reach out to Samar Sokolski at samar@agilityinsights.ai or leave comments in the spreadsheet.
View the full questions spreadsheet →
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