Give Feedback
Review your team’s service delivery—does it clearly meet the priorities your department expects?
Ask one stakeholder why they value your team’s work—note the most relevant benefit they mention.
Compare your top-performing process to the weakest—what differentiator matters most for results?
Identify one client request that keeps recurring—does it show a mismatch with your process?
Write in one sentence: Which tasks are outside your team’s scope—and why?
Search for recent reviews of similar teams—what are others praised or criticized for, and how do you compare?
When did your team deliver work that felt like a perfect fit? What made that project run so well?
What assumptions have you made about your team’s capacity—and are they still accurate?
How often do you hear that your team’s work is “exactly right”? If rarely, why might that be?
Do you build processes based on team input or your own vision? How balanced is that?
What feedback do you tend to dismiss—could it point to deeper team alignment issues?
When has trying to satisfy everyone weakened the core value your team offers?
Interview three internal clients about what challenge they faced and how well your team delivered support.
Create a team persona using actual feedback—not guesses—from recent colleagues or stakeholders.
Map the full stakeholder journey—from request to delivery—and highlight where friction appears.
Test one deliverable with a non-typical client to learn where your team’s value has limits.
Run a mini-poll: what would make stakeholders recommend your team more confidently?
Pilot a small tweak in process delivery and measure how stakeholders respond.
Ask an internal client: “When you describe our team’s work, what do you say we do best?”
Present your team’s pitch to someone unfamiliar and ask what feels unclear.
Share two versions of your team’s message and ask which feels most relevant.
Ask client-facing peers: “What objections do you hear most often, and why?”
Invite a trusted partner to review your messaging for clarity and relevance.
Ask a client to finish: “Your service would be perfect if only it also…”
Shift from “we cover many tasks” to “we solve one core need for the business really well.”
Reframe weak adoption as “a cue to listen closer” rather than “a failure in delivery.”
Instead of “our team fits everywhere,” say “we’re perfect for this audience and role.”
View lost clients not as rejection but as guidance on misfit or misalignment.
Replace “we need more features” with “we need more value at the right moments.”
Replace “it’s good enough” with “is it compelling for the right audience right now?”
Notice how stakeholders describe your team’s value—does it match how you present it?
Track which clients keep returning—what do loyal ones have in common?
Watch how clients engage in review sessions—where do they lose focus or lean in?
Monitor which client issues reveal mismatches with your team’s value.
Observe what competing teams emphasize—are you missing part of the story?
Listen for hesitation in client updates—what concerns remain unspoken?
