Skillintermediate

analyze team

<required_reading>

Claude Code Knowledge Pack7/10/2026

Overview

<required_reading>

Read these reference files before analyzing:

references/team-composition.md - Gas/Brake/Glue framework
references/patterns-archetypes.md - Pattern identification

</required_reading>

Step 1: Load All Team Profiles

Gather profiles for all team members. For each person, you need:

Name
Pattern/Archetype
Trait distances from arrow (A, B, C, D)
EU values (Survey and Job)

Step 2: Categorize Gas/Brake/Glue

For each team member, identify their primary role:

Role	Trait	Who Qualifies
Gas	High A (right of arrow)	Drives growth, takes risks, initiates
Brake	High D (right of arrow)	Controls quality, manages risk, finishes
Glue	High B (right of arrow)	Builds culture, maintains morale, connects

Create a team roster:

Name	Pattern	Primary Role	Secondary Role
?	?	Gas/Brake/Glue	?

Step 3: Assess Balance

Count roles:

Gas (High A): [X] people
Brake (High D): [X] people
Glue (High B): [X] people

Balance indicators:

Symptom	Likely Gap
Lacking growth, decisive action, strategic problem-solving	Not enough Gas (High A)
Morale issues, root canal culture, no fun	Not enough Glue (High B)
Quality erosion, mistakes, compliance issues	Not enough Brake (High D)
Chaos, recklessness, burnout	Too much Gas, not enough Brake
Paralysis, perfectionism, can't ship	Too much Brake, not enough Gas
All talk, no action, groupthink	Too much Glue, not enough Gas

Step 4: Consider Business Season

The ideal balance depends on what the team/company needs now:

Season	Priority	Emphasis
High-growth / Turnaround	Gas	Need drivers and risk-takers
Consolidation / Stability	Brake	Need quality and consistency
Culture Building	Glue	Need relationship builders
Complex Operations	Brake + Glue	Need precision and collaboration

Step 5: Identify Gaps

Based on balance assessment:

Current State:
- Gas: [X] (sufficient/insufficient)
- Brake: [X] (sufficient/insufficient)
- Glue: [X] (sufficient/insufficient)

Gap Analysis:
- [Gap 1]: [Description and impact]
- [Gap 2]: [Description and impact]

Step 6: Check C Trait Distribution

C (Pace/Patience) affects team dynamics:

Pattern	Implication
Mostly Low C	Fast-moving, urgent, may create chaos
Mostly High C	Steady, patient, may resist change
Mixed C	Natural tension between fast and slow

If major projects require urgent pivots → need some Low C. If major projects require sustained focus → need some High C.

Step 7: Review A vs B Balance

Team-wide task vs people orientation:

Pattern	Implication
A > B (most people)	Task-focused, results-driven, may neglect relationships
B > A (most people)	People-focused, harmonious, may avoid tough decisions
Mixed	Healthy tension, can balance both

Step 8: Flag Potential Conflicts

Trait combinations that create friction:

Combination	Friction Point
High A vs Low A	Independence vs collaboration expectations
High B vs Low B	Social needs mismatch
High C vs Low C	Pace/urgency mismatch
High D vs Low D	Detail orientation mismatch

Identify specific pairs who may clash.

Step 9: Recommend Hires (if gaps exist)

For each gap, specify ideal profile:

Gap: [Missing role]
Ideal Hire: [Pattern type]
- A: [high/low/normative] - [reason]
- B: [high/low/normative] - [reason]
- C: [high/low/normative] - [reason]
- D: [high/low/normative] - [reason]

Step 10: Compile Team Analysis

## Team Composition Analysis

### Team Roster
[Table of members with patterns and roles]

### Balance Assessment
- Gas (High A): [count] - [assessment]
- Brake (High D): [count] - [assessment]
- Glue (High B): [count] - [assessment]

### Current Gaps
1. [Gap and impact]
2. [Gap and impact]

### Potential Friction Points
- [Person A] vs [Person B]: [reason]

### Hiring Recommendations
1. [Role needed]: [Pattern to seek]

### Team Strengths
1. [Strength 1]
2. [Strength 2]

### Watch Areas
1. [Risk 1]
2. [Risk 2]

</process>

<anti_patterns>

Avoid these team analysis mistakes:

Seeking homogeneity: Teams need diverse profiles, not clones
Over-indexing on Gas: High A's are hard to manage and may conflict
Ignoring Brake: Every team needs quality control and follow-through
Neglecting Glue in remote teams: High B's are critical for culture
Using absolute values: Always use distance from arrow for A, B, C, D

</anti_patterns>

<success_criteria>

Team analysis is complete when:

</success_criteria>