A 6-question team calibration tool for deriving locally relevant ACI weights without a full Delphi panel process. Designed for teams of 5–20 people who need more than a preset but less than a formal consensus exercise.
This tool produces directional ACI weight estimates for voluntary, non-diagnostic planning purposes only. Weights derived here are less rigorously calibrated than those produced by the full Delphi process (Appendix A, White Paper v1.0). All outputs are planning heuristics — not validated psychometric measurements. Must never be used for employment, disciplinary, or performance management decisions.
How important is baseline physical energy availability to your team's daily output? Consider: does physical fatigue meaningfully affect performance in your team's primary work? Are physical demands — travel, long hours, physical activity — a regular feature of the role?
How important is psychological safety and low threat-monitoring to your team's performance? Consider: does your team do high-stakes, high-visibility work where perceived environmental safety affects quality? Is relational stress or organizational tension a regular performance variable?
How dependent is your team's output on sustained attentional clarity and low cognitive friction? Consider: does your team do complex synthesis, problem-solving, or creative work where attention quality directly determines output quality?
How much does value alignment and a sense of purpose affect your team's engagement and output quality? Consider: does your team do mission-driven, creative, or meaning-sensitive work where intrinsic motivation is a primary performance driver?
How important is the quality of relational support and team cohesion to your team's functioning? Consider: is your team's work highly collaborative, client-facing, or dependent on trust relationships? Does relational friction or isolation measurably reduce performance?
How important is recovery, renewal, and regenerative capacity to sustaining your team's output over time? Consider: does your team do high-intensity, high-frequency output work where burnout risk is real? Does novelty, creative replenishment, or recovery time measurably affect output cycles?