For coaches and facilitators
A team survey that assumes a professional is in the room.
Review reports before release and use the results to plan your client session. The facilitator has a defined role in the product, with information the participants do not get and a decision to make before anything is released.
What a named facilitator gets that nobody else does
None of this is bought with a plan. It comes with being named the facilitator of a team or of a leadership review, however that run was paid for. What the Practitioner plan adds is listed under the plan, below: runs every month, unlimited Leadership 360s and a rate on engagement cycles.
What you can read, and for how long
You can read every member’s note, before and after release, for as long as you hold the role, including notes from past and future runs. Only an owner or admin names or clears the facilitator, and a facilitator cannot also be a member of the team. Being a manager, a team lead or a workspace admin does not give this access; being appointed does, and a manager or an admin can be appointed.
A release gate
When you are named as the facilitator on a team, nothing reaches a person about themselves until you approve it — not just the notes that trip a check. You see every note, the check results, and why anything was flagged, and you decide: release, hold, or regenerate. Without a named facilitator, notes that pass their checks and are not flagged for a human to look at go out automatically. With one, nothing goes out until you release it.
Signals the team never sees
The view shows which raters gave everyone the same score, and who rates generously or harshly across the board, so you can read their scores properly. It also shows pairs whose ratings of each other are unusual once both people’s general tendencies are accounted for. None of this is shown to participants. The view names raters beside these patterns. It never shows ratings or comments as written. If you were named before anyone agreed to take part, it includes a paraphrase of each written comment, without the writer’s name. This view is readable by the named facilitator alone: not by the team lead, not by a workspace owner or admin who is not the facilitator, and not by us. If no facilitator is named, there is no facilitator view.
A confidential channel
On leadership reviews, raters get a box that goes to you and only to you. It is the route for the thing someone will not put in a survey answer, and it never enters the leader’s brief in any form.
A debrief you did not have to build
A two-hour agenda generated from the team’s actual results, with discussion prompts and a commitment structure. Use it as written or as a starting point.
A facilitator’s kit, in the app’s guides: a debrief checklist, scripts for the hard moments and an activity for each climate scale.
For a client whose owners turn the program report on, one page you read with them: who took part, what each team decided and did, and how the teams moved together, in numbers pooled across teams with no team’s own scores on the page, from surveys whose people were told before they answered.
What the Practitioner plan adds
The Practitioner plan is $89 a month.
Included runs
4 runs a month. A run is one team survey.
Extra runs
$75 each, beyond the included runs.
Leadership 360s and engagement cycles
Unlimited Leadership 360s, and 25% off engagement cycles for client organizations.
The certification is a one-time purchase with a syllabus page of its own.
Client workspaces
Each client can have a workspace of its own. On the Practitioner plan you create one for a client, or register one you already work in as an admin, from the clients page in the product; the client’s owner accepts your engagement and owns the workspace, the client is the controller of what it holds, and either of you can end the engagement at any time. You work in it as an admin and move between your clients from the workspace switcher, with one sign-in. Runs and 360s there can be on your plan or on the client’s own.
A client’s Slack or Microsoft Teams is connected to its workspace by the client’s own owner or admin, not by you, and invitations you send to a client’s people from your own workspace go by email.
Certification, for those who want the credential
The certification is a self-paced course in the methodology — the instrument, the measurement rules, the facilitator craft, the ethics — with an exam and a practicum you complete by running a real team end to end. It earns a credential with a public verification page, the certified-practitioner cycle rate, and an optional listing in the practitioner directory. It is optional by design: nothing in the product is or will be locked behind it.
Engagement cycles, for client organizations
The survey line scales past a single team. An engagement cycle asks everyone at a client organization the same questions once and reports the answers as group averages for the organization, each unit and each manager. Each average includes the response count and a range showing uncertainty, and groups that are too small to report are not shown.
Cycles are priced per cycle, by organization size, and practitioners — on the Practitioner plan or certified — run them for clients at 25% off list. A cycle deliberately produces no debrief pack and no individual notes — it tells an organization where to look, and its written summary proposes nothing of its own. Beneath the summary, the organization is shown options from the same cited library the team conversation uses, with the same workspace and practitioner options beside it, for the measures where it stands lowest, to weigh; what the organization decides to try, it records beneath them itself, with an owner and a day to check. A manager whose own group’s results were published can hold a 30-minute conversation with that group about one result, with options to try from a cited library, beside the client workspace’s own options, and is handed options for the group’s lowest results before the conversation. A practitioner can add options in their own workspace too: they are offered in every client workspace they are engaged in, after the client’s own and marked as theirs, and stop being offered when the engagement ends. The teams that want to change something more afterward are exactly the engagement a practitioner is there for.
What to know before you use it with clients
A client may ask whether Facets is validated. It is not. The research informs our design, and it does not establish that Facets improves performance. No validation study of this questionnaire exists yet; the research the design rests on is published and cited.
What you can say accurately: the survey is peer-rated rather than self-report, its questions are anchored in observable behavior over a stated period, results appear only when enough people have answered (the minimum depends on the kind of result), and every team survey includes a structured debrief agenda. It is developmental by design. Nobody with an account can read another person’s ratings as written, so there is nothing for a manager to import into a review.
A client’s HR team may ask about the manager tools. Facets also sells goals, quarterly performance bands and written assessments, which form a performance record. That is a separate product on the same login, and it is stored apart from every survey. The idea boards and projects sold with it are not part of the record. Facets does not add survey feedback to performance records; the one route is a summary that the subject of a Leadership 360 chooses to send, which the recipient can attach to a person’s record. See who can see what, in full.
If you need validation evidence before using Facets with clients, it does not exist yet, and waiting is a reasonable choice.