GDQ stands for The Group Development Questionnaire and is a tool designed to support work groups in developing so they can achieve their shared goals in an effective way. GDQ is a statistically reliable instrument and is used to measure how groups function. Once everyone in the group has anonymously responded to 60 questions, we meet to jointly review the results and capture key learnings and insights. The results provide the group with clear guidance on appropriate next steps, and based on this we support the group in creating a forward-looking plan to take the next step in its development.

GDQ was developed by the American researcher Susan A. Wheelan.

The Team Quality Survey (TQS) is an assessment of a team’s internal qualities, which we know influence both performance and well-being. It is based on the idea that teams that agree on and take personal responsibility for goals, structures, open interaction, continuous development, and engagement function better together. They work more effectively, feel better, and deliver higher quality.

The focus of TQS is to map underlying causes rather than effects. For example, conflicts within the team are not addressed directly in the assessment. Instead, a range of factors that can indirectly cause conflicts are examined, such as unclear goals.

The questions are grouped into five areas: Goals, Structures, Interaction, Development, and Engagement. All team members respond online and anonymously to 35 different statements about the team. The survey focuses solely on factors that the team can influence and that affect the team’s performance and capability.

The result is a clear picture of the team’s strengths and areas for development, helping the group create a shared understanding and take the next step forward.

The Team Quality Survey was developed by the Swedish company Skillnad.

A structured method for leadership development, built on a form of feedback commonly referred to as feedforward. The method has a forward-looking focus rather than remaining on feedback about past behaviors, as is often the case with traditional feedback. Lead Forward is based on the so-called Full Range Leadership Model, which is one of the leadership models with the strongest scientific support.

Lead Forward was developed by the Swedish psychologist Stefan Söderfjäll.

A 360-degree assessment provides a comprehensive picture of how leadership and collaboration are perceived in practice. Through structured feedback from managers, peers, and direct reports, strengths, areas for development, and patterns that influence results, collaboration, and the work environment are made visible.

The assessment creates a shared, fact-based foundation for reflection and development, and is used as a starting point for dialogue, prioritization, and concrete development initiatives at the individual, team, and organizational levels.

NÖHRA is a simple yet powerful model for coaching and development conversations that helps individuals and groups systematically move from a current state to a desired state. The name is an acronym for Current State, Desired State, Obstacles, Resources, and Act—five steps that provide structure for reflection, prioritization, and action.

The model is used in both coaching and leadership to create focus, make obstacles and resources visible, and formulate concrete activities that lead to real development. It can be applied in individual conversations, within teams, and in broader organizational change initiatives.

NÖHRA has its roots in practical coaching and development practice and has gained wide use in Sweden through training and leadership contexts, including through coaches such as Kjell Enhager, Magnus Kull, and within the UGL program (Understanding Group and Leader) at the Swedish Defence University.