AgiLevel Assessment
Assessment structure
The AgiLevel assessment analyzes three dimensions independently:
Operational dimension
It assesses the maturity of the team's working principles. The eight principles of the operational dimension (value delivery, continuous improvement, iterative and incremental development, sustainable pace, technical excellence, visible operations, global cadence, and people over processes) are scored on a scale of 0 to 3:
- 0 = Behavior absent in the team.
- 1 = Behavior observed occasionally.
- 2 = Habitual behavior.
- 3 = Institutionalized behavior.
The operational dimension score is the arithmetic mean of the eight principles.
Organizational dimension
It evaluates the cultural values and the structural principle. The five cultural values (assertiveness, appreciation of talent, clarity, trust, common purpose) and the principle of non-hierarchical structure are scored. The evaluation does not measure the values in the abstract but rather the specific behaviors that manifest them.
The organizational dimension score is the weighted average of the cultural and structural components.
Support
It assesses the organization's capacity to sustain a transformation process. Five factors are analyzed (executive involvement, cultural compatibility, available resources, training, and coaching) according to two variables:
- Current situation (0-3): present state of each factor.
- Willingness to change (0-3): willingness and ability to improve that factor.
The sum of both variables for each factor produces a risk index:
| Total score | Risk level |
|---|---|
| 0–1 | Extreme |
| 2–3 | High |
| 4–5 | Medium |
| 6 | Low |
The Rule of the Two Decisive Factors
AgiLevel holds that the first two support factors—executive involvement and cultural compatibility—are decisive. If the company's leadership does not believe in agility, or if the organization's culture is not compatible with the outcomes being sought and does not seem likely to change, AgiLevel recommends not starting the scaling process and reconsidering the situation.
How the Result Is Used
The assessment is not an end in itself: it is the starting point for a conversation about where and how to invest in improving agility. The diagnosis guides three decisions:
- Where to start: in most cases, the operational dimension before the organizational one (more tangible, faster results, and it builds credibility for the subsequent cultural change).
- Which risks to manage: low-scoring support factors are the priority areas of attention before starting the transformation process.
- How to measure progress: comparing assessments over time makes it possible to verify whether the interventions are producing the expected effect.
Common mistake
Using the AgiLevel assessment as a benchmarking tool across teams. Assessment results are a diagnosis for internal improvement, not a competitive ranking. Publicly comparing scores across teams triggers status threats that erode psychological safety and leads to score inflation in future assessments. The value lies in each team's trend over time, not in its relative position compared to others.
Resources
🌐 AgiLevel — Official websiteModel documentation and resources
📄AgiLevel v.5.0Free download · Scrum Manager
🔧 AgiLevel Radar — Assessment toolScrum Manager · Free online assessment
🔧 AgiLevel CanvasScrum Manager · Tool
See also
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