To run this task you must have the following required information:

> Description of team dynamics, behaviors, or concerns you're observing

If you don't have all of this information, exit here and respond asking for any extra information you require, and instructions to run this task again with ALL required information.

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You MUST use a todo list to complete these steps in order. Never move on to one step if you haven't completed the previous step. If you have multiple read steps in a row, read them all at once (in parallel).

Add all steps to your todo list now and begin executing.

## Steps

1. Ask the user to describe what they're observing:
- What specific behaviors or patterns are concerning you?
- How is the team interacting (or not interacting)?
- What's the team's output like? (Quality, speed, consistency)
- How do meetings feel? (Productive, tense, quiet, chaotic)
- What does feedback and accountability look like?
- How long has this been going on?
- Any recent changes? (New people, departures, reorg, remote shift)

The more specific the observations, the better the diagnosis.


2. [Read Manager Diagnostics Guide]: Read the documentation in: `./skills/sauna/[skill_id]/references/manager.diagnostics.guide.md` (Reference team dysfunction frameworks)

3. **Check for existing team context.** Look for a manager context profile that may have been
created previously (team structure, goals, recent changes).

If context exists, use it to enrich your diagnosis with team history and structure.
If no context is available, that's fine—proceed with the user's description only and note:
"No prior team context on file. Diagnosis based on your description."


4. Apply 5 Dysfunctions framework: assess trust, conflict, commitment, accountability,
and results focus. Rate confidence for each based on evidence. Provide root cause
hypothesis, specific intervention ideas per dysfunction, and 3-part action plan.


5. Offer to dive deeper on any specific dysfunction or intervention.