curl --request POST \
  --url https://vanguard.profilebehavior.com/api/v4/playbook/ai/team-summary \
  --header 'Authorization: Bearer <token>' \
  --header 'Content-Type: application/json' \
  --data '
{
  "profiles": [
    "<string>"
  ]
}
'

{
  "code": 200,
  "id": "60e9ca73c500a9001534ad84",
  "content": "This team skews high on Influence and Organization, with one very strong Dominance voice and a solid bench of Steadiness and Correctness. Expect energetic dialogue, quick rapport, and a bias to collaborate, balanced by process-minded partners who keep quality high. Communication is split: several are highly talkative and spontaneous, while a few are quiet, analytical contributors who prefer time to think. In DISC terms: the D brings direct, decisive drive (fear: loss of control); many I’s add people-focused energy (fear: being ignored); multiple S’s provide loyalty and patience (fear: instability or change); and the C-leaning members ensure precision and rigor (fear: being wrong or criticized). With Organization scores broadly strong, the group executes well; varied Flexibility and a couple of very low Communication scores mean ideas may concentrate among the loudest unless airtime is structured.\nCore values cluster around Freedom, Integrity, Responsibility/Order, and Advancement/Power—blending autonomy with high standards and ambition. Several also prize Economic Security and Family Happiness, which pulls toward sustainable pacing and predictable plans. This mix creates a culture that wants room to move, but not at the expense of ethics, clarity, or results. Tensions may surface between Freedom and Order (how much autonomy vs. process), and between Power/Competitiveness and Friendship/Helpfulness; naming these trade-offs will keep motivation high without undercutting cohesion.\nUnder pressure, expect the strong D to press for fast decisions, I’s to seek visibility and rally others, S’s to slow the pace for stability, and C’s to ask for data and risk checks. Most members are emotionally steady, though one or two may spike in reactivity; give them clear roles and support. The upside: resilience, disciplined execution, and strong stakeholder management. The caution: decision whiplash—loud voices racing ahead while steady/precise teammates hesitate. In fast change, S-heavy folks may resist, and I’s can oversell; C’s may stall if standards feel fuzzy.\nTo sharpen performance: 1) Define decision rights and “good enough” criteria up front—pair the D’s speed with C/S guardrails. 2) Run meetings with structured airtime (round-robins, timeboxes) and pre-reads to elevate low-Communication, high-accuracy voices. 3) Protect Freedom through clear guardrails: objectives, boundaries, and check-ins—autonomy inside agreed lanes. 4) Balance ambition with trust: celebrate wins (feeds I/Power), track commitments visibly (reassures S/C and Integrity), and use pilots to de-risk change. 5) In tense moments, use a two-step: quick provisional decision, then a short validation pass for risks and impacts—keeps momentum without sacrificing quality.\n",
  "status": "success"
}