3,000 Reasons Why TriMetrix Is My Assessment of Choice

Jul 12, 2018 | Categories: behaviors, motivators, training / coaching

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As a professional management consultant, I work with people of all skill levels and in many walks of life. Regardless if it’s an entry-level employee or a CEO, I have found TriMetrix HD to be my assessment of choice because of all it can do to uncover what I need to know to help an individual maximize their potential.

Triangle Of Choice Basic

 

My work is based on a simple model that explains all human behavior, known as the Triangle of Choice. People perceive an object, person, situation or event that triggers something they want. Consciously or subconsciously, they compare their wants to what they currently have, and if there is a gap, they attempt to close that gap, moving them closer to having what they desire. We call it the Triangle of Choice because people can always consciously choose how they perceive something, they can choose what they want and they can choose their behaviors.

 

Understanding TriMetrix

TriMetrixR HD, is a multi-faceted assessment that measures a person’s behaviors, motivators, skills and acumen. By analyzing so many different dimensions of the person, it is much easier to identify obstacles to performance that may hold a person back from reaching their full potential. TriMetrixR HD makes it easier to uncover those obstacles so they can be removed.

The beauty of TriMetrixR HD is that it measures people’s defaults in their Triangle of Choice by revealing their capacity to clearly see and think about the world and themselves (Perceptions). It identifies and measures what drives people’s decisions and actions (Wants) and it measures “how” they get things done (Behaviors). The competencies tell us how skillful a person is in applying those perceptions, wants and behaviors and also what they may need to learn to maximize their results.


TriMetrixR in action

To illustrate the value of TriMetrixR, we can look at the story of Fred, a consistent, high-performing sales person. Fred has been with his company for over five years, and without warning, seemingly lost his edge. His sales plummeted to the concern of his manager, Janice.

When asked if something was bothering him, Fred simply replied “It’s just a dry spell.” Wanting to dig deeper, Janice asked me to assess Fred to discover what was in his way. As with anyone I coach, I had Fred complete the TriMetrixR HD assessment, which indicated in his behaviors and drivers that he should be an outstanding salesperson. So why the funk?

When we got to the Dimensional Balance Page that shows Fred’s perceptions, clarity of thinking and his feelings, the problem revealed itself. Fred’s Role Awareness and Systems Judgment were both below the mean with biases that were undervalued or negative. In addition, his Understanding Others score looked depressed. Without getting into deep detail to explain these terms, they indicated to me that Fred perceived something negative in his role and in the structure and authority under which he was working; something negative and unclear about his relationship with the people he reported to or with the organization.


Debriefing using TriMetrixR

A debrief was set up between Fred, Janice and myself. We went directly to the Dimensional Balance Page and I explained what I saw regarding his scores in Role Awareness, Systems Judgment and Understanding Others and his biases. Fred revealed that he was extremely upset because, a year earlier, he was passed over for a sales manager position. He said he was currently contemplating another job offer from a rival company. Clearly, his resentment was taking a toll on his performance.

Understanding what the dimensional balance page revealed about Fred’s upset, Janice was able to rectify the issue by offering Fred a promotion, complete with a pay raise, to show how much he was valued within the organization. His performance positively turned on a dime and he went back to being the overachiever that he had been previously.

Had we studied only Fred’s behaviors and drivers, we would not have identified the obstacles to Fred’s performance. His driver’s and behaviors suggested his choice of job was perfect for who Fred was and his skills also said he had what it took to succeed, both as a manager and a sales person. While the behaviors and drivers confirmed Fred was in the right line of work, it was the dimensions of the Acumen Index that revealed the underlying situation. In this case, Fred got his promotion and the company retained a high performer who went on to have outstanding success.  


Conclusion

When people see their thinking and clarity reflected in numbers and graphs and I explain what it means, they almost always come clean about what is bothering them or the challenges they currently face. You don’t find that kind of information in the behaviors and motivators.

Having debriefed over 3,000 people in the last 21 years, I have direct experience about what works and what doesn’t. TriMetrixR HD gives me the in depth insights I require to understand the whole person and what will help them most.

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Steve Morris

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