TRIMA Questionnaires

Everything starts with TRIMA Questionnaires: assessment inventory, career change, team building…

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TRIMA Questionnaires

The four TRIMA psychometric tests are measurement tools that provide feedback on an individual’s temperament (Social Styles), resources (Competencies), and intention to act (Leadership). When all three questionnaires are completed and combined, the results provide a measure of the cohesiveness of an individual’s preferences, competencies, and leadership styles.

The TRIMA questionnaires can help:

  • Identify an individual’s unique values and areas of professional interest
  • Establish a portfolio of competencies, which are then aligned with the professional aspirations or the position occupied
  • Graphically display competencies according to whether the individual masters them more or less and has a greater or lesser interest in them
  • Identify the thought patterns, objectives, adopted behaviours, and motivational triggers


Through these questionnaires, the TRIMA model answers three key questions:


Who am I?

  • How does my attitude affect my professional success?
  • What are my most deeply held professional values?
  • How does my communication style allow me to convince and persuade as many people as possible?
  • How does my profile affect how I handle stress?

What can I do?

  • What are my success strategies?
  • Which behavioural competencies can I say I am highly proficient in and have a strong interest in using?
  • What is my Achilles’ heel in terms of behavioural competencies?
  • What are my professional development axes?

What impact do I want to have?

  • What are the key traits of my leadership style?
  • What aspect of my leadership style would I like to develop further?
  • What is the degree of coherence between my visibility and my credibility?
  • What do I need to do to expand my circle of influence?

The 4 questionnaires

The Social Styles Inventory questionnaire represents the individual’s preferences, attitudes, and predisposition for competencies. It focuses on the question: “Who am I?” and examines one’s predisposition to act.

The Competency Assessment Inventory questionnaire refers to a person’s knowledge of how to act. It focuses on the question: “What can I do?” and identifies the individual’s motives for acting, strategies for success, and level of motivation. The results also shine a light on any blind spots to ensure efforts are focused on development opportunities.

The Leadership Styles questionnaire reflects the desired influence, key values, persuasion strategies, type of visibility sought, and sources of inspiration for collaborators. It focuses on the question: “What impact do I want to have?” and examines one’s intention to act.

The Parallel Competency Classification (PCC) is an analytical tool that requires users to make diametrically opposed choices in order to position themselves on a scale by ranking several competencies. The PCC comprises key competencies linked to issues associated with the position, in order to identify daily challenges or aspects of the role based on meaningful situations or events.