“TRIMA is a flexible approach that allowed us to develop the competency profiles of our three management levels, organize workshops on communication, and become an essential component of an ambitious program on inspirational leadership. These actions and applications helped shine a light on TRIMA’s contribution as a key driver of performance for organizations, teams, and individuals.”
– Claude Armand
Human Resources consultant, Training and OD, Professional coach – January 18, 2016
“We’ve been using TRIMA for several years because this unique tool gives us a better understanding of three fundamental aspects of individuals—their personality traits, interests and values, and hierarchy of core competencies — all in the context of professional integration.”
– André Rousseau
CHRP, General Manager, Cible Retour à l’Emploi – March 8, 2016
“At the debriefing of my TRIMA questionnaire, I was really impressed with all the connections we can make between the various aspects of our private and working lives. I was also intrigued by the very real benefits associated with the competencies we can draw upon to analyze not only the potential for development, but also the risk of overload/burnout if there is no alignment between the profile and the use of such competencies.”
– Christine Combain
Geneva, Switzerland – June 16, 2016
“The time invested in TRIMA was a real eye-opener for me, both personally and professionally. The questionnaires and their interpretations allowed me to better understand what I needed to do and not do to develop my influence and use my strengths to have a more positive impact on my workplace. I want to thank Mr. Blanchette for his professionalism and for supporting my professional development.”
– Tammy Coulombe
Hearst – August 29, 2016
“What I loved about TRIMA is that it showed me the real me, with all my strengths and weaknesses, so that I can become the best salesperson I can be.”
– Paul Morin
Hearst – August 29, 2016
“Feedback 360° allows me to support my coaching clients by providing very specific suggestions for improvement. I have already used it many times.
In fact, this tool not only assesses the competency level of managers and leaders, it also identifies key actions that the latter can take to master each competency. For example, the Resolving problemscompetency may help people realize that they need to use a team approach to solving problems or be more creative in identifying solutions. Now that’s a valuable tool when combined with competency development because it provides clarity and specifics!”
– Jolène Lalonde
PCC, Certified professional coach, LEBLEU Communication humaine
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