TRIMA Solutions

Scientific Model

The first dimension, Social Styles, defines the values, attitudes, and beliefs of the individual. Social Styles provide insight into the individual’s perception of the meaning of life and how he acts in relation to his preferences. They reveal the concept of self, indicate “why” an individual acts in a certain manner, and constitute the person’s MOTIVATION for acting. Much like train tracks determine the direction of a train, Social Styles are thought patterns that lead the individual down a certain path in life.

Competency Clusters act like filters to determine individual abilities. They identify personal efficiencies and indicate which elements an individual mobilizes in his personal ENGAGEMENT. Competency Clusters almost always play a sorting role in competency development, allowing only those elements which conform to Social Styles to continue down the track. They provide insight into the concept of self-esteem through information about the individual’s knowledge to act: “I can...”

The third and final dimension — Leadership Styles — serves as a motivational driver by determining areas of influence and energy. Leadership Styles provide information about the type of impact that an individual wishes to have on his environment and on others. They provide information about self-affirmation and self-expression, pillars for enhancing the visibility of an individual’s resources. Leadership Styles structure an individual’s way of thinking and influence his choice of objectives and his actions. They basically shed light on “how” an individual takes action and reflect his sense of ACCOUNTABILITY.

From a list of 120 behavioural competencies in the TRIMA model and through extrapolation when bringing microstructures into juxtaposition, we can, using a series of tests and interviews, identify the following characteristics of an individual:

  • who he/she is (Social Styles)
  • what he/she can do (Competency Clusters)
  • what impact he/she wants to have (Leadership Styles)

The TRIMA approach is used to gather information regarding which competencies an individual has mastered or needs to work on, as well as his interests and competency development potential. Identifying these competencies and comparing them to those required for a specific position facilitates the decision-making process and aligns all relevant factors to ensure a successful outcome when searching for the best candidate to fill a position, conducting performance evaluations, and identifying needs in terms of training, succession planning, or career management.

A hierarchical ipsative approach

The TRIMA model aims to compare individuals to themselves, not to others or to external norms. The objective of our certified consultants is to help people recognize how to be major players in their respective environments and, as such, to create optimal conditions for making smart choices in their personal and professional lives.

Difference between normative personality tests and ipsative questionnaires


Ipsative (TRIMA)

  • Have predictive (deductive) value.
  • They aim to predict certain specific behaviours and identify people’s talents and risk factors.
  • Have projected (inductive) value.
  • Do not offer scale scores as do normative tests.

  • Use the principle of free choice and provide standardized information, which means that people are assessed using the same criteria and compared against market standards. This standardization adds independence and neutrality to the assessment process.
  • The results must be combined with behavioural or situational interviews. Ipsative tests use a forced-choice format. This provides a more reliable and detailed mapping of data regarding the individual’s working style.

  • Provide a comprehensive, broad assessment of candidates.
  • Provide an “in-depth” view of the candidate’s personality.

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