T · I · G · E · R

High (65–100)

People work openly around you. You're seen as reliable, safe to disagree with, and honest under pressure.

Low (10–39)

You may come across as guarded, transactional, or inconsistent — not a character flaw, often a behavioral pattern that's fully developable.

Why it matters

Trust is the multiplier on every other dimension. High-trust teams make decisions 3× faster and sustain peak output for longer.

Used by

• HR teams use Trust to predict cultural cohesion before hire
• Leaders use it to identify collaboration friction before it becomes attrition
• Coaches use it to design relationship-building development plans

High (65–100)

You move rooms. Ideas land. People follow without needing to be told. You generate social momentum.

Low (10–39)

You likely prefer depth over persuasion. Excellent at building the case — finding the crowd less natural is common and doesn't cap your effectiveness.

Why it matters

Influence predicts persuasion, collaboration, and the ability to drive change without requiring authority.

Used by

• Sales leaders use it to predict conversion and pipeline performance
• Founders use it to evaluate early-hire communication fit
• Investors use it to assess founder-market storytelling conviction

High (65–100)

You don't fold when things get hard. You adapt without abandoning the objective. Setbacks register, but don't compound.

Low (10–39)

Highly effective in smooth conditions — may disengage or redirect when resistance is high. Paired with strong Execution or Influence, still produces strong outcomes.

Why it matters

Grit is the strongest predictor of long-term achievement, outperforming both IQ and talent in longitudinal research (Duckworth, 2007).

Used by

• Early-stage investors use it to evaluate founder durability
• CHROs use it to predict tenure in high-attrition roles
• Coaches use it to design resilience and persistence programs

High (65–100)

You ship. Plans don't die on whiteboards. Commitments become deliverables without requiring oversight.

Low (10–39)

May excel at vision, relationships, or ideation but struggle with the consistency and detail required to close commitments independently.

Why it matters

Execution is the gap between intention and results. It predicts reliability and follow-through at the individual level.

Used by

• Ops leaders screen for it when hiring implementation roles
• Founders use it to build teams that won't get stuck in strategy
• Managers use it to identify execution gaps before delivery failures

High (65–100)

Adversity doesn't accumulate on you. You bounce back fast and are able to lead others through disruption without visibly breaking.

Low (10–39)

Extended pressure or uncertainty may drain you significantly. You likely need structured recovery and clear environments to sustain peak output.

Why it matters

Resilience predicts long-term burnout risk, stress performance, and the ability to lead teams through uncertainty without destabilizing them.

Used by

• CHROs assess it for high-stakes, high-pressure role placements
• Coaches use it to design energy management and recovery programs
• Leaders use it to understand their own pressure ceiling before crises hit