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Understand your people before you develop them.
The right assessment reveals what’s really happening on your team. Not what you assume. What’s actually there. That’s where real development starts.
Why we start with assessments.
Most training fails because it’s generic. It treats every person the same. We don’t start with a curriculum. We start with data.
Assessments give us the map. Training is the route.
Three assessments. Each built for a different conversation.
Aptive Index
AI-powered insights on how your people work, and how they work together.
OMG answers the two questions that matter most: can this person sell, and will they actually do it? It surtaces Sales DNA, exposes blind spots, and turns coaching trom generic into specific. Built for sales organizations that want to develop talent, not just evaluate it.
Objective Management Group
Find the talent that can sell and will sell.
OMG answers the two questions that matter most: can this person sell, and will they actually do it? It surtaces Sales DNA, exposes blind spots, and turns coaching trom generic into specific. Built for sales organizations that want to develop talent, not just evaluate it.
DiSC
How your people communicate, what drives them, and where they clash.
How your people communicate, what drives them, and where they clash.
Aptive Index. Patterns the human eye can’t see.
Aptive Index pairs behavioral data with the patterns AI is uniquely good at finding. Where DiSC describes how a person communicates and OMG predicts whether they’ll sell, Aptive reveals how the people on your team actually fit together — and where the team is composed in a way that helps or hurts.
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Behavioral data + machine pattern recognition + plain-English insight your managers can act on.
Three to five years ago, the only way to read a team this finely was to spend a quarter inside it. Aptive Index condenses that read into an assessment and a debrief. The patterns it surfaces — communication clusters, decision bottlenecks, the “everyone defers to one person” trap — are the ones that quietly shape every quarter you don’t hit.
We use Aptive when the question is about composition: who should lead this initiative, who’s the right partner for this rep, where are we one hire away from a step change.
Where Aptive answers what DiSC and OMG don’t.
Build pods that actually work
Aptive shows which combinations of styles and Sales DNA tend to amplify each other — and which combinations quietly drag each other down.
Read your team like a system
Each manager gets a map of how the people they lead interact, where information bottlenecks form, and where the team is over-relying on one node.
Hire for the team you have
The right hire on paper can be the wrong hire for the room. Aptive helps you read a candidate’s pattern against the team they’re actually joining.
Promote with proof
When you’re drawing a new org chart, the team map shows you which lines on the chart will hold and which will fracture under pressure.
Calibrate fairly
The pattern read tempers the “recency” bias that haunts most reviews. Each rep is evaluated against the system they’re operating inside, not the last meeting they were in.
Pair coach to coachee
Aptive flags which manager-rep pairs are wired to develop each other and which combinations will need an outside coach to break through.
Objective Management Group. Find the talent that can sell and will sell.
OMG is the only sales-specific assessment built on twenty years of predictive research and more than two million assessed sales professionals. It answers the two questions that matter most for any sales hire or coaching conversation: can this person sell, and will they actually do it?
WILL SELL →
CAN SELL →
HIGH WILL · LOW CAN
Train
The work ethic is there. Build the skill set around it.
HIGH WILL · HIGH CAN
Hire
The profile your role is hunting for. Move fast.
LOW WILL · LOW CAN
Replace
Honest answer:
this isn't the role for them.
LOW WILL · HIGH CAN
Coach
The skill is there. The wiring needs
work.
Two axes. Four moves. Every rep on your team sits somewhere on this map.
OMG measures both dimensions separately. The first is a rep’s sales-specific competencies — the hunting, qualifying, consultative selling, and closing skills that show up in the room. The second is Sales DNA — the underlying wiring that decides whether those skills actually get used.
A rep can have every closing skill on paper and still freeze the moment money comes up, because their wiring carries a self-limiting belief about asking for it. OMG surfaces that, in detail, before you waste another quarter wondering why the pipeline doesn’t close.
Where OMG decides the call.
Stop hiring on gut feel
Score every candidate against the role’s specific demands before the offer letter goes out. The hire-or-pass decision becomes defensible.
Coach the real gap
The report tells you where the rep is leaking deals — whether it’s a skill gap or a Sales DNA limiter. Coaching gets targeted, not generic.
Map the team you have
A full-team OMG read shows which reps are wired for hunting, which for farming, and which you’ve quietly outgrown. The next twelve months of moves become obvious.
Promote with proof
The top closer isn’t always built to manage closers. OMG separates the two questions and tells you whether the leap will land.
Predict what closes
When you know which reps have which Sales DNA limiters, your forecast stops being a wish list. You can see the stalls coming.
Pair with Trinity Recruiting
Every search Trinity runs uses the OMG scorecard as the spine of the shortlist. Same framework, applied at the entry point.
See the recruiting practice →
on OMG
A report is data. A debrief is a decision.
We don’t hand you a PDF and walk away. We facilitate the conversation the report makes possible, then build the development plan that closes the gaps.
01
Twenty years of predictive validity
OMG’s methodology is the only sales-specific assessment with a longitudinal dataset deep enough to predict, not just describe. We bring that data behind every hiring or coaching call we make with you.
02
Read the report. Run the plan.
Every OMG engagement Trinity runs pairs the assessment with a debrief, a development plan, and an accountability cadence. The data doesn’t sit on a server. It shows up in next week’s coaching conversation.
03
Built into how we recruit
OMG isn’t a separate product we sell. It’s the spine of how we hire, coach, and develop sales talent.
DiSC. Behavioral intelligence for teams that work.
The most-used behavioral assessment in the world, deployed by Trinity for twenty-three years across sales teams, leadership groups, and growing companies. The output is plain-English insight your managers and reps can apply on Monday morning.
D
D · Dominance
Direct, decisive, results-driven.
i
Influence
Outgoing, optimistic, social.
S
STEADINESS
Patient, supportive, dependable.
C
CONSCIENTIOUSNESS
Analytical, precise, careful.
Four primary styles. One assessment. A common language your team can use the same week they take it.
D · Dominance
Wants results, takes action, sets the pace. Reads the room for who will move the work forward.
i · INFLUENCE
Wants connection, brings energy, persuades. Reads the room for enthusiasm and momentum.
S · Steadiness
Wants stability, supports the team, follows through.
Reads the room for who needs help.
C · CONSCIENTIOUSNESS
Wants accuracy, sees the details, asks the hard questions. Reads the room for inconsistency.
Where DiSC actually changes how teams work.
Win the buyer’s style
Reps stop pitching one way. They read each prospect’s style and adjust how they qualify, present, and close.
Coach to the person
Managers stop coaching every rep the same way. DiSC gives them a clear read on how each direct report wants to be developed.
Hire for the role, not the vibe
Define what success behaviors look like for the role. Then screen candidates against the profile instead of against gut feel.
Ramp faster
New hires understand their team and their manager in week one. They stop guessing how to fit in and start contributing.
Translate friction
Most team friction isn’t about the work. It’s about style mismatch. DiSC gives the team a shared vocabulary to name it and resolve it.
Build the team you have
A team map shows where your strengths cluster and where the gaps are. The hiring plan and the development plan both start there.
Anyone can sell you a DiSC report. The value isn’t in the report.
It’s in the debrief, the application, and the years of facilitation that turn an assessment into a way your team operates.
01
Translate friction
Wants results, takes action, sets the pace. Reads the room for who will move the work forward.
02
Twenty-three years of facilitation
We’ve run DiSC debriefs for sales teams, leadership groups, and cross-functional teams across twenty-five industries. We know how the conversation usually goes and how to steer it.
03
Practitioners, not theorists
Every Trinity facilitator has run a real sales or leadership team before they got behind a DiSC report. The conversation lands because they’ve lived it.
What to expect.
Most search firms hand you a stack of resumes. We hand you a scored shortlist, a benchmark against the role, and the first 90 days mapped out.
01
We talk about your goals.
A discovery call to understand the team, the friction, and what changing it would unlock for the business.
02
We assess the team.
Online, fifteen to twenty minutes, asynchronous. No disruption to the day job.
03
We provide actionable insights with data and science.
A facilitated debrief, in-person or virtual. The data becomes the conversation. The conversation becomes the plan.
Assessments work across your entire organization.
Find the talent that can sell and will sell.
OMG answers the two questions that decide every sales hire and every coaching conversation: can this person sell, and will they actually do it? It surfaces Sales DNA in ways generic assessments can’t. DiSC then layers in how each rep wants to be coached and how each prospect wants to be sold to. Aptive Index reveals where each rep is wired to thrive.
Build the team before you build the strategy.
Aptive Index maps how the leaders on your bench actually work together. DiSC translates that into the daily mechanics of how they communicate. OMG benchmarks the sales leaders specifically, since selling and leading sellers are not the same job. The team gets aligned on how they operate, before anyone draws another org chart.
Not sure which assessment is right? Let’s figure it out together.
We develop the people who drive your business. Twenty‑three years. Four hundred companies. Twenty‑five industries.