The Attribute Index: The Hidden Engineering Behind Sales Execution

DISC tells you how they talk. The Attribute Index tells you if they can think.

Most hiring mistakes happen because we hire based on Personality (DISC), but we fire based on Competency (Attribute Index).

You hire a Rep because they are high-energy and charismatic (High I). You fire them six months later because they can't handle rejection, refuse to follow a process, or lack the strategic focus to close enterprise deals.

At P3 Firm, we don't guess. We measure. The Attribute Index is the forensic layer of our Peak Potential Profile. It measures decision-making patterns. It answers the one question that determines profit: "Can they actually execute the job?"

What is the Attribute Index?

The Attribute Index is a psychometric instrument that measures an individual's Decision-Making Style and Thinking Patterns. Unlike personality tests (which change based on mood), the Attribute Index measures deep-seated capabilities such as:

  • Empathy: Can they read the room?

  • Practical Thinking: Can they execute a sequence of steps?

  • Systems Judgment: Can they follow organizational rules?

  • Role Confidence: Do they believe they can win?

If your revenue team has the right Personality (DISC) but the wrong Attributes, you will have a team of nice people who never hit quota.

The Audit: Measuring "Thinking Power" by Role

We evaluate Reps, Managers, and Executives differently because the decision-making required for each seat is radically different.

1. The Sales Rep: Measuring "Grit & Execution"

  • The Critical Attribute: Rejection Tolerance

    • The Risk: A Rep with low Rejection Tolerance will take a "No" personally. They will hesitate to pick up the phone. They will have "call reluctance."

    • The P3 Insight: We can measure this before you hire. If the score is low, no amount of sales training will fix it.

  • The Critical Attribute: Practical Thinking

    • The Risk: A Rep who is too "Visionary" often fails to execute the boring steps of the sales cycle (CRM entry, follow-ups, contract reviews).

    • The P3Ai Fix: We identify this gap and use P3Ai to automate the "boring work." We generate the follow-ups and agendas so the Rep can stay in their zone of genius.

2. The Sales Manager: Measuring "Replication"

  • The Critical Attribute: Systems Judgment

    • The Risk: A "Cowboy" Manager (Low Systems Judgment) hates rules. They will teach your team to ignore the playbook and "just wing it." This makes revenue unscalable.

    • The P3 Insight: A Manager must have higher Systems Judgment than their Reps. They are the guardians of the process.

  • The Critical Attribute: Empathy

    • The Risk: A Manager with Low Empathy cannot coach. They only know how to command. When a Rep struggles, they say "Work harder," instead of diagnosing the root cause.

    • The P3Ai Fix: We provide the Manager with Empathy-Based Coaching Scripts. The AI prompts them: "Don't just ask for the forecast. Ask 'What is the one thing blocking you this week?'"

3. The Executive: Measuring "Clarity"

  • The Critical Attribute: Conceptual Thinking

    • The Risk: An Executive stuck in "Practical Thinking" (The Weeds) cannot see the future. They react to today's fire instead of preventing next quarter's fire.

    • The P3 Insight: We need Executives who can visualize complex, long-term outcomes (3-5 year horizons).

  • The Critical Attribute: Self-Correction

    • The Risk: An Executive who cannot admit they are wrong is a liability. We measure the ability to evaluate oneself objectively.

    • The P3 Firm Fix: We audit the C-Suite. If the CEO has low Self-Correction, we install a "Challenger" into the boardroom (often a COO or CFO) to ensure data beats ego.

How P3 Firm Uses This Data to Drive Profit

Knowledge without action is trivia. We use the Attribute Index to engineer money.

  1. Hiring Accuracy: We set a Benchmark. If a candidate's "Role Confidence" score is below a 7.0, we know they will struggle to close deals. We flag it immediately.

  2. Gap Analysis: We map your current team. We find the "Hidden Gems" (people with high Attributes but poor training) and the "Empty Suits" (people with great charisma but low thinking power).

  3. Digital Labor Activation:

    • P3Ai uses the Attribute scores to tailor the workload.

    • Low Attention to Detail? The AI drafts the contract.

    • Low Empathy? The AI scripts the difficult conversation.

Stop Hiring "Nice." Start Hiring "Competent."

You can train a skill. You cannot train a thinking pattern.

The Attribute Index gives you the X-Ray vision to see who can actually carry the weight of your revenue goals. Stop guessing based on a good handshake.

Get a Risk Score on your team’s competencies in 3 minutes.

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Ben Chaib