OUR FRAMEWORK
Our framework is simple. Our impact is extraordinary.
Our framework takes into account the complex system that is the entrepreneurial ecosystem while keeping the insights easy to understand and act upon.
We start with traits
After over two decades of research and over 2000 case studies we have identified 20 compound traits that predict entrepreneurial success. The 20 traits were whittled down from the nearly 100 we began with and have been rigorously tested to ensure the highest levels of reliability and validity for the entrepreneurial ecosystem specifically.
What is reliability?
Reliability refers to the consistency of a measure. A personality assessment is considered reliable if it produces similar results under consistent conditions.
There are a few different types of reliability but the one we really focused on is internal consistency. Internal consistency tells us whether all the questions designed to measure a certain personality trait are indeed measuring the same underlying construct.
Think of it like this - if you have a bunch of thermometers in the same room, they should all give you roughly the same temperature reading. If they don't, you wouldn't consider those thermometers very reliable. Similarly, all the questions meant to measure a trait like extroversion should produce consistent scores. If they don't, then the assessment may not be reliably measuring extroversion.
Our assessments have an average internal consistency score of 0.81 (Cronbach s alpha). The scientific community views 0.6 0.7 as the minimum acceptable value, so our score of 0.81 demonstrates a high level of internal consistency and thus reliability.
What is validity?
While reliability focuses on consistency, validity is about accuracy. Validity tells you how well a test measures what it claims to measure.
One way we assess validity is through convergent and divergent validity.
- Convergent validity checks that measures of constructs that should be theoretically related are indeed related. For example, measures of openness to experience and creativity should be correlated.
- Discriminant validity, on the other hand, checks that measures of constructs that shouldn't be related are indeed not related. For example, extroversion and conscientiousness are distinct traits and their measures shouldn't be highly correlated.
Evidence was gathered by evaluating correlational patterns using Structural Equation Modeling (SEM). Because these analyses are large, complex, and generally difficult to understand without training, we have opted to keep the data from the results in our SENSE technical report. However, the correlations with other traits provided strong support for convergence and divergence.
Another way we've validated our assessments is through confirmatory factor analysis (CFA). CFA is a statistical technique that allows us to test whether our data fits our theoretical model of which questions measure which traits.
Imagine you have a model car kit. The instructions tell you which parts fit together to make the body, the wheels, etc. CFA is like checking whether the parts actually fit together the way the instructions say they should. Do the extroversion questions actually fit together to measure extroversion.
To evaluate model fit (e.g., item relationships to the trait) we used multiple fit indices recommended by Hu & Bentler (1999), including 𝜲2, df, p, CFI, AIC, BIC, RMSEA, & SRMR. A review of the fit indices demonstrated good fit.
Finally we have collected criterion based validity through case studies with real entrepreneurs. Criterion-related validity tells us how well an assessment predicts outcomes in the real world. It s about ensuring that the traits we measure actually connect to the things that matter for your success.
For example, if our assessment identifies you as highly innovative and risk-tolerant, we want to see that those traits predict real entrepreneurial outcomes like launching successful products or securing venture capital funding.
By rigorously validating our assessments against these kinds of concrete criteria, we can confidently say that our insights don t just describe you, but provide actionable information to help you succeed as an entrepreneur.
Our Traits Are Organised into Styles.
To help ensure our insights are easy to understand and use they are grouped into 4 styles:
- Thinking Style
- Working Style
- Social Style
- Grit Style
These groupings help highlight the area in which the traits impact individual and team dynamics. Our goal at Symeta is to provide detailed information that helps with individual growth rather than vague horoscope-like types that box users into an unclear set of predictions.
But ultimately, human behavior is a combination of the person and the situation, this is why we also provide their results within an entrepreneurial context: The 12 Pillars.
The 12 pillars™
This is what our decades of research uncovered: 12 dynamic groupings of traits that are shared among all successful entrepreneurs. It’s not the end all predictor of success nor the only set of factors to consider, but it is a collection of what has historically been very difficult to accurately measure variables.
While many other assessments are capable of measuring human capital traits, no other company has access to our 12 pillar™ model (though some have tried to come close). Our behavioral taxonomy has won numerous awards and has led to both academic and industry level publications.
This model is what sets our insights apart and enables you to actually push towards your goals.
- Vision
- Strategy
- Resourcefulness
- Collaboration
- Direction
- Influence
- Decision Making
- Innovation
- Execution
- Autonomy
- Intensity
- Tenacity
Success
At Symeta, our mission is to empower funders and founders to optimize behavior and drive success at the individual, team, and organizational levels. We know that the path to entrepreneurial success is fraught with challenges. Consider these stark realities.
- 90% of startups fail, often due to people-related issues like lack of alignment, poor communication, or mismatched skills and roles.
- Women-led startups receive only 2.3% of venture capital funding, despite demonstrating 10% higher revenues.
- Diverse founding teams generate 30% higher multiples on invested capital, yet they remain underrepresented and underfunded.
These statistics paint a clear picture: success in the startup world is hard-won, and the odds are stacked against many founders. But at Symeta, we believe that with the right insights and tools, these odds can be overcome.
At the individual level, our assessments provide founders and team members with deep self-awareness. By understanding their unique strengths, weaknesses, and behavioral tendencies, individuals can optimize their performance, communication style, and decision-making process. They can seek out roles and responsibilities that play to their strengths, while proactively addressing areas for growth.
At the team level, our insights facilitate the creation of complementary, high-performing teams. By assessing the behavioral profiles of potential team members, founders can strategically build teams with the right mix of skills, personalities, and working styles. This leads to clearer role definitions, smoother collaboration, and teams that are capable of exceeding even the most ambitious KPIs.
Finally, at the organizational level, our framework enables the alignment of people, strategy, and culture. By deeply understanding the behavioral profiles of both funders and founders, we help create partnerships characterized by shared vision, mutual understanding, and complementary strengths. This alignment is the foundation for a strong, resilient organization that can weather the challenges of the startup journey.
At Symeta, we believe that success is not just about what you do, but about who you are and how you behave. By offering unparalleled insights into the human side of entrepreneurship, we empower funders and founders to optimize behavior, unlock potential, and beat the odds. Join us on this journey to redefine what’s possible in the world of startups.