Report Insights

The Crucible report shares unique learning insights that help assess
possible performance in a private equity environment.

The report is centered around a proprietary behavioral model that includes five catalysts:

Execution | Interpersonal | Emotional Leverage | Leadership | Cognition |

The report includes three types of scores:

The Catalyst Score:

a raw score out of 100 that indicates the strength of that catalyst for that participant.

The Predictive Performance Score (PPS):

a measure of how the candidate’s complement of behaviors, across the five Catalysts, will impact their performance. The PPS is indicative of how that Catalyst will manifest in the executive’s behavior relative to the other Catalysts.

The Private Equity Quotient (PEQ):

Most importantly, however, the report generates one PEQ which is an algorithmically generated result derived from the five catalyst scores, that is indicative of the candidate’s potential fit in a private equity-backed portfolio company.

The Glossary


the state of being truthful to one’s real sense of self, their values, and their convictions.


the five behaviors identified by The Crucible that best predict performance in the private equity-backed middle market.

Cognitive Horsepower:

a strength rooted in raw intelligence and the ability to leverage that intelligence to make accurate, insightful decisions quickly.


the quality of being able to engage with the hearts and minds of an organization.


the belief in one’s ability to overcome challenges.


performance derailers specific to the private equity-backed middle market.

Emotional leverage:

a leader’s ability to drive results and change within an organization by using their capacity to contagiously emote.


the ability to understand and share the feelings of individuals or feeling of the organization.

Emotional Intelligence (EQ):

the ability to recognize and understand one’s emotions, as well as the other emotions of others.

Execution Engine:

the ability to act and respond quickly and accurately.


the drive to surpass the idea of “good enough,” always striving for success.


a lack of tolerance for slow decision making, slow action.


immense energy and concentration put into solving the problem at hand or achieving a goal.

Interpersonal play:

A strong sense of self-esteem that helps build meaningful and effective relationships across an organization.

Leadership Muscle:

the learned ability to influence and drive change in an organization.


the powerful sense of wanting to accomplish, achieve, and drive change.

PEQ (Private Equity Quotient):

A weighted average of the five catalysts scores that is indicative of the participant’s potential fit in a private equity-backed portfolio company.

Processing Speed:

the pace at which one takes in, makes sense of, and responds to information.

Raw Intellect:

the unrefined capacity for rational and intelligent thought or knowledge.


the capacity to persevere through and recover from difficulties.


the potential or promise of an organization.


A powerful sense of tenacity and determination that aids in execution.