SIMA® Applied: How We Assist Individuals, Teams, Organizations
People Management SMD specializes in executive and management development, team development, selection, succession, and consultation on issues related to "Job Fit" and the effective utilization of motivated strengths.
All of our services incorporate a process called SIMA® (System for Identifying Motivated Abilities®). Through SIMA, we identify a MAP® (Motivated Abilities Pattern®). A person’s MAP is a description of that individual in action when he or she is most highly motivated. Through SIMA people discover their unique gifts which drive them to outstanding performance. Organizations and individuals using SIMA have a competitive edge because they can assess "job fit" and predict how optimal performance can be obtained.
We have been able to serve a wide range of prestigious clients because individuals in key positions saw the extraordinary possibilities of a simple line of reasoning.
- - People are more productive and satisfied when they are in jobs that make use of their MAPs—their motivated strengths.
- - Organizations and teams function more productively when they understand and make use of motivated strengths.
- - Poor performance is often a result of poor job fit, or poorly managing one's motivated strengths.
- - The cost of poor job fit, or poorly managing oneself, is enormous to the company as well as for the individual.
- - As people understand SIMA and MAPs, they become more effective managers of themselves and others.
Presentations, Workshops, and Seminars
Using SIMA to Be a More Effective Manager of Yourself and Others: How to Maximize Your Potential
This highly interactive and dynamic presentation teaches concepts and techniques participants can apply to themselves and others. The presentation has been given to groups of presidents, small businesses owners, senior executives, managers, human resource professionals, employees, academicians, job hunters, those seeking a more meaningful life, and counselors/psychologists.
Working Effectively with Your Manager/Leader
This highly interactive and dynamic workshop helps your employees understand and appreciate your MAP (your motivated strengths). This enables them to forge a stronger working relationship with you as they learn to use the information to improve performance and productivity.
Enhancing Team Relationships and Performance
This highly interactive and dynamic workshop helps team members better understand and appreciate each other’s motivated strengths and potential areas of weakness, leading to discussion of ways to work more effectively with each other individually and as a team.
Career & Job Fit Decision Making
One of the benefits of going through the SIMA process is that it will enable you to create a picture of the kind of work you find most satisfying. That picture becomes particularly useful when you compare it to a specific job, career, or work activity.
When you are in a role that fits your MAP you are likely to be highly motivated and satisfied—and likely to excel. When you are in a role that doesn’t fit well with your MAP, you are likely to be unmotivated and frustrated—and likely to perform poorly. When you end up in a job, or on a career path, that is not a good fit with your MAP, neither you nor your employer gains.
Executive Coaching & Management Development
You have a MAP (motivated strengths) which, when used in the right circumstances, enables you to excel, but the same motivated strengths, in the wrong context, could end up as a weakness, if they are not understood and managed well. We help you better understand and manage yourself and use the knowledge of your motivated strengths to evaluate situations and your behavior, and to identify appropriate strategies and actions. The understanding you gain will have lifelong value.
Resolving Performance Problems
Poor job fit is a major reason for poor performance, as is not managing one’s motivated strengths well. By comparing your MAP to your job, you, as well as your manager (if you choose to involve him or her), can gain an understanding as to why your performance is not good. Together you and your manager can redesign the job, or seek a role that more appropriately uses your motivated strengths.
Resolving Conflicts between People
MAPs can shed light on conflicts between people and provide a way to help them better understand why they feel the way they do. Once people understand each other’s motivated strengths, it becomes easier to find common ground upon which a new relationship can be built. MAPs give the means for both bringing people together and objectively looking at what can be done to alleviate the conflict.
Being engaged in activity that is personally meaningful is important to feelings of success, satisfaction, and productivity. When you understand your motivated strengths you will be in a better position to make decisions about post retirement plans and how to best direct your time and energy. Your MAP is a description of you in action when you are most highly motivated. Its value as a predictive job fit tool is not limited to paid work. It can be used to help you determine how to best focus your time and energy in ways that are highly motivating for you when you retire from paid work.
When you understand your MAP you will be in a better position to define circumstances and conditions in which you are most highly motivated to learn (the ways you learn best), and the subject areas you are naturally most interested in learning about. This knowledge will enable you to make more informed decisions in regards to the learning process and courses of study, and to improve your ability to take actions to improve your performance as a student.
Assessment and Selection
Steve Darter has extensive experience in retained executive search and selection. He has filled single and multiple positions of importance and helped organizations engineer major changes or build from scratch. Consistent in his approach is the use of SIMA to define what is needed for success in a job or role, and then contrasting a candidate’s motivated strengths to that selection criteria.
Steve has repeatedly seen that when people succeed, it is because they have the motivated strengths needed, and when they fail, it is often because their MAP doesn’t fit what is needed, or they have used their MAP in such a way that it has become a weakness.
SIMA is a tool we use to help organizations make better job fit decisions. The best prospects for a job are individuals whose motivated strengths align well with the critical job requirements. Through the SIMA process, organizations can make more informed selection decisions. SIMA can be combined with extensive interviewing with former and current bosses, subordinates, and peers to provide a thoroughness that minimizes the risk of making poor selection decisions. When people end up in jobs that are not good fits, no one gains. The cost of poor job fit to people and organizations can be enormous.
An organization should develop information on key employees and make determinations as to situations in which those employees are likely to excel. Employees should identify their motivated strengths so they can better determine whether or not a promotional opportunity is indeed a good fit for them. Development of key employees should capitalize on ways to enhance motivated strengths and minimize potential areas of weakness.
The ideal succession process should be predictive. That is, as a result of this appointment, what is this person motivated to focus on and what are the potential consequences of that focus? When might this person’s motivated strengths become weaknesses? What can be anticipated and what steps can be taken to better ensure this individual’s success, and thus the organization’s success?
Through SIMA, individuals and their employers can make more informed selection and succession decisions, and take actions that will improve the person’s chances for success.
In Success Profiling we analyze the MAPs of your best performers in a job category and identify the motivated strengths they possess that enable them to perform at a top level in that job. We may enhance this analytical process and sharpen the focus by contrasting the results to the MAPs of average, marginal, and poor performers in that job category.
Once the Success Profile is identified, the information can be used to develop tools that help interviewers and those responsible for hiring make better selection decisions. The Success Profile can also be used to drive constructive dialog between managers and employees about performance, job fit, and development.