Designed for Life

SIMA ---- was used by NASA to get a handle on over 150 middle and upper-level managers at Headquarters and Langley, Ames, and Goddard Research Centers, and Wallops Flight Centers----retained by Raytheon to study the recruiting and internal transfers of engineers by recruiters from a number of divisions all operating in the northeast---- retained to simplify the national program for hiring 3000 scientists and engineers for the space program---- was selected by McDonnell Douglas to provide for a “content-rich method” of generating data for succession decisions, ultimately took 450 managers and executives through the SIMA process----was selected by DuPont as a method for determining suitable career direction of engineers hired to be on a fast-track and spent 8 years in that endeavor----was selected by Merck for a significant reengineering effort----SIMA was used by IBM over many years to help engineers identify their suitability for managerial positions----worked with executive management of Michigan Consolidated Gas and the American Gas Association for a number of years doing about everything we could do---- retained by Illinois Blue Cross to assist them in the selection and management of key employees----was used by The Navigators to evaluate their entire management structure; improved their selection of missionaries for overseas assignments----was selected by Intercristo to provide a way Christians could determine their suitability for jobs in foreign countries---- was used by London Bus and The Anglian Water Authority to help managers transition from public to private ownership----was used by Amoco to determine suitability of development staff for transition to production mode---- was assigned the ombudsman task by Monsanto of facilitating the opening of a new plant to produce a new product----was used by Connecticut General to determine suitability of all assistant city office managers for promotion or return to sales--- by New York Life to identify the motivated competencies unique to successful large city managers----and by the Wesley Medical Center to identify the motivated competencies in candidates for the Head Nurse role----assisted North Americam Philips in the evaluation of candidates for executive roles---- made a significant contribution at Upjohn in career planning applications, training staff to use SIMA in the program----used at Rohm & Haas by research management to improve understanding of key scientists; trained staff at the general management level to use the SIMA technology----collaborated with the Leadership Network in simplifying group workshops for use in churches---- provided SIMA in the venture of The American Society for Quality and The Disney Development Company called “The Stuff Americans Are Made Of”.

*System For Identifying Motivated Abilities (SIMA)

SIMA ---- was used at: Aetna for career and management development ---- American Nuclear Insurers for selection, management development, and career planning---- Bayer for management development----Beacon Corporate Benefit Services for team building and management development----Charles Schwab & Company for management development----CIGNA to develop natural ability profiles for successful sales managers, new business managers and client managers----Connecticut Mutual for selection----Connecticut National Bank selection and career planning----Digital Equipment Corp for career development with technical manages and engineerst---- Empire Blue Cross Blue Shield for management development in their IT area--- Ensign Bickford Industries to build a leadership profile and for selection, development, career planning, performance and conflict resolution, and team building---- Esperanza Academic Center for academic and career planning---- Gas Research Institute for selection, management development, and team building---- General American Insurance for management development and performance resolution---- Hamilton Sunstrand for career planning and management development---- Hartford Courant for selection----Howmet for team building and management development---- Kaiser Permanente for team building and management development---- LineMaster Switch for management development---- MassMutual for selection, career planning, management development, and conflict and performance resolution; building a profile for successful general agents and evaluating general agent candidates; and in the Group Life and Health Division as a selection tool to help build a highly successful sales organization----Maine Medical Center for interview training---- Massachusetts Vocational Leadership for management development---- Medco Health Solutions for management development and to support employee utilization decisions---- Monsanto for management development, career planning, conflict and performance resolution, and to identify scientists and engineers who had potential to successfully transition from technology to the ‘business’ side---- New York Life for selection, management development, career planning, conflict and performance resolution, and team building---- Phoenix Home Life for selection of sales people in the Group Division---- Preferred Care for selection---- Sisters of Mercy Connecticut career planning, management development, and team building---- Society for Savings for career planning---- Solutia for management and career development---- Stepan Company in Research and Engineering for management and career development and for training in SIMA interviewing to enhance managers’ ability to make better selection decisions and to enhance their ability to manage and develop their staff more effectively---- Travelers for selection, performance and conflict resolution, and management and career development – Uniprise Division of United health Care for team building, management and career development, and selection---- Upjohn for management development---- Waring Products for career planning---- Webster Insurance selection and management development

Using SIMA to Identify Leadership Potential and Career Growth for scientists, engineers and other technical professionals at Lawrence Livermore National Lab, Lederle Lab, Monsanto, ATT-Bell Labs, Eastman Kodak, BP, the Aerospace Corporation, McDonnellDouglas---- Career Growth and Coaching for Career Growth offered over a 15 year period at Exxon Engineering, Exxon Central Services, Exxon Computational Services, Exxon Chemical and ExxonMobil----Job Fit and Your Career selected in competitive bidding by Glaxo Smith Kline----Selected by DuPont to help develop a career planning program for international use---- Top-down Career Assessment and Management program implemented at Merck-Australia---- Job Fit and Your Career offered for several years to all employees at the Defense Intelligence Agency---- SIMA Assessment used to select high school students for four-year college scholarship and internship at the DIA---- Custom-designed program for Women in Technical Leadership conducted for the U.S.Department of Energy---- Identifying Leadership Potential used as part of Strategic Planning at the U.S. Department of Education----SIMA used as foundation for Career Management at PSE&G – New Jersey and Plains Electric – Albuquerque---- SIMA Assessments served as basis for 2002 IEEE National Careers Conference. SIMA workshops conducted for several years at the national conferences of the Society for Women Engineers.

SIMA was used as a tool to enhance the identification, selection, and transition of candidates for retained executive searches at: Aetna, Allied Chemical, American Dental Examiners, American Gas Association, American Nuclear Insurers, Amoco Research Center, Arthur J. Gallagher & Company, Combustion Engineering, Chandler Evans, Emhart Industries, CMG Health, Colt Industries, Connecticut National Bank, Covenant Insurance, Gas Research Institute, Gerber Scientific, Hartford Courant, Hartford Insurance Group, HealthRight, Howmet, Human Affairs International, Interstate Nuclear Services, LineMaster Switch, Liquid Plastics, John Hancock, MassMutual, Metlife, MetroHartford Regional Economic Alliance, MichCon, Moore Medical.

In health care, SIMA® has been used for search, selection, internal succession planning, executive coaching at Emery Medical Center, Fairview Health System, HealthEast Health System, the Mayo Clinic, the Institute for Healthcare Improvement, Premier Inc., Priority Health (HMO) and numerous PHO and multi-specialty physician practices. Fitting highly trained physician to the demands of management leadership has been an area of great utility. The stresses and strains of today’s health care require that individuals are fit to their work and SIMA® has made a significant difference in the use of senior teams and leadership.

In the leadership of Colleges, Universities and Seminaries, SIMA® has been used in the selection and search of over 40 presidents, provosts and cabinet officers as education gets more expensive and standards are raised. As important as institutional leadership is, maximizing the student’s experience and preparation for life has been a PMI-SIMA® priority. At Union University in Tennessee, SIMA® has made the transition to work, the right work a reality for over 4500 graduates.

In the sector of not for profit management and leadership, SIMA® has been a frequently used tool to attract for profit sector leaders to this important sector. At World Vision, both in the US and internationally, SIMA® and consulting tied to its use has had a significant impact in tripling revenues to nearly $2,000,000,000 rivaling the United Nations in total budget. Teams are led by those gifted, and members are added to key leadership teams based upon the giftedness and motivated abilities SIMA® has revealed.

In privately held corporations, SIMA® has been an effective approach to solve dilemmas in the succession within family groups, defining the roles that the family members so gifted should play, and forecasting the roles for non-family managers. At Bankers Systems and Manthei Enterprises, family members have planned for and executed multi-generational Strategies to keep the business in family hands while growing more effective and profitable.

The US is experiencing a resurgence of church growth over the last 20 years. SIMA® has been a sought after approach in some of the largest churches in America. Willowcreek Church, a church of 30,000 members, The Crystal Cathedral in California, several denominations and a host of medium sized churches designing new leadership models have come to rely on SIMA® as the best gauge to describe the essential connection between pastoral leadership strengths and church growth.

In the provision of social services, SIMA® has been used in the design and development of leadership teams that can tackle the financial challenges in a time of declining, inflation-adjusted government revenues. Lutheran Social Services in Michigan, Heritage Christian Services to the Developmentally Disabled, four regional charitable Agencies to the Chemically Dependent in Delaware, California, Tennessee and Minnesota have used SIMA® and PMI consultants to select leadership and build effective teams.

Internationally, organizations and agencies struggle with cultural, ethnic and social differences and have to manage the cross-cultural diversity. World Relief, World Concern/Crista, British Petroleum, Opportunity International, English Language Institute and Emmanuel Children’s Home in Mexico have discovered the practicality and utility of SIMA® in providing a common language for the description and application of individual strengths in the leadership and provision of high quality service.

SIMA®* PROVING GROUNDS THROUGH 5 DECADES