The Universal Human Performance Matrix

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How many times have you hired the perfect "on-paper resume" fit for a role only to be disappointed later? 

Making GREAT people decisions requires more than just a look at the resume and an interview or two; it requires reliable integrated performance measures that drive and enhance the interview process.     

Human Performance is not a single measure based upon just the resume. Performance is a matrix comprised of 4 ingredients: 

1. Credentials  

2. Critical Thinking  

3. Internal Drivers or Motivators  

4. Behaviors or Communication Style

We offer validated instruments and tools that can measure these ingredients and, best of all, our tools integrate those measurements into a reliable performance answer.      

Some pilots are better than others...some sales people are better than others...even though they may have virtually the same resume, education, training, and experience. Why?  Because PERFORMANCE is not just a function of the resume.  Rather Human Performance is the product of an individual's CREDENTIALS amplified by Critical Thinking, Internal Drivers or Motivators, and Communication Style.

This is the candidate's or incumbent's qualifications for the role.  This is education, past experience, licensing, certification, special training.  This is the candidate on the resume.  You make the determination of fit here relative to the requirements of the role or position.  

Making GREAT people decisions requires more than just a look at the resume and an interview or two; it requires relieble integrated performance measures that drive and enhance the interview process.

Critical Thinking is the first and most important performance multiplier.  This is the candidate's or incumbent's ability to make the best choices and decisions in your organization around Results, Rules, and People.  In other words, this measures the quality of the decisions or choices made.     

The Critical Thinking measure is based upon the Nobel nominated research into human decision theory by Dr. Robert Hartman.  Critical thinking measure reports on the capacity to:

• Identify the core issues that are driving a problem, challenge, or opportunity.
• Create a workable solution for the identified core issue(s) needing attention.  
• Implement the workable solutions that operate within the guidelines of the organization and inside the scope of the resources that are currently available to the individual.

This is the second performance multiplier.  Based upon the Harvard research into human motivation, it measures the hierarchy and intensity of seven universal human motivators and how they combine to form the action steps an individual will want to take as they turn decisions into plans and results.  This determines how an individual's plan or results will be influenced by or "seasoned" by their own internal motivators or drivers.  

The third multiplier, communication or behavioral style, is what we most often observe and experience every day when we interact with individuals in the workplace.  This is how an individual will deliver those decisions, action plans and results into the workplace.     We measure this with a DiSC assessment tool.  DiSC is based on over 65 years of research; it is reliable and easy to understand.  In fact, DiSC workshops are a fun and low cost way to improve team dynamics and communication

Our tools provide you answers to make GREAT PEOPLE DECISIONS.  We have developed a unique tool that combines reliable research into a model that predicts performance.  We provide you with an answer of what level of performance you may expect from a candidate, provided their credentials meet the qualifications for the role.