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Posted 8 years ago
“Greg Smith has been in the human performance game for over 25 years. He started as an Executive Recruiter and quickly discovered that the “initial impressions” one got in face-to-face interviews was not a reliable criteria for identifying or placing top performing candidates. He has identified the universal human factors that drive strong, average and marginal performance and has identified how to measure those factors in an easy to read, easy to understand performance model that provides the integrated answers to the three questions that every company is really asking: 1. Can this person do the job?, 2. Will this person do the job?, 3. Will this person do the job for me in my organization?”
~ Dr. Tony Alessandra
Why God Made Chevys and Fords, or… Why We Make Different Choices
by Greg Smith
Human beings are ALWAYS trying to achieve a GOOD and SUCCESSFUL RESULT! Every action we take targets achieving what we believe IS a good and successful result. Every result (good or not so good) is in large measure, based upon the actions we take. Our specific actions are always preceded by a DECISION to take that action. When faced with exactly the same situation, different people will make different choices, different decisions…that result in different actions and different degrees of success. That decision is conceived, organized and executed by the human mind to ALWAYS accomplish two things:
We value things differently and make different decisions. Understanding and measuring each person’s “decision making mechanism” i.e. HOW each person lands on the decision that creates the action they will WANT as they pursue their view of SUCCESS is the contribution to humanity that was made by Dr. Robert S. Hartman. It works like this. As “life happens” for each of us we must address and resolve the problems, challenges and opportunities we encounter. Both in our professional and personal life, those issues are different for each of us. The human mind seeks to understand these issues by first organizing and evaluating them (the potential solutions) via three different perspectives. Solutions are viewed STRUCTURALLY, COMPARATIVELY AND UNIQUELY. Here’s an example. Let’s assume you are trying to make a “good decision” about selecting/choosing/deciding about a bringing home a new dog. You go to the rescue mission and view various animals. Structural Valuation or Perspective – This is the FIRST of the three valuations the mind makes. In an attempt to make a good “I want to get a new puppy decision” the structural or black or white, either or, complete concept fulfillment or not view asks…” a. First of all, is this furry four legged creature with teeth and a tail that wags a DOG or NOT? (Canis lupis familiaris)
Comparative Valuation or Perspective – This is the SECOND of the three valuations the mind makes as it pursues making a “good choice.” The comparative element of the “I want a new puppy decision” compares one dog to one another dog (they MUST always pass the structural valuation and actually be a dog rather than a wildebeest). The comparative valuation always compares one thing to another similar thing. Examples: which is the bigger dog or the mellower dog or the one with the brown spot on its forehead? There are an unlimited number of side by side comparisons you could make as you are forming your decision that will precede the action that determines which of these furry four legged creates with teeth and a tail that you will take home with you. But there is one more valuation that carries the strongest influence of all.
Greg Smith has over 25 years in the human performance industry. First as an executive recruiter where he learned that “the candidate you initially see is NOT always the employee who shows up for work!” It was those unexpected “first date recruiting misfires” that led him to begin the quest for performance technologies that were available to “see behind the interviewing mask” and identify those who had the best prospects for strong performance. After years of rigorous research and testing, It was obvious that the industry needed a better mousetrap.
Greg has also been a guest speaker at numerous corporate events dealing with leadership, sales and management capacities. He has added to his formal university education with years of study with two of Nobel nominee Dr. Robert S. Hartman’s graduate students Dr. David Medford and Wayne Carpenter. Greg is also a member of the Hartman Institute and has been an invited speaker at their national meeting. Additionally he’s a long time member of Chairman’s club, is a President’s Award winner and has spoken at several national performance conferences on the nature of superior performance.