It is a type of cognitive style measurement and model, and is often compared to psychological assessments such as the Myers-Briggs Type Indicator ,   Learning Orientation Questionnaire,  DISC assessment ,  and others. His theory was based on theories of the modularity of cognitive functions, including well-documented specializations in the brain's cerebral cortex and limbic systems, and the research into left-right brain laterilization by Roger Wolcott Sperry , Robert Ornstein , Henry Mintzberg , and Michael Gazzaniga. Use of that metaphor brought later criticism by brain researchers such as Terence Hines for being overly simplistic, though advocates argue that the metaphorical construct has been beneficial in organizational contexts including business and government. Herrmann also coined the concept Whole Brain Thinking as a description of flexibility in using thinking styles that one may cultivate in individuals or in organizations allowing the situational use of all four styles of thinking. The format of the instrument is a question online assessment, which determines the degree of preference for each of the model's four styles of thinking. More than one style may be dominant or a primary preference at once in this model.
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In doing so it highlights the diversity of different thinking styles and how these add enormous value to organisations and teams. Each of these is represented by a different colour.
Individuals usually prefer to think in a combination of these quadrants. On rare occasions individuals even have a preference for only one quadrant. Herrmann was a physicist by training who spent much of his career working for General Electric as a manager.
It has been the subject of more than 32 books, and over articles. This enables them to draw significant insights and research from he data they have gathered over many years. Understanding these preferences has a material impact on an individuals ability to communicate and develop. This leads to improvements in:.
The single greatest challenge for leaders is communication and the HBDI is the best communication tool we have ever seen. The HBDI allows leaders to communicate with their teams in their language, thereby instantly increasing a leaders effectiveness.
Tim is also strong in Red and Green with a people focus and a desire to be organised and structured. Tim is not so keen on facts and the details.
The reality is that very few people are dominant in only one area so we are a blend of these thinking styles and preferences. Each of the quadrants has 3 possible numbers assigned to it, 1 corresponds to a strong preference above 66 , 2 corresponds to general preference 33 — 66 , and 3 is a negative preference — that is, an avoidance Tim has no 3 scores which would be quadrants that Tim wishes to avoid. This creates the dotted line preference on the graph showing someones profile under pressure.
The potential scores range from 8 to The higher the score the more an individual prefers to think in a particular quadrant. It is important to stress , however, that everyone can think in all 4 quadrants. It is about preference. Tim thinks yellow score of , which means that he can be pretty high level most of the time, often happy to make decisions in a conceptual framework rather than based entirely in facts and data!
The stressed profile on the right, or the dotted line, shows how Tim prefers to think under stress or pressure. Tim tends to require more data and become much more logical as depicted by the dotted line expanding in the Blue Quadrant. At the same time Tim loses some of his Green, or Planning and Organising preferences as can be seen by the retraction of the dotted line into the inner circle in the Green quadrant.
The 4 percentages on the HBDI chart show how much Tim thinks in different preference areas linked to parts of the brain. Top versus bottom, and left versus right. Understanding yourself, and by extension others enables people to rapidly improve their communication skills. This includes:. This comes as a standard part of the app.
The idea is that you can show your profile to someone and they show you theirs. Compare and understand each other better. They can assist in finding and providing insights into individuals skills, knowledge and personality traits. They are often heavily used for recruitment and selection programs and are often idealy suited to provide useful data for the management of teams and team building programs.
Leadership development and ultimately success in all types of organisations. These tools are also often used in individual and executive coaching programs as a tdool for developing self awareness.
There are many psychometric tests available in the marketplace and these focus on a range of specific areas including but not limited to:.
Below is an overview of the psychometric tests that we use and some other tools used in the marketplace. It is primarily utilised for the selection, on-boarding and ongoing managing of sales people, account managers and associated teams. This enables the evaluation of an employee or prospective employee relative to the qualities required to perform a specific sales role successfully in a specific organisation.
It also predicts on-the-job performance in seven critical sales behaviours: prospecting, call reluctance, closing the sale, self- starting, teamwork, building and maintaining relationships, and compensation preference. It is used all through the employee lifecycle for recruitment, selection, on-boarding, management and strategic workforce planning. This is very relevant when this can impact their fit with their manager, coworkers, and team.
We use it primarily for motivating and coaching employees, as well as resolving post hire conflict and performance issues. Competencies represent skills and behaviours, based on underlying abilities and experiences, that are measurable and observable. The six emotionally intelligent leadership competencies of the Genos model capture the skills and behaviours that manifest from emotional intelligence abilities. This assessment measures how an individual behaves when presented with a conflict situation.
It helps identify the dimensions, assertiveness and cooperativeness of an individuals preferences when faced with conflict situations. It was created by Meredith Belbin to measure behavioural preferences for nine different team roles: plant, resource investigator, coordinator, shaper, monitor evaluator, teamworker, implementer, completer finisher and specialist. It uses the following categories: implementer, polisher, playmaker, strategist and game changer.
It can help create awareness for individuals about the side of their personality that emerges when under stress and pressure. These can sometimes be negative and damage relationships and negatively impact on long-term success. This assessment is also known as the five-factor model FFM and consists of a series of statements that a participant is required to agree or disagree with. There are many more Psychometric tests and assessments available in the market.
We only use valid and reliable tools that have a demonstrated positive impact in the workplace when used effectively. The important question when comparing Psychometric Tools is not really which one is better than the other but rather which one is the right solution for the challenges you are trying to address. In our experience the HBDI is a valid and reliable Psychometric Tool that resonates with individuals in the work place and is easy for individuals to adopt.
It has enough complexity to deal with the real world without overwhelming individuals and teams. The question of whether a tool is valid or not is critical when using any psychometric tools and the HBDI is no exception. These include studies by academic institution at Berkeley, California, and the University of Texas.
All of these studies have resulting in positive validation for the HBDI. As experts in this field we consider this to be rare.
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A — Blue quadrant: Logical, technical, and financial. B — Green quadrant: Organised, detailed, and structured. C — Red quadrant: Emotional, sensory, and people. D — Yellow quadrant: Risk taker, intuitive, and the big picture. Quadrant A Blue is about facts and logic. Quadrant B Green is about organisation and structure. Quadrant C Red is about feeling and emotion. Quadrant D Yellow is about imagination.
What Do the Numbers Mean? What does the dotted line mean? These are just a few of the advantages for individuals in knowing their profile well. What other Psychometric Tools are in the Marketplace? There are many psychometric tests available in the marketplace and these focus on a range of specific areas including but not limited to: measuring particular skills measuring potential aptitude, identifying preferences rating specific traits.
Identifying specific personality traits Below is an overview of the psychometric tests that we use and some other tools used in the marketplace. This assessment is another that is very popular within the Corporate Environment. Other tools in the marketplace. Big Five Personality Traits This assessment is also known as the five-factor model FFM and consists of a series of statements that a participant is required to agree or disagree with.
This tool measures: openness, conscientiousness, extroversion, agreeableness, and neuroticism. How can we help? Sorry, your blog cannot share posts by email.
Herrmann Brain Dominance Instrument® (HBDI Test)
In this Ultimate Guide to the HBDI psychometric tool, we will deliver answers and understanding to the following you can jump to sections with these links below :. Or visit here to buy directly from the store. It highlights the fact that each of us is different and, therefore, thinks in different ways. It does this by dividing the brain into four quadrants, analytical, practical, relational, and experimental. Each represented by a different colour. The premise being each of us prefers to think in one, or a combination of the quadrants.
HBDI ® - Ultimate Guide – HBDI ® Profile
In doing so it highlights the diversity of different thinking styles and how these add enormous value to organisations and teams. Each of these is represented by a different colour. Individuals usually prefer to think in a combination of these quadrants. On rare occasions individuals even have a preference for only one quadrant. Herrmann was a physicist by training who spent much of his career working for General Electric as a manager. It has been the subject of more than 32 books, and over articles. This enables them to draw significant insights and research from he data they have gathered over many years.
Herrmann Brain Dominance Instrument® (HBDI)
This assessment will help students better understand their thinking preferences. After taking the assessment, Dr. Tarabishy guest speaker, GWU School of Business will help students interpret their results by using tools based on the Whole Brain Model to increase awareness and comfort with different thinking preferences. Each student will be required to take the HBDI assessment online. Tarabishy will help students interpret their results by using tools based on the Whole Brain Model to increase awareness and comfort with different thinking preferences. This special webkey allows you to begin again where you left off.