Organisational Impacts of the Hermann Brain Dominance Instrument (HBDI)
The Hermann Brain Dominance Instrument (HBDI) is an assessment tool that determines an employee’s thinking preference and how it echoes other aspects of their work-life. For years, HBDI has been used in the corporate world to increase performance and efficacy by making workers aware of their strengths. It’s grounded by the idea that awareness of your thinking preference, drives people to leverage it to improve their work, make better decisions, and solve problems creatively.
Modelled after the Whole Brain Thinking framework, HBDI evaluates a person based on four quadrants—analytical, practical, relational, and experimental—each, its own kind of genius and valuable in any and all organisations.
Analytical individuals are calculating and logical, and they thrive in areas involving quantitative data. Their decisions are based on facts and free of subjective feelings, so they make good statisticians and accountants.
Practical workers, on the other hand, are organised, thorough, and attentive to minute details. They have an affinity for rules, plans, and lists so you can depend on them for valuable roles such as executive assistance, quality assurance officers, data tracking, and safety supervising.
Relational people are your social butterflies. They’re good at handling crowds and responding to people’s emotions. Interactive and sensitive to non-verbal cues, they are your best candidates for roles involving conflict mediation, counselling, and boosting low employee morale.
Finally, experimental workers are your innovators who bring great value through their out-of-the-box ideas. They can help a company move forward into the future with fresh concepts and strategies, so if you ever find yourself in need of creative solutions, put them from and centre. A few positions that are perfect for them include product developers, business consultants, marketing executives.
From a glance, you can already tell what each quadrant can contribute to the success of a business. The only problem– you can’t tell for sure which quadrant an employee belongs in unless HBDI is administered.
Results are quickly obtained; a few days turnaround period and you get to not only identify an entire workforce’s strengths but also enjoy the following benefits on an organizational level!
Organisational Benefits of HBDI
Effective communication. HBDI data tells works units the type of information most team members absorb easily. Therefore, they can adjust their communication styles accordingly. For instance, analytical people understand charts and figures while relational people are hooked by stories.
Insight for creating effective training courses. When leaders have an insight into colleagues’ thinking preference, they can craft learning materials that accommodate them.
Better decision-making. Big decision-making processes may account for the ideas of employees with different thinking preferences to arrive at one more optimal for success. Many heads are better than one!
A more inclusive culture. Teams come to understand each member’s value and contribution, so they can actively take part in making the workplace more welcoming and open to varying perspectives.
Better job fit. With knowledge of their strengths, employees can take up spaces they’re the strongest at.
HBDI data comes in individual, pair, and team profiles. Thus, even businesses with small to a medium budget can avail the service and similarly enjoy the benefits of an effective team.
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