2011 THINC WEBINAR SERIES Comparing Assessments: A · PDF fileMBTI®: Widely used for...

Copyright © Herrmann International 2011 | www.hbdi.com

better results through Whole Brain® thinking

Comparing Assessments: A Panel Discussion

January 26, 2011

Hosted by: Ann Herrmann-Nehdi, CEO Herrmann International

2011 THINC™ WEBINAR SERIES


Agenda and Panelists

Intro and polls   Orin Salas: Herrmann International

  Tom Boldrey: Eastern Illinois University and Quality Works

  Joe Pellegrini: Ethicon Endo-Surgery

  Jesse Mendez: Regus

Questions


Comparing Assessment Premises

MBTI® (Psychological)

HBDI®

(Brain-Based)

DiSC®/Social Styles/ 360’s (Behavioral)

The Individual


A

C B

D Why I selected and use a given assessment and whether

I integrate the tools together or not.

What Are my key

applications for the assessments I use.

How I decide on whether to use an assessment and which

assessments to use.

Who Are my target audiences

and how well they engage with my chosen

assessments.

Key Questions


What is most important in selecting an assessment? Select the most important:

  Engagement and Usability for Participants   Consistency and Practicality   Statistical Validity   Conceptual Framework and Range of

Applications

Poll:


Orin Salas

VP Sales Herrmann International


Herrmann Brain Dominance Instrument®

(HBDI®)

 Measures thinking preferences  Created by Ned Herrmann while at GE   It was created for business  Translated into 17 languages


  Highly validated assessment at the core of Whole Brain® Thinking

  120 questions   Has been completed by

over one million people around the world

  Over 5000 certified practitioners worldwide

“The HBDI® is the most easily understood,

remembered and applied assessment instrument of

those available. Our clients love it.”

Barbara Hughes, Intellectual Capital Consulting

Herrmann Brain Dominance Instrument®

(HBDI®)


Left

Mod

e

Lower Mode

Right Mode

Upper Mode


The Whole Brain® Advantage: Achieving Return on Intelligence

Positively increase thinking flexibility and thinking skills to grow productivity

1. Individual

Improve speed and quality of processes and interaction to drive effectiveness

2. Group

Align culture and increase collaboration to drive innovation and revenue

3. Organizational

Better connect with customers for increased sales and customer satisfaction

4. Customer


Tom Boldrey

Professor Emeritus, Eastern Illinois

Founder, Quality Works


Why use instruments?

  Catalyst for personalizing highly engaged learning

  Door for self discovery and self awareness   Leverage for change and self improvement


Most frequently used instruments:

  Herrmann Brain Dominance Instrument®   Myers Briggs Type Indicator®   Strength Deployment Indicator®   FIRO-B® and Human Elements®   Leadership Practices Inventory®   The Birkman®   The Enneagram®


 Purpose of engagement  Client requests and need  Scope and length engagement  Participant readiness  Situational context

How I select the instruments:


Jung’s Psychological Type Theory

  Personality development   Four dichotomies of preferences   Preferences are innate, inborn

predispositions   Predispositions are influenced by

experiences   Preferences used in varying degrees   Life provides opportunities to develop

“inferior” and “hidden” parts of our personality


Behind MBTI®: Jung’s Theory of Psychological Type Basic Mental Processes

Information

Sensing Intuition

Can’t use both simultaneously so we develop preferences for using

one method over another

Evaluate

Thinking Feeling

Can’t use both methods simultaneously, so we develop a

preference for using one method over another

Copyright © Herrmann International 2011 | www.hbdi.com 1/27/11

Intui&on


  Self-assessment type   MBTI® scores   Feedback from others   “Best fit”

“Best Fit” Type


Comparing & Contrasting HBDI® and MBTI®

MBTI®:   Widely used for insights about personality tendencies   Sustains long term personal and professional development   Relevant for coaching, in-depth leadership development, and

addressing complex interpersonal issues

HBDI®:   Scalable and quick applications for improvements   Leverages understanding of self AND others   Integrates very well with other models and instruments   Framework for self-management and organizational development


The HBDI® fosters a Whole Brain Advantage® because:

  High face validity and immediate applications are transformative for individuals, groups, teams, and organizations.

  Less labeling and more access to action and self-correction.

  Potential is uncovered and evoked.   The HBDI® and Whole Brain® applications integrate well

and support other instruments rather than conflict or compete.

  Better thinking and bottom-line results are achieved.


Joe Pellegrini

HR Business Partner


WHAT: Assessment Applications

HOW: Criteria for assessment selection •  Validity •  Usability •  Applicability •  Consistency

WHO: Target audience and feedback •  Assessments integrated with Leadership Development

Framework by level / time in position:

•  Blended approach increases retention and application

WHY: HBDI® and DiSC® Selection and Utilization Process •  Analysis •  Design •  Development •  Implementation •  Evaluation

HBDI® DiSC®

•  Teambuilding•  Communica4on

•  Personalgrowthdevelopment

•  SalesTraining•  StrategicThinking•  PersonalBranding•  Ac4onLearning

•  Mentoring

Development Levels Phases

•  10%‐Training•  20%‐Feedback•  70%‐

Experience

•  Execu4ve•  Managerof

Managers•  People

Managers•  Individual

Contributors

•  I–Pre‐Mgt•  II‐Founda4onal

Learning•  III‐Advanced

Learning•  IV‐Con4nual

Learning

How, What, Who and Why


Jesse Mendez

Global Director, Training and Development


Introducing the Regus Group

  World’s largest provider of flexible workplace solutions –  1200 business centres –  500 cities and 85 countries –  400,000+ Clients

–  Occupy 35 million square feet of commercial space

–  Employ 5000 team members

–  Publicly traded on the London Stock Exchange (LSE:RGU)


How I Choose an Instrument:

Organizational Catalysts – Restructuring – Growth – Emerging Leaders – Newly Formed Teams – Implementing Change Initiatives – Executive Coaching (High Performers/

At Risk)


Assessments Used at Regus

  Pre-employment Assessment   ProfilesXT® (Profiles International)

  Supports Rapid Growth   Adds Rigor to the hiring process   Target (sales, operations and leadership)

  HBDI®   Restructuring / Newly Formed Teams (Team Report, Pairs Profile)   Emerging Leaders Program   Existing Teams (Team Report, Pairs Profiles)   Ongoing Leadership Development   Executive Level Coaching

  Target (Team Leaders, Mid-level Directors, Regional VP’s)   Checkpoint 360® (Profiles International)

  Leadership Development (Target mid-level to Senior Executive Team)


Social Style Matrix and HBDI®

Organized, thorough Logical, factual, Detail-oriented Makes decisions based on facts Weighs all alternatives Historical evidence

Results-oriented End results vs. process “Bottom-line” Quick to decide Prefers options Asks for probability of success and then decides

Futuristic in thinking Enthusiastic Shares dreams and ideas High energy Needs variety and simulation Collaborates Results-oriented

Good Listeners Cooperative Prefers others to be involved in the process Loyal to organization Avoids conflict

ASK TELL

TASK

PEOPLE


Why I Chose HBDI®

  Non-judgmental instrument (People don’t become defensive about results.)

  Gets to the source of the “Why” behind behaviors   Multiple applications (Flexible in supporting different

organizational catalysts)

  Doesn’t allow for stereotypes   Practical tool (Provides a simple roadmap for effective

communication/ listening.)

  Robust e-learning support   Action oriented

  I can influence my thinking therefore, I can improve my behaviors and effectiveness.

  If I understand clues about others, I can adjust my approach.



THANK YOU!

Join us for our next THINC™ Webinar:

Meeting of the Minds: Unleashing Organizational Intelligence with Effective Mentor Matching

Wednesday February 23rd

1:00p-2:00p EST

LynneKrause,ChiefInnova&onOfficerBBTDServices


•  Visit http://www.hbdi.com/Resources/Webinars.cfm to view upcoming THINC™ Webinar opportunities.

•  Contact us at 800-432-4234 or [email protected] for additional information about Whole Brain® Thinking and the Herrmann Brain Dominance Instrument® (HBDI®).

•  Keep up-to-date on future THINC™ Webinars and Herrmann International events:

•  Visit the Whole Brain® Blog: www.hbdi.com/blog •  Twitter: @herrmannintl

•  YouTube Channel: herrmannintl

•  LinkedIn Group: Whole Brain Thinking-HBDI

•  Facebook Fan Page: Whole Brain Thinking-HBDI

For More Information



Originators of the Herrmann Brain Dominance Instrument® (HBDI®) and Whole Brain® Technology

794 Buffalo Creek Road Lake Lure, NC 28746

Tel: (828) 625-9153 Toll Free: (800) 432-HBDI [4234]

www.hbdi.com | [email protected]

2011 THINC™ WEBINAR SERIES


2011 THINC WEBINAR SERIES Comparing Assessments: A · PDF fileMBTI®: Widely used for...

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