2011 thinc webinar series comparing assessments: a · pdf filembti®: widely used for...
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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
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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
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Comparing Assessment Premises
MBTI® (Psychological)
HBDI®
(Brain-Based)
DiSC®/Social Styles/ 360’s (Behavioral)
The Individual
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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
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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:
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Orin Salas
VP Sales Herrmann International
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Herrmann Brain Dominance Instrument®
(HBDI®)
Measures thinking preferences Created by Ned Herrmann while at GE It was created for business Translated into 17 languages
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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®)
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Left
Mod
e
Lower Mode
Right Mode
Upper Mode
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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
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Tom Boldrey
Professor Emeritus, Eastern Illinois
Founder, Quality Works
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Why use instruments?
Catalyst for personalizing highly engaged learning
Door for self discovery and self awareness Leverage for change and self improvement
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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®
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Purpose of engagement Client requests and need Scope and length engagement Participant readiness Situational context
How I select the instruments:
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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
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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
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Intui&on
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Self-assessment type MBTI® scores Feedback from others “Best fit”
“Best Fit” Type
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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
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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.
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Joe Pellegrini
HR Business Partner
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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
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Jesse Mendez
Global Director, Training and Development
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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)
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How I Choose an Instrument:
Organizational Catalysts – Restructuring – Growth – Emerging Leaders – Newly Formed Teams – Implementing Change Initiatives – Executive Coaching (High Performers/
At Risk)
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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)
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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
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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.
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better results through Whole Brain® thinking
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
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• Visit http://www.hbdi.com/Resources/Webinars.cfm to view upcoming THINC™ Webinar opportunities.
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For More Information
better results through Whole Brain® thinking
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Originators of the Herrmann Brain Dominance Instrument® (HBDI®) and Whole Brain® Technology
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Tel: (828) 625-9153 Toll Free: (800) 432-HBDI [4234]
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2011 THINC™ WEBINAR SERIES
better results through Whole Brain® thinking