This article is based on one originally posted by HBDI Australia and I recognise their IP and expertise in relations to this tool.
I would argue very strongly that communication and teamwork are the key differentiators between successful organisations nd those that simple putter along. The problem with teamwork is that it is hard work and hard to do well. It can be a conflicting communication or thinking style, vastly different ways of solving the myriad of problems faced by organisations every day or just personality styles that don’t get along. We have all experienced many of these things. One thin is, however, very clear. Teamwork is a team responsibility.
This responsibility includes a key value and capability I call curiosity. We all have to be curious as to each others strengths and shortcomings, the things we have in common, the way we solve problems and all of the other challenges of our modern world. A team that fails to commit to curiosity ask a core value and behaviour is setting themselves up for failure at worst and mediocrity at best.
There is no doubt in my mind that the best psychometric tool I have seen in this space is the Herrmann Brain Dominance Instrument® (HBDI®).
What is the HBDI®?
The Herrmann Brain Dominance Instrument (HBDI) can help to improve teamwork in your organisation in many ways. To kick things off, here’s a quick run down of what the HBDI is all about.
The HBDI is a research based and consequently validated psychometric assessment tool focussed on Thinking Styles and cognitive preferences. It is backed by more than 40 years of global research. As a starting point to develop greater understand of both individual and team thinking preferences it is invaluable. It is also exceptional when challenges exist around communication, conflict resolution and sub optimal team and organisational performance.
The Whole Brain® framework provides a common language that is often missing in organisation that enables constructive and adult conversations around decision-making, innovation, and customer insights amongst many others.
The HBDI and The Whole Brain® Thinking Model
HBDI Australia describe the assessment and the associated Whole Brain® Thinking concept as providing a complete framework for understanding and utilising varied cognitive preferences, supporting a holistic approach to maximising human thinking potential.
They divide the Whole Brain® Thinking model into four quadrants, namely:
- The A Quadrant – Analytical Thinking: analysis of facts, numbers processing, logical thinking
- The B Quadrant – Practical Thinking: organising facts, detailed review, planning approach
- The C Quadrant – Relational Thinking: interpersonal, expressive, intuitive
- The D Quadrant – Experimental Thinking: big-picture thinking, imaginative, conceptual thinking
The HBDI assessment reveals that individuals may not fit into just one quadrant; they could have a mixed thinking style, combining elements of two separate quadrants. It is essential to recognise and consider these factors after completing the HBDI assessment and receiving your profile results. Once your whole team understands these insights, you gain valuable knowledge on how your team can work together optimally, which positively influences decision-making and overall outcomes.
Five Ways the HBDI Can Improve Teamwork
So now that you have the basics of the HBDI instrument (as it is called) let’s have a look at the a few ways that the HBDI tool can help with team effectiveness:
1) Better Quality Communication
The HBDI assessment is all about thinking styles. These styles are divided into four quadrants, these quadrants represent different cognitive preferences (or styles). We call these analytical, practical, relational, and experimental. When individuals understand their own preferences, and then the preferences of others it assists individuals (including managers) to tailor their communications to match the cognitive styles of others. This dramatically improves the value and quality of communication in the workplace.
2) Encourage a Collaborative Environment
When individuals understand the relative strengths, cognitive preferences and growth areas pf others that are in a much better position to collaborate effectively. this understanding can be achieved through the use of the HBDI profile. Knowing who has preferences in analysis and data versus the creative thinking associated with marketing for example allows for the logical allocation of responsibilities and collaboration based on more than just personal likes and dislikes or the specifics of individuals job descriptions and titles. The outcome of this is improved productivity and happier people.
3) The Creation of a High Trust Environment
Trust is at the very foundation of teamwork and high performing organisations. There is significant research that links higher levels of trust with organisational outcomes, improved share prices, great levels of efficiency and positive workplace cultures. The HBDI enables the building of trust through the insights in provides into individual thinking styles and therefore the ‘buttons’ if you like to build trust at a personal level across teams and organisations.
4) Conflicts Management and Resolution
Conflict is an inevitable part of life and this is equally true in a workplace. The constructive resolution of conflict is a critical trait behind most high performing organisations. When individuals and teams refer back to their HBDI profiles they are better equipped to resolve conflict in a constructive manner. This knowledge and insight better prepares individuals to deal with the challenges of conflict with others in the context of work.
5) Building a Cohesive Team
When the HBDI is used on a regular basis in an organisation it becomes part of the organisational culture or ‘How we do business around here!’ At that point the return on investment through the 4 points detailed above is easy to see. The tool is also highly valuable as a way of fostering appreciation for and adoption diversity as a business tool and point of advantage. Diversity of thought becomes a competitive advantage and individuals start to bond as a team because they see the significant advantages of operating within a diverse neurological environment.
The utilisation of the HBDI methodology as a driver for teamwork and performance has been demonstrated multiple times globally and is agnostic of national cultural variations and nuances. The promotion of open communication channels and the regular conversations between them members around their individual HBDI profiles fosters greater understanding of each other’s cognitive strengths and thinking styles. This, in turn leads to improved communication and teamwork.
