Why Effective Leaders Make Time for Deep Thinking

/

If you’re a leader, you set the direction and vision for your organization or department, but there’s still a lot that’s not completely under your control: the behavior of other people, the state of the economy, the unfolding of world events, the overall pace of change. Sure, you can anticipate and react to these things, but you can’t totally control them.

What’s surprising, though, is how few leaders take the time to notice the one thing they can always control, even when the world is out of control: their thinking.

Read More

Creative Thinking Not 'Your Thing'? Think Again!

/

In studies of global business leaders and CEOs, “creativity” routinely shows up as one of the top qualities for effective leaders. But you don’t even have to read the studies to know that people value creativity in business. We talk about emulating the Steve Jobs’s of the world, the new technology innovators, those who come up with clever solutions or new products that transform entire markets and industries. In fact, CEOs have been making speeches proclaiming a “fresh commitment to creativity” and urging an entrepreneurial approach to business for decades.

So why are the results so consistently disappointing? What’s holding back creativity in business?

Are we just not that creative?

Read More

Why Inclusive Leadership is Essential to Innovation

/

Whenever a disruptive business story breaks—like Amazon’s purchase of Whole Foods—the innovation mandates follow. The message: If you don’t start rethinking your game and, in some cases, even reinventing your mission, you could be the next cautionary tale, the “slow giant that failed to innovate.”

As companies focus more intently on innovation, whether it’s the big, transformational kind or smaller, incremental improvements and pivots, we’re also seeing a growing trend in recognizing the value of diversity in the innovation process. McKesson, for example, proclaimed in their 2016 Diversity & Inclusion Report, “We believe a diverse workforce is a fundamental building block for creativity and innovation.” And Apple CEO Tim Cook has said, “I think the most diverse group will produce the best product, I firmly believe that.”

But clearly it’s not as simple as all that. If it was, we’d be seeing a lot more innovative output.

Read More

Introducing a Brand New Look for Herrmann®

/

The brain loves novelty, and it's a good thing, because our world at Herrmann is brimming with newness: new products and platforms, interesting new applications of Whole Brain ® Thinking, new technologies expanding the reach of our systems, new thinkers engaging in new places around the world, and fantastic new practitioners adding to our global community. What better time than now to transform our “face” to the world and as we grow into the future.

Read More

How to Get Business Impact Out of Employee Assessments

/

In her recent post on comparing employee assessments, our Whole Brain ® Thinking Catalyst Anne Griswold pointed out a simple truth about assessments: Application can be a challenge. How do you turn awareness and insight into actions that make a tangible impact on the business, especially once people are back in the daily whirlwind of the job?

It’s an important question, particularly as L&D is increasingly being pressured to clearly connect the work it’s doing with specific business results. Every developmental tool needs to serve as a link in a broader value chain. We know this, and still...all too often the employee is the one who’s left with the burden of figuring out how to apply these newfound insights—and then remembering to do it on a consistent basis. It’s a pretty tall order when so much else is going on, no matter how powerful that moment of awareness might have been.

The organizations that are successful in getting to application and business impact take a more strategic view of employee assessments from the get-go. Need some inspiration? Here are just a few of the ways our clients have integrated the HBDI and other assessments into their business operations to get tangible results.

Read More

Comparing Employee Assessments: DiSC® and the HBDI®

/

Choosing the right employee assessment for your team or organization can be confusing. Many instruments overlap in what they measure and in how they’re used. So, we’re kicking off a new blog series to compare those different assessments and dive into how you might use them to achieve your business and talent development needs. This series is written by Anne Griswold, our Whole Brain ® Thinking Catalyst. Anne has been a facilitator, trainer and coach for over 20 years, working both inside companies and as an independent consultant. She is certified in many assessment tools and leadership trainings programs, including the HBDI, MBTI, DiSC, Hogan, Firo-B, EI 2.0 and Franklin-Covey Training Programs.

First up: Anne takes a closer look at the DiSC assessment and how it compares with Whole Brain Thinking and the HBDI.

DiSC is a popular employee assessment that is a good tool for understanding different styles, behaviors and perspectives of ourselves, of other people and how we respond in different situations. Like the HBDI, it’s a four-factor model, but in the case of DiSC, each color-coded letter represents a behavior trait: D for Dominance, i for Influence, S for Steadiness and C for Conscientiousness. Unlike the HBDI—which has a brain-based premise that considers, “How do I process information?”—DiSC is a behavior-based assessment that considers, “How do I behave in a specific situation and how do others perceive me?” DiSC, like most assessments, gives us insight. Those insights are focused on the impact of the individual’s behavior.

Read More

Innovative Productivity Hacks from the World’s Top-Performing Teams

/

More and more organizations are recognizing that a team approach can be a key driver of business performance. But just having teams isn’t the answer, of course. Those teams have to be productive and able to work together to deliver more value as a whole than they would as individuals.

The stakes are high: If the team breaks down or can’t get it together, the business suffers. So we decided to take a look at what some of the world’s best-performing teams are doing to see what we can learn from their productivity and performance secrets.

Read More

6 Must-Have Tips for Using Thinking Styles in Job Design

/

Would it surprise you to learn that the more independence and self-determination someone has over their work, the more satisfied they are with their job?

Probably not. After all, it seems pretty obvious that the more say you have in terms of how you get your job done, the happier you’ll be in it. And the happier and more engaged you are in the work, the more productive you’re likely to be.

A new study conducted by researchers at the University of Birmingham Business School confirms the connection between work autonomy and job satisfaction. As one of the researchers, Dr. Daniel Wheatley, puts it, "Greater levels of control over work tasks and schedule have the potential to generate significant benefits for the employee, which was found to be evident in the levels of reported well-being."

But most roles aren’t designed to give people that kind of autonomy. In general, jobs are structured around specific tasks, and accountability is assigned so that the person’s performance can be measured and evaluated. This makes sense as far as it goes, particularly in jobs where collaborative, creative effort isn’t a priority (increasingly rare as that is), but even in narrow functional roles, one size doesn’t fit all. Sure, you can go with a “force fit” approach that says, “it’s this way or no way.” But you might just lose some talented, hard-working people in the process.

Read More

Teach Your Employees How to Deal With Fear So They Can Get Ahead

/

If you’re a leader or an HR professional, one of your jobs is to help others grow, whether through developing new skills or encouraging them to take the leap to new responsibilities. But just because you’re confident the person’s ready for the next step, it doesn’t mean the employee is. Even an employee who’s been asking for the promotion or appealing to get involved with high-profile projects can suddenly get cold feet when that dream turns into a reality.

It’s not all that surprising when you think about it, though. Change, even welcome change, can be scary. You’re entering the unknown, the expectations are high and you have a lot to learn. And we know that learning is uncomfortable. So, when you’re working with someone who seems reluctant to take a big step, or maybe they’re struggling in a new role, the culprit might be something very simple and primal: fear.

Read More

Brain Trust Blueprint: The #1 Trait of Unbeatable Teams [INFOGRAPHIC]

/

Teams have never been more important in business. But with the demands and complexities of today’s work environment—not to mention the challenges of working with global, remote or regularly changing team members—working in a team isn’t always easy.

A great team is a “brain trust” of diverse thinkers, one that’s greater than the sum of its parts. They’re collaborators you can count on to bring new perspectives to the table, listen to and value your ideas, and stay accountable to common goals, especially when the pressure heats up.

Read More

Search

Tags

see all

The Whole Brain Business Book 2nd Edition

Read the first two chapters and order your copy today!