Whole Brain® Content Libraries: Supporting L&D as a Strategic Partner

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Over the past several years, we’ve heard a lot about what learning and development (L&D) needs to do to earn its “seat at the table” in today’s business environment. As long as it’s viewed primarily as a support (aka cost) function, it will continue to be viewed as a cost to be minimized.

Many of the L&D professionals and consultants we work with are leading the way in what’s known as “high-value L&D.” They don’t look at L&D as a function that provides some training and resources to employees, with a primary goal of checking the box to show that you’ve done it. Instead, they’ve turned L&D into a strategic enabler of the business, one that drives specific and mission-critical business goals. Their focus is, as author Mike Hawkins explains, “on shaping the desired culture, fostering new ways of thinking, developing new behaviors, and driving strategic opportunities.”

This is one of the reasons our global innovation team has been working behind the scenes over the past several months to explore new and different ways in which we can support the high-value L&D objectives of our clients.

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What Motivates People? Look for Clues in How They Think (VIDEO)

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In today’s business world, where the large majority of the work is knowledge work, each day can be different and challenging in its own way. Constant change means that most employees are dealing with simultaneous projects, shifting priorities, complex problems, lots of demands, and a never-ending stream of disruptions and distractions.

It’s not just a challenge to stay focused in this environment; it’s hard to stay motivated and engaged. In fact, recent research by Bersin by Deloitte attributes low employee engagement levels to the overwhelmed employee.

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Improve Employee Satisfaction by Rethinking the Workplace Experience

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HR is in the midst of a reinvention. Again.

From its early years as a “Personnel” function, HR has evolved in emphasis with the times through industrial psychology, organization dynamics, compliance and legal, and working hand in hand with finance. In other words, it’s been all over the place.

In Whole Brain® Thinking terms, though, the function has been pretty consistent. The focus traditionally has been heavily on the green, B-quadrant aspects of processes, structure, contingency planning and “rules,” combined with some red, C-quadrant employee engagement activities.

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3 Filters for Sorting Through the “Buzz” Around Neuroscience in Learning

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“If one more person talks to me about my amygdala, I’ll scream!”

This learner’s reaction isn’t surprising. The last decade has seen a frenzy of neuroscience research, leading to an avalanche of new findings and interest in the field. But along with the exciting new knowledge comes the inevitable hype and distraction. New studies abound that may or may not be practical or relevant in the real world of business. 

And that’s where the rubber really meets the road. Because for all the research, attention and general trendiness of the topic, when it comes to your learners, your workplace, your business and your results, there are only two questions that really matter: Can you use it, and does it deliver what you need?

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Why Your Management Training Programs Might be Limiting Their Success

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"Most managers of business functions epitomize their occupation.”   This statement, taken from The Whole Brain Business Book, isn’t likely to surprise you. It makes sense that someone who’s moved up to a management position would be the embodiment of his or her functional area of expertise.  

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4 Signs You Should Invest In Better Employee Assessment Tools

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Whether you’re working in-house with internal employees or at a consulting firm with external clients, employee assessments—of one kind or another—are probably part of your toolkit.

But when was the last time you assessed those assessments? Are they the right tools for the job? And are they delivering the ROI you need?

Here are 4 signs it might be time to invest in better employee assessment tools.

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How to Fire Up Your Employee Training Program with A Cross-Training Regimen for the Brain

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In fitness it’s a given that if you keep doing the same thing over and over again, you’ll eventually hit a plateau and your results will start to flatten out.

Enter cross training, which involves switching up your activities or combining several different techniques and strategies into a single workout. It gets you out of your comfort zones, fires up new muscles and pushes you to a new level of performance.

Could that same philosophy be applied to fire up performance in the workplace?

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Thinking Preferences and the Perfect Match, At Work and At Home

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What makes a good match? Whether you’re putting together a workplace mentoring program or just thinking about your prospects for Valentine’s Day, thinking preferences provide some clues.

On the work front, many organizations have begun setting up mentoring programs recently. With another estimated 4 million Baby Boomers expected to retire this year, these companies want to make sure their valuable knowledge, experience and critical thinking skills don’t leave along with them.

But just like any pair, not every mentor match is made to last.

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Employee Engagement and Retention: What You Don’t Know Could Cost You

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The “shocking” to “disturbing” headlines about employee engagement are almost routine these days. Study after study turns up numbers in the range of 70 to 80 percent of the workforce that’s either not fully engaged or actively disengaged at work, costing companies billions in annual turnover.

It’s not that executives aren’t throwing money at the problem. In fact, by some estimates, companies are collectively investing upwards of $1.5 billion a year into trying to turn it around, without much to show for it in return.

But there have been a few positive signs beginning to emerge. Modern Survey’s Fall 2014 Employee Engagement Index showed engagement levels are beginning to inch up, while disengagement is at its lowest point since the study began.

Sounds good, right? Well, keep reading.

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How Do Assessment Instruments Compare?

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When we talk to people about the Herrmann Brain Dominance Instrument® (HBDI®), a few questions invariably come up:

  • Does the HBDI® measure the same thing as [XYZ] assessment?
  • How is the HBDI® profile different from [XYZ] profile?
  • Can the HBDI® be used along with [XYZ]?
  • If we use an additional assessment, will it confuse people?

Understanding the premises of different assessments can help a

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