This week we handover to the queen of our social media, and Consultant at North Highland, Emily Burns, to bring to life what our impending partnership with Herrmann, the originator of the HBDI®, means to her...
Great news all. The day has finally come. Peanut butter and jelly, step aside. Queen Liz and her corgis, trot along. Johnny Depp and his pirate getup... OK well maybe you can stay.
What I’m trying to say is: amazing combinations of the past, move over … CULR AND HBDI ARE UNITING!
what DOES THIS MEAN?
In our upcoming release of Culr, when you go searching for your colleagues, you will now also be able to view their HBDI profile, showing you their preferred thinking style and allowing for that ever sought after Whole Brain® Thinking.
Still confused? Let me hand over the experts. ‘Whole brain thinking’, is eloquently described by our friends at Herrmann as:
‘The awareness of one’s own thinking preferences and the thinking preferences of others, combined with the ability to act outside of one’s preferred thinking preferences.”
Read more on this from our friends at Herrmann here and check out the four quadrants below:
WHAT ARE THE BENEFITS?
For me, the addition of HBDI means Culr is now a platform to not only provide my colleagues with regular feedback but also to take what I know about my fellow North Highlanders to a whole new level.
As an example, it would really have given me a head start if I’d had access to HBDI profiles when going into a project with that manager (you know the kind). Maybe, just maybe, I would have gained more of an appreciation of what really made them tick, instead of spending week one channeling my best inner awkward-deer-in-headlights.
Also, having the thinking styles of those in NH at my disposal would allow me to gather a pretty good idea of who might be interested in working alongside me on say, an upcoming Data & Analytics project (cue adoring cheers of ‘I’d love to! How did you know?’).
The whole brain team
With HBDI, the power is in your hands to create a team of individuals who all think in different ways, A.K.A a magnificent Whole Brain team!
According to one study, teams that are balanced in their thinking styles are a whole 66% more efficient than others. So I know that 66% seems like a lot, but if you think about it, teams that understand how their thinking styles affect their behaviour can quickly and productively move past those pesky procrastination traps and common blockers to productivity that other teams might not yet have cracked.
Having a good mental balance within your team also means that you will consider more options as a whole and just generally make better decisions. In case I’ve sparked your intrigue, you can read all about that study here.
A better mutual understanding
So you’ve got your lovely whole brainers together. What next? Well, the good times don’t stop there; HBDI will now allow for a much deeper understanding between you and your desk mates, both in established and in brand new teams. I don’t need to point out the advantages of a team that knows how (and therefore what – kind of) the others are thinking. Allow me to just refer you to the success of Mel Gibson in What Women Want (for the record I fully endorse the watching of this film for thinking style research purposes).
In its most simple form, having someone’s HBDI profile easily accessible within Culr could mean the avoidance of a lot of work-related headaches. No more clashes (because now you understand how your colleagues might approach a certain situation), a more empathetic and understanding approach to group work AND a quite amazing approach to the distribution of workload, i.e. instead of being asked to write up that project plan (yawn) you might be the one to design the materials for that big client workshop (YAY!). Can you tell that I lean just a little (OK a lot) towards the yellow side of the HBDI circle...
Another huge plus is the ability to provide incredible feedback. When you truly know the strengths, thinking and thus working styles of your team, you can provide incredibly considered and personalised feedback through Culr; really benefiting your co-workers. To take an example, if I was aware of the fact that my colleague Jayne loves to work in the detail, I would know to give her feedback in this area and not, say, her people management skills. This way, my feedback would be really useful to Jayne in developing in the area that she loves AND I’ve given some amazing tailored feedback which has made me feel all warm and fuzzy inside.
bias IN FEEDBACK
If, when giving feedback, you have a full understanding of your own thinking preferences and also those of the person who will be receiving your feedback, it will help to reduce the amount of unconscious bias that makes some feedback less valuable than it could be.
As aware as I am of my thinking style, I don’t often link this to the giving of feedback. But, given I am a people-focused person, I imagine (without delving too deep into the cavities of my mind) that a lot of the feedback I give is related to how others interact on a personal level with colleagues, because that’s the kind of stuff that I find most pertinent. But now that I have discovered this (and if you listen really carefully you might just hear the cogs in my brain slowing turning) I should really start to challenge whether I am actually just projecting my own preferences onto the feedback I give others, without considering their thinking styles.
On a final note, I personally get lots of feedback via Culr and feel really lucky for the open and encouraging culture that this creates at North Highland. But, if this feedback were also tailored to take into account my thinking style, then it would have the potential to be even more valuable to me, both in my personal and professional development.
Please note that The HBDI and Whole Brain Thinking are registered trademarks of Herrmann Global.