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One of the most validated profiling tools around, the Hermann Brain Dominance Instrument (HBDI) measures your thinking preference.

Do you prefer to think in a more factual and analytical manner? Perhaps you like structure, proven concepts and sequential solutions. Do you think about the effects of decisions on people? Or are you more interested in looking at the big-picture strategy and long term possibilities?

Drawn from science, the Whole Brain Model and the HBDI profile is a metaphor for the preferences we all have in our thinking. In the 1970s, Hermann developed the four quadrant model based on the differences between left, right, cerebral and limbic thinking preferences.

Each of us can use each of the four styles, though we tend to have a dominant preference, or more usually, preferences. These may remain constant across various circumstances, or change when we are under pressure. The HBDI measures your preferences and how they change under pressure. Your individual, pair or team profile is a useful place to start a discussion on how you work and interact with others.

Any project you work on will require thinking from all four quadrants to be truly successful. While the HBDI offers valuable insights, the true power of the model comes through embracing Whole Brain Thinking in your daily work. Ensuring you tackle problems from all angles and communicate to the preferences of your audience, will lead to improvements in your effectiveness and results at work.

Contact achieving SYNERGY now to find out how you can use Whole Brain Thinking and the HBDI to enhance your

• Communication
• Project management
• Creativity
• Change management
• Corporate culture
• Team building
• Decision making, and
• Problem solving

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Team Management Systems (TMS) and the Team Management Profile (TMP) started with the identification of 8 different ‘Types of Work’ in a team. Their research in the 1980s, led Drs Margerison and McCann to identify eight core activities for a team to focus on: advising, innovating, promoting, developing, organising, producing, inspecting, and maintaining.

They then explored how to develop a way of predicting which, if any, of the Types of Work functions individuals preferred to undertake. Their research led them to Carl Jung’s personality type theory, some of the most influential work in the field of psychology. The TMP measures preferences across four dimensions and predicts the ‘Type of Work’ functions an individual is likely to prefer.

Contact achieving SYNERGY now to find out how TMS and the TMP can

• Enhance corporate team performance
• Improve career development
• Build team effectiveness
• Lead to greater engagement
• Facilitate leadership and personal development

The Leadership Circle includes tools, methodologies and support for ‘deepening the conversation’ so that change can occur on a very deep, life-changing level.

The Leadership Circle Profile (TLCP) is a 360° assessment that connects competencies with their underlying motivations and thought habits, revealing the relationship between internal assumptions and behaviours; TLC is particularly suited for:

• Transformational Leadership
• Personal Development
• Working with, and developing Leadership Teams

This tool is not for the faint-hearted, so if you are ready to dive deep and transform your leadership abilities, contact achieving SYNERGY to begin your personal journey.

The Life Styles Inventory (LSI) identifies the underlying thoughts and motivations that guide an individual's behaviour. The quality of an individual's thinking and behaviour contributes greatly to that person's work performance. Fortunately, your people have the power to change ineffective thinking and behaviour - the kind that can paralyse an individual's effectiveness. But first, they need to know if what they're doing now is supporting or detracting from quality performance. Based around the Human Synergistics Circumplex, the LSI describes constructive, passive/defensive and aggressive/defensive behaviours. The LSI provides for self-description (LSI 1) and feedback from others (LSI 2).

LSI is a useful tool for:

• Understanding personal style, management style, leadership style
• Personal effectiveness
• Leadership development

We’ve all had those employees; the ones that check out of the workplace. They aren’t actively engaged, they lack motivation, they don’t work to their potential and in worse-case scenarios they can become passively, or even actively, aggressive in the workplace. This situation isn’t good for them, for the business, or for you—and it certainly isn’t good for your personal relationships if you can’t leave your work troubles in the office.

Productivity growth in Australia has slowed from 3.1% pa between 1993-94 and 2003-04 to an average of just 1.4% between 2003-04 and 2010-11. (1)

So, what do managers and leaders normally do? Conventional wisdom says that to make improvements you coach the behaviour. That is, after all, what is observable. But, just like an iceberg, it’s what’s under the surface that is really important.

If you want to be a truly high-performing organisation, then your coaching, training and prescriptive strategies need to address people’s Unconscious Motivators®. You need to dive below the surface and find out why they do what they do; what are the deep unconscious needs that drive the behaviours you see?

PRINT® is just the tool to help you dive beneath the surface and discover the Unconscious Motivators® of your employees. Using this tool, you will discover why employees do what they do, and how the same behaviour by different employees can stem from very different needs (and thus need very different approaches). PRINT® is a highly validated instrument that enables the quick and accurate understanding of core motivations, strengths, productive and unproductive behaviours.

To be an effective leader, you need to know what makes people tick—what motivates and drives them to be at their best. Given that 75% of Australians agree, or strongly agree, that their workplace needs better management(2), it’s clear that leaders could do a lot better in terms of boosting employee engagement.

1 ABC News (3 Mar 2014). How fast are wages, productivity really growing in Australia
2 Centre for Workplace Leadership (February 2014). Australian Workplace Leadership Poll

Dr Meredith Belbin’s research at Henley Management College, UK identified different clusters of behaviour within teams. These ‘Team Roles’ are defined as "A tendency to behave, contribute and interrelate with others in a particular way."

It was discovered that the Team Role composition of a team could spell its success or failure.

The 9 Team Roles are Completer-Finisher, Implementer, Shaper, Co-ordinator, Resource-Investigator, Team Worker, Monitor-Evaluator, Plant and Specialist.

Each Team Role has its particular strengths and allowable weaknesses, and each has an important contribution to make to a team. Team Roles improve self-knowledge and understanding among individuals and teams.

Belbin is concerned with behaviour: what others in your team see and experience.

Belbin Team Roles is a useful tool for:

• Personal Development
• Team Development
• 360 degree feedback

Discover the behavioural roles in your team and how to get them working together in a more efficient and effective manner.