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Understanding the Herrmann Whole Brain® model C Understanding the Herrmann Whole Brain® model C<br />
Important : Competence and preference are two different<br />
things. The HBDI® measures your preferences. Knowledge<br />
of your preferred thinking styles illuminates what degree<br />
of satisfaction or comfort you may have on the job when<br />
you encounter: a work challenge, a learning situation, a<br />
challenging interpersonal or communication situation.<br />
Superimpose your HBDI® profile overlay on this page and<br />
compare its orientation with different groups of professions.<br />
Technical<br />
Scientific<br />
Troubleshooting<br />
How does<br />
your HBDI®<br />
profile impact<br />
your work and<br />
compare to<br />
others?<br />
Consider your interests and successes in your professional<br />
and personal life. Where would you place your co–workers and<br />
family? How are their preferences similar or different from<br />
yours?<br />
Our statistics have shown a strong correlation between job<br />
satisfaction and how well a job matches one’s profile. We<br />
have a tendency to orient ourselves toward professions which<br />
attract us and bring us satisfaction.<br />
Artistic<br />
Developmental<br />
How does your profile compare to others?<br />
Principal profile groupings<br />
General profile information<br />
One of the best ways to understand the uniqueness of your<br />
profile is through understanding the general attributes<br />
of your profile group or ‘family’ and comparing it with<br />
others. This chapter contains descriptions of the 40 most<br />
frequently occurring profiles.<br />
Each profile consists of four numbers: a four-digit<br />
preference code, identified using the following order: A, B,<br />
C, D. For example 1 2 2 1.<br />
Remember within each quadrant:<br />
1. Corresponds to a strong preference (a score of 67 or above).<br />
2. Corresponds to an intermediate preference or thinking that<br />
is comfortable and available as needed (a score of 34–66).<br />
3. Indicates a low preference or a lack of interest and for some<br />
even an avoidance (a score of 33 or below).<br />
Example: 2 3 1 1 indicates an intermediate preference<br />
(use) in the A quadrant, a low preference (use least) in the B<br />
quadrant and a strong preference<br />
(prefer) in the C and D quadrants.<br />
Frequency of typical profiles<br />
Two facts are clear from the studies of over one million profiles<br />
studied across the world in the Herrmann International<br />
database.<br />
1. The aggregate total of all profiles results in a 1 1 1 1 profile.<br />
This will be true of most groups of at least 100 profiles. This<br />
means that the world is a composite ‘Whole Brain’.<br />
2. When you compare averages of a given profession, to an<br />
individual in that profession, you see strong correlation.<br />
Although this is generally true, exceptions do occur.<br />
The chart below shows the percentage of profiles that have<br />
single, double, triple or quadruple dominance:<br />
Triple dominance: 34 %<br />
Quadruple dominance: 3 %<br />
Single dominance: 5%<br />
Financial<br />
Entrepreneurial<br />
Double dominance: 58 %<br />
Legal<br />
Accounting<br />
Supervisory<br />
Preferences<br />
at work<br />
Strategic<br />
Expressive<br />
Educational<br />
These numbers alone can answer the question: “Is my<br />
profile rare or common?”<br />
This section provides brief general descriptions of<br />
profile groups or families with typical problem solving,<br />
communica- tion and decision making approaches for<br />
each.<br />
Administrative<br />
Implementing<br />
Social/Helping<br />
Supportive<br />
They are grouped as above:<br />
> single dominant profile: page 19 (one 1)<br />
> double dominant profile: page 23 (two 1’s)<br />
> triple dominant profile: page 31 (three 1’s)<br />
> quadruple dominant profile: page 34 (four 1’s)<br />
Customer service<br />
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