We often get asked about how the HBDI® compares to other employee assessments, or why someone should choose one tool over another. While we believe the HBDI® and the Whole Brain® Model works well as a standalone solution it can also be used as an entry point for more in-depth work around specific need areas. Rather than arguing that one tool is better than another, we encourage our clients to create a holistic assessment program that incorporates multiple tools. Because thinking is at the core of our intelligence, behaviour, and personality, so it can serve as a powerful foundation for additional introspection. The HBDI® can be elegantly paired with a variety of other instruments, such as:
HBDI® & MBTI®
While the two employee assessments measure different things (thinking vs. personality), many companies choose to pair them because thinking and personality are so connected.The beauty of these assessments is one informs the other, and people can easily see the similarities in how they think and how they behave. If you have already rolled out the MBTI®, you can introduce the HBDI® to explore what’s behind those behaviours — the person’s thinking preferences. They work well together when that relationship between thinking and behaviour is clearly explained.Read here for a more in-depth comparison
HBDI® & DiSC
Because DiSC is often a lightweight experience, you may have already used it for short-term, tactical communication or team building efforts. But what if you’re working on a more strategic initiative, the sort of critical applications that are the “sweet spot” for Whole Brain® Thinking and the HBDI®? Can the HBDI® and DiSC coexist? Absolutely. Participants who’ve already taken DiSC are very quick to pick up the HBDI® and begin making their own comparisons, finding value in the distinctions. Participants can connect the dots between their thinking and behaviour, to understand what can be done for greater impact.Read here for a more in-depth comparison
HBDI® & StrengthsFinder®
We often see parallels in the results of the HBDI® and StrengthsFinder® assessments. This is because people tend to build competencies in the areas they prefer to operate in, so their thinking preferences and their strengths align. While the StrengthsFinder® helps people to identify their key competencies, we encourage people to use both tools to get a more holistic look at a team’s preferences, strengths and any “blind spots” that they may not notice using the StrengthsFinder® alone. Read here for a more in-depth comparisonIf you’d like to find out more about how HBDI® can help you solve any business problem, get in touch with Herrmann.