Read this article by Ann Herrmann-Nehdi in the the December 2014 issue of Realizing Leadership. There’s no shortage of ideas and literature on the subject of leadership. From books to blogs to the advice of the gurus, it’s hard to avoid the glut of theories and philosophies about what it takes to be an effective leader. But taken altogether, a clear pattern emerges: This extensive catalogue of literature has evolved slowly over the last century, often presenting a lagging view backward rather than a much-needed leading view forward articulating the skills leaders will need in the future and how we will get there. Read full article.
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Ann Herrmann-Nehdi shares how the need for thinking agility has become the rallying cry in today’s VUCA (Volatile, Uncertain, Complex, Ambiguous) world. Organizations are depending on managers and emerging leaders who can be flexible, adaptable and adept at simultaneously managing diverse, evolving objectives, priorities, people and strategies without sacrificing results. Watch the video.
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Goodbye, left brain/right brain. Farewell to simplistic concepts and superficial solutions. In the hot arena of mind research and its applications in business, the new benchmark is Ned Herrmann’s Whole Brain® Thinking System. It delivers what it promises.
Here, in his most recent book, Herrmann himself shows how to apply his famous four-quadrant paradigm for maximum productivity and creativity at work! It is the first book to apply the whole brain® thinking exclusively to business.
The culmination of decades of research, this guide is as well-balanced as the model of the brain it describes: it is visionary and communicative, logical, organized, with conclusions drawn from a database of over 1,000,000. You and your organization will use it to:
- Learn about yourself and your company
- Break out of the “box” created by overreliance on one or two styles of thinking
- Optimize your leadership and followership styles
- Create and manage Whole Brain® Teams
- Inject creativity into every area of business
If the administrators in your company are stifling the new ideas put forth by the communicators and visionaries…or if you’ve shifted too much power from the marketers to the budget cutters and are now paying the price…it’s time to get back in balance. Ned Herrmann will show you how to harness the power of all four thinking preferences, with exercises and examples citing lead-edge companies. It’s smart business. And it’s Fun! Order here.
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Recently, more and more leaders have begun paying attention to a specific aspect of diversity, one that has traditionally been overlooked as a vital element of inclusion: cognitive diversity.
Maybe it’s been on your radar lately, too.
I’m happy to see “diversity of thought” receiving such well-deserved attention. With so much complexity in business today, we need diverse perspectives and ideas to tackle new problems and challenges. And our data on team effectiveness shows that you get greater creative output and, ultimately, more effective solutions when you bring together heterogeneous teams and give them tools to leverage their differences.
Cognitive diversity is an especially powerful, non-judgmental starting point for D&I efforts because it focuses on how people prefer to think, solve problems and get work done. It gives you a business foundation for the diversity dialogue.
But there needs to be more than just a conversation and a vision.
I recently presented a session on cognitive diversity at the 2015 Central Florida Diversity Learning Series, and it’s clear that many still struggle with implementing outcomes-based learning and measuring the effectiveness of their D&I efforts.
Participants at a recent Diversity Lunch & Learn at the University of Central Florida College of Medicine explore thinking and learning diversity.
However, as another measure of diversity, thinking preference data allows you to put some new metrics in place about how diverse your organization really is. And by taking a Whole Brain® approach to building a thinking inclusive workplace, you can be more intentional about addressing the analytics and execution aspects as well as the cultural components and conceptual ideas.
While it seems like everyone’s talking about cognitive diversity these days, getting buy-in for any inclusion efforts will continue to be a battle if your thinking remains limited.
In other words, if you want the benefits of cognitive diversity, start by leveraging your own.
What We’re Thinking About This Month: Could your assumptions about employee engagement and retention cost you? How does seating based on thinking preference affect learning? Do your thinking preferences provide clues for finding for the “perfect match”? Join the conversation on the Whole Brain® Blog.
Webinar: Developing Thinking Managers to Bridge the Engagement Gap – When it comes to bridging the engagement gap, are your managers part of the problem or part of the solution? There’s a wealth of research showing that managers not only play a large role in whether or not employees are engaged, they often don’t seem to know what will actually engage them. Join expert, Ann Herrmann-Nehdi, on April 22, 2015, were she’ll show you how to apply. Read more and register today!
More Upcoming Speaking Engagements:
Interested in booking Ann for your next event? Contact us at email@example.com. Check the calendar for all the latest listings >
Access research and study information related to the Whole Brain® Thinking System. To view research on a specific topic, click on the relevant tag to the left.
If you are interested in using the Whole Brain® Thinking System in a research project, master's thesis or dissertation, please download and complete the research consent application.
A six-year study at the US Forest Service concluded that teams with a balance of thinking preferences are 66% more effective than non-balanced teams, and that they consider more options and make better decisions.
The study examined the effects of applying the Whole Brain® Thinking System to group/team construction, comparing teams comprised of people with homogeneous thinking preferences with those that included a balance of thinking preferences, representing all four quadrants of the Whole Brain® Thinking System.
Download the full report: How to Improve Group Productivity (Charles G. DeRidder and Mark A. Wilcox)
View our on-demand webinars to learn best practices from business leaders and experts.
Join Ann Herrmann-Nehdi as she presents an engaging and interactive webinar in partnership with HRDQ!
Webinar: Developing “Thinking Managers” To Bridge The Engagement Gap
Presenter: Ann Herrmann-Nehdi
Date and Time (ET): 4/22/15 2pm ET
When it comes to bridging the engagement gap, are your managers part of the problem or part of the solution? There’s a wealth of research showing that managers not only play a large role in whether or not employees are engaged, they often don’t seem to know what will actually engage them. This session will show you how to apply current studies from the newly published Whole Brain Business Book-Second Edition, along with more than 30 years of research on thinking, learning and the brain, to transform your leadership development strategies and build an environment where everyone is encouraged and motivated to bring their best thinking to work. By exploring the impact of thinking preferences on communication, work processes, job fit, coaching and more, you’ll learn how to develop managers and leaders who see past their own preferences to focus on what will truly engage and retain an increasingly diverse employee population. You’ll take away an easy-to-apply model for understanding how to “meet people where they think” so your organization can get the full benefits of its cognitive diversity.You will learn:
1. Use a brain-based system to develop leaders who can effectively engage, motivate, inspire and retain a diverse employee population
2. Align engagement, learning and leadership strategies with business and thinking requirements
3. Apply practical tools to diagnose and adjust current approaches to improve engagement and outcomes
4. Create an action plan for using a thinking baseline to bridge the engagement gap
Who should attend (roles, titles, functions, etc.): HR, Talent Development and Training Managers and Leaders
Download white papers with tips and strategies for leveraging better thinking for better performance and better results.
Featured White Paper
We’re relying on the collective intelligence of teams to solve problems faster, come up with more innovative ideas, and deliver higher quality results in less time. But is the sum of the parts really adding up to more? In this white paper, you will learn about asystem that helps teams build trust faster, streamline communications, make better decisions and get the benefit of diverse perspectives. You will learn how to apply the latest research on thinking and team effectiveness to achieve specific business objectives and the limits of “feel good” teambuilding activities as well as tips for overcoming three common team challenges. Download the white paper: Are Teams Broken? Or Just Not Using Their Heads? Team Thinking in a New Light