If you need to analyze organizational thinking and personal thinking preference, you might want to think about Herrmann’s Whole Brain Model. Most people have different strategies in which they absorb items or information and how they perceive that data. It has been proven that once a person finds out how they perceive data, their communication process and decision making skills develop better. Leadership studies have proven that people in leadership positions feel that once they knew how they perceived their information, they were able to do their job better and help in organizational change.
Herrmann’s model presents to the user their thinking preferences. This means the person will know how they think, what they see as important, and what they do not need to pay attention to. Thinking preferences can be different than the leadership skills that we portray. Depending on the situation, our thinking preferences sometimes will cause us to consume more energy than needed in the situation or feel uncomfortable about the situation.
The Whole Brain Model separates our thinking styles into four main categories. The first is the visionary thinking style. Here the person is imaginative, artistic, synthesizing and has conceptual modes. The second is the communicator. Here the person is interpersonal, musical, spiritual, emotional and is a talker. The third brain model is the organizer. Here the person is administrative in spirit. They are vey controlled and organized. All decisions are well planned out and controlled. The last brain model is the logician. This person is very analytical and is good a problem solving. They have a mathematical mind and are very technical.
Herrmann saw these as interconnecting quadrants in the brain and they connections are made within the left and right side of the brain. Developmental specialists and trainers have used this type of thinking perspective analyzer for years. The left brain right brain method came before the whole brain model and the main different seems to be the inter-connectivity of the four quadrants. These preferences will eventually help you choose a career and establishes our interest.
If you have never looked at this type of preference analyzer, you might want to use it as a tool at your next meeting or conference with the people who work for you. By knowing how they think, a good leader can construct organizational change easier. Transition of the change will be smoother because the leader will know what to expect from each stakeholder before the change is implemented.
Reference: Herrmann, N. (1996) The whole brain business book. McGrawHill Professional. Retrieved on Sept 20, 2010 from googlebooks.com