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Cognitive Diversity at Work^™ helps people who think differently to work together. Outcomes and benefits include:
better communication
better decision making, better problem solving
maximising team productivity
more creativity, more innovation
higher performing individuals, pairs, teams, and organisations
much quicker job mastery, higher staff retention
ending groupthink, ending stereotyping
jump-starting performance coaching, mentoring, and training
smoothing business as usual, business change, and transformation.

You have access to four different ways of thinking: analytical, practical, relational, and experimental. Your cognitive diversity lies in your strength of preference for each way of thinking, summarised as strong, intermediate, or low. We focus on how adults apply their cognitive diversity when working.

The Herrmann Brain Dominance Instrument^® (HBDI^®) measures your strength of preference for each way of thinking. It then creates your Individual Profile and a detailed report including a wealth of supporting insights. The profile shown is summarised as 2211, reading anti-clockwise from the A quadrant.  A score of 3 means a low preference, 2 means an intermediate preference, and 1 means a strong preference. 1 and 1+ indicate the thinking modes you prefer to use when communicating, collaborating, solving problems, and making decisions. The dotted line shows the profile when thinking under pressure. When you work with another individual, your combined cognitive diversity as a pair can be profiled. When you work in a team, your combined cognitive diversity as a team can be profiled. Even the cognitive diversity of your organisation can be profiled. To get your Individual, Pair, or Team Profile, please go to Profiling.