We all know that everyone thinks and handles challenges differently from one another. So why is it that so many workplaces insist on a “one size fits all” model when it comes to leading their employees?
Late researcher, Ned Herrmann, who was often regarded as the “father of brain dominance technology”, theorized a model called the “Whole Brain” model which places people into one of four groups of thinkers: Analytical, Structural, Relational, or Experimental.
Herrmann’s hypothesis was that depending on which way people think, workplace leaders can better lead, teach, and communicate with their employees. The 1996 theory was brought to last weekend’s annual SHRM National Conference where Executive Coach Lei Comeford explained to an audience of thousands of HR professionals how a simple personality test can help people to better understand what type of thinker they are, leading to better relationships in the workplace.
The Four Types of Thinkers
Both Herrmann and Comeford stressed that individuals could identify with more than one type of thinker, which is why the model allowed participants to rank each group based on how strongly they identified.
Analytical Thinker: Analytical thinkers are described as “logical, and factual” by Herrmann and love “data collection” and evidence. According to Comeford, they are the most “realistic” of the four groups. This style of thinking is sometimes referred to as “Rational Thinking” and involves evaluating situations based on facts and logical reasoning.
Structural Thinker: Often referred to as “Sequential Thinking”, Structural Thinking involves an organized and systematic approach to solve problems as accurately as possible. They love rules, making and following routines and steps to get to the solution, and enjoy problem solving. These workers are great at detail-oriented work and thrive off getting work done.
Relational Thinker: Relational Thinkers are the most sociable of the four and often let emotions influence their decisions. They enjoy working in teams and their feelings as well as the feelings of others are very important to them. Interpersonal relationships and meaningful participation are also very important to the relational thinker.
Experimental Thinker: Experimental thinkers are spontaneous, creative and sometimes unstructured or unorganized. They are sometimes referred to as “Imaginative” thinkers and love taking risks, adventure, taking on big challenges and surprises. These thinkers will often self-identify as “rule-breakers.”
Why Does This Matter?
So why does this nearly 30-year-old theory matter? Because Comeford argues that employers who recognize and celebrate their employee’s cognitive differences foster more inclusive work environments, leading to better working relationships and more productivity.
According to Comeford and Herrmann, figuring out what type of thinker you are is easy, and involves just a few common questions to help spark your imagination. Do you prefer to work in groups or alone? Are you organized or disorganized? Do you like to take risks, or play it safe? By answering these types of questions, you can figure out what type of thinker you are.
Kokomo24/7® is not only a proud partner of SHRM’s Chicago chapter, but can also provide your organization with a robust, yet easy-to-use software platform that can help your organization implement its health, safety, and wellbeing initiatives; including a personality test.
Kokomo FORMS™ provides customizable surveys to collect the information you need, when you need it. Customize questions about any topic in an effort to collect the data your organization needs to move forward, including Herrmann’s personality test!
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