<h1>The Hub :Whole Brain Profiling</h1><p>Whole Brain Profiling measures individuals’ thinking preferences. Comparing different profiles indicates how the people concerned might function in specific teams or groups. Gaining insight into the way we prefer to think makes us more aware of and sensitive to the preferences of others.<img height="111" src="Image/hpic.gif" width="119" align="right" alt=""/> We all have available to us four different ‘thinking quadrants’:</p><div>L1 - Analytical and factual</div><div>L2 - Organised and detailed</div><div>R2 - Interpersonal and sensitive</div><div>R1 - Strategic and unorthodox</div><div> </div><div>We all use each of these styles of thinking at different times, yet each one of us prefers to think in a particular way. This identifies how we naturally tend to address an opportunity or challenge: which thinking pattern we will go to for quick answers.</div><div>Companies recruiting additional staff will benefit from a better fit of candidate to role. Dramatic cost savings can be achieved by avoiding poor recruitment decisions, e.g. where someone has skills but not the motivation for a role, as evidenced by a detailed understanding of the desired behaviours and other requirements of the job. Recruitment agencies can increase the quality of their service by producing better shortlists, and can reduce their costs and interviewing time when profiling suggests that a candidate may not be right for the role. Profiling job roles improves objectivity and preciseness of roles. Profiling existing team members and management also helps to achieve a good fit, thereby increasing the value of any investment in new staff and staff retention.</div><div> </div><div>To complete their Whole Brain Profile, which takes no more than 25 minutes, an individual will access the internet and answer a set of multiple-choice questions. The Whole Brain Profiling tool is supplied by The Whole Brain Centre, (<a href="http://www.thewholebraincentre.com" target="_blank">www.thewholebraincentre.com</a>.)</div><div>The profile can indicate how comfortable a person might be in a certain career; how they may act towards other people, form relationships, function in teams, do business and communicate; how they may learn and teach, solve problems, play sport etc. The profile does not measure the skills or abilities necessary to execute those preferences, and achieving a good match of skills to preferences is vital to achieving career objectives for employer and employee alike.</div><div> </div><div>Two examples will demonstrate the power of this knowledge:</div><div> </div><div>Mike may have a very strong preference for order, planning and organisation, but has never had the opportunity to develop the skills to plan and organise. He may choose to develop those skills in order to be more effective in his present role, or to redirect his career.</div><div> </div><div>Julie may have excellent programming skills, but may have a very low preference for the processes associated with the job. As a result she may not be able to sustain the passion and energy to stay happy and productive in the programming environment, and may choose to apply for a different job.</div><div> </div><div>Because the focus is on thinking preferences the end result is neither good nor bad or right or wrong. The profile is a descriptive, objective analysis of the individual's thinking choices, with no profile being better or worse than another. Instead, the report gives a description of an individual's thought preferences, and makes recommendations based on those. Not only does the profile indicate the dominant or high preference areas but the average and low preference quadrants are also indicated and explained.</div><div> </div><div>Profile examples of roles Short-list profile </div><div><b>Manager </b></div><div><b>Strategic Sales Person Candidates x 3</b></div><div><b>Delivery</b></div><div> </div><div> </div><div><b><u>TONY BIDGOOD </u></b>-<b> Whole Brain Practitioner and </b></div><div><b>NLP Master Practitioner</b></div><div> </div><div><img height="152" src="Image/tonyb.jpg" width="132" align="right" alt=""/>Tony has 25 years of business improvement experience in various sectors including financial services, manufacturing, design and construction. He has worked with world-leading organisations including the Abu Dhabi Investment Authority, Barclays Bank, BSI, Compass Group, GlaxoSmithKline, Mars Inc., Mærsk, Nestlé, Railtrack and Zürich Insurance and with smaller, rapidly growing companies.</div><div>He is keen to contribute to optimising client performance, and the best way he can do that is to help them in the following areas:</div><div>· Realising their vision: how to get moving in the right direction </div><div>· Team building and key skills: developing excellence and enhancing communication</div><div>· Whole process improvement: realising value through process, people and teams.</div><div>He is excellent at helping people to realise HOW they can achieve WHAT they wish to achieve, and then leading them in the direction of success.</div><div>As an accredited Whole Brain Practitioner and NLP Master Practitioner, he profiles the thinking patterns of individuals and groups, and works with clients to build successful teams. Only by fully involving individuals and groups in the future of their working lives can profound change be achieved, and he has a wealth of understanding and a powerful set of techniques for achieving performance improvements.</div><div>His experience allows him to recognise opportunities and address problems, simplifying day-to-day activities and focusing attention on critical issues. By introducing directed, measurable action he enables organisations to turn around their performance, gain value from technology and build a sustainable future.</div>
COPYRIGHT (C) THE HUB 2005
PRIVACY POLICY
SITE MAP
