Diverse staffing thought processes…
When coaching do you take into consideration the cognitive diversity of diverse staffing levels?
💭 How do you include people who may have different thoughts and learning processes to yourself?
My guest this week is Ann Herrmann Nehdi, Chair of the Board and Chief Thought Leader at Herrmann.
Ann is passionate about helping thinkers, teams and organizations get better results and performance through better thinking and learning. 🧠
As an author, thought leader, keynoter and researcher, her work is specialized on the practical application of neuroscience, learning and ongoing research using her company’s HBDI database of 3 million thinkers from around the globe.
In this week’s episode you’ll learn the following and more:
- What the whole brain approach means and how to apply it
- The importance of cognitive diversity in the workforce
- How and why you need to apply neuroscience to leadership
🤷 What more could your coaching bring when you consider cognitive diversity?
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It’s important to think about what processes you need to have in place to effectively deliver what you’re selling. 💭
Ann Herrmann Nehdi – Understanding diverse staffing thought processes
How do neuroscience and leadership relate? 🧠
“As a leader, we’re all constantly confronted with challenges and situations, some of which we are absolutely perfectly suited for.
However, sometimes we have challenges where we’ve maybe not got quite the same speed of processing, comfort level, background, etc.
So, we might find ourselves hitting some blind spots along the way, or finding ourselves in a situation that we didn’t expect and getting caught off guard. 🙅
A model that might be helpful for people to understand the whole brain model starts by looking at one aspect of business, for example, what is the payoff.
That’s one mode of thinking, it’s an AR model, it’s that analytical part of who we are.
🛑 If you don’t pay attention to pay off in business, if you’re not paying attention to your client’s pay off, then they are going to have a hard time making decisions about spending money with you.“
It’s a leaders responsibility to be able to translate what it is that their followers need.
Ann Herrmann Nehdi – Understanding diverse staffing thought processes
Why should cognitive diversity be at the forefront? 🤨
“When you and in almost every situation, you tend to gravitate towards people who think more like you, because it’s easy, things feel like they flow more naturally.
It’s comfortable but it doesn’t always lead best possible ideas or solutions.
Cognitive diversity has been shown to create much greater innovative results when you put together a team of different kinds of thinkers.
😲 We’ve seen in our research that teams that are comprised of different kinds of thinkers can have up to 66% more effectiveness.
But this is only if people understand and value the differences of the people in the room.
It’s not just enough to throw people together, you have to then be able to understand the value and know how to leverage that diversity so that you can get better thinking.
So it’s really one of the best places to start if you’re having a diversity initiative.” ⬅️
Take-aways you do not want to miss 👇
- Understanding diverse staffing
- How you can apply the whole brain approach
- Methods you can apply to change your thinking
- How your company can learn to integrate
- Ways to encourage cognitive diversity
- How to work with what you have
- What opportunities you can achieve with cognitive diversity
- How you can apply Ann’s methods to your leadership
Some resources for you
Ann’s 1st TEdX Talk: What you need to know about your Brain that will Change your Life
Ann’s 2nd TedX: Think like your future depends on it
LinkedIn profile: Connect with Ann
Company Facebook: Check out Wholebrains
Website: Think Herrmann
Check out the episode today!
LISTEN TO THE EPISODE AND SUBSCRIBE ON APPLE PODCASTS | STITCHER | SPOTIFY
Read Again – Here are 4 steps you can take to develop diverse and inclusive training from Vanessa Fludd
Read Again – Find out more about the business case for inclusive leadership and diversity from Rob Clarke
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