Hermann Presentation

Hermann Model for Individual & Organizational Development
The Hermann Model
Vic Baluyot
The Hermann Model
• Scientific tool developed based on human “brain” research
• Basic model developed in 1977 by Ned Hermann working

for GE as Manager of Management Development Institute
and improved in the next 10 years.
• Has been used by more than one million persons in the
U.S., Europe, Asia, etc including IBM, Intel, P&G, Coca Cola,
Canon, Shiseido, Asahi Glass, Meiji Confectionery,
Microsoft Japan
• Main applications are Understanding of Self, Understanding

of the Others, and Creative Team development
• Herrmann International Japan started business in 1997

under the exclusive license in Japan
Vic Baluyot
Sperry’s Left/Right Brain Model
“ The main theme to emerge…is that there appears to be two modes of

thinking, verbal and non-verbal, represented rather separately in left
and right hemispheres, respectively, and that our educational system,
as well as science in general, tend to neglect the non-verbal form of
intellect. What it comes down to is that modern society discriminates
against the right hemisphere.”
Roger Sperry - 1973
Vic Baluyot
McLean’s Triune Brain Model
Neocortex (cerebrum, neopallium) - the rational brain , intellectual tasks
Limbic system (paleomammalian brain) - the intermediate brain , emotions
Reptilian (brain stem & cerebellum, archipallium) - the primitive brain ,

self-preservation & aggression
Vic Baluyot
Four Thinking Structures
The left and right of reason (cerebral system)

The left and right of emotions (limbic system)
Vic Baluyot
Derivation of Herrmann’s Whole Brain Model
A D
A D
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Dominance Between Paired Structures
The Theory of Dominance:

Whenever there are two of anything in the body, one is
naturally dominant over the other.
Vic Baluyot
The Whole Brain Model

Cerebral Mode
A B
Logical Holistic
Analytical Intuitive
Fact-based Integrating
Right Mode
Left Mode
Quantitative Synthesizing
Organized Interpersonal
Sequential Feeling based
Planned Kinesthetic
Detailed Emotional
C D
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Limbic Mode
The Four Selves
A D
Logical Imaginative
Analytical Playful
Organizer Expressive
Sequential Emotional
B C
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Example
A Dominance
Analyzes
Quantifies
Is Logical
Is Critical
Realistic
Likes Numbers
Knows about Money
Knows how Things Work
Vic Baluyot
Hermann Brain Dominance Instrument
The HBDI is an assessment tool that profiles

thinking style preferences, whether for right-
brained or left-brained thinking and for
conceptual or experiential thinking. It starts
with a survey of 120 items and the data is fed
into Herrmann International’s computer
analysis system.
Vic Baluyot
Sample Profile
A D
Upper Left Upper Right
Problem Solver Conceptualizer
Mathematical Synthesizer
Technical Imaginative
Analyzer Holistic
Logical Artistic
Planner Talker
Controlled Musical
Conservative Spiritual
Organizational Emotional
Administrative Interpersonal
Lower Left Lower Right
B C
Vic Baluyot
Contrast in Dominance
Individual Profiles
Are Neither
Good Nor Bad
Right Nor Wrong
But there are
Contrasts in Dominance
Vic Baluyot
Herrmann Model Application 1
Application to the
Individual
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Herrmann Model & Competence
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Alignment with Job Profiles

Job Profiles
Aligned
Partially
Aligned
Employee Profile
According to Ned Partially

Herrmann’s research, Aligned
more than half of all
employees are in a state of
non-alignment Non-
Aligned
Vic Baluyot
Pro-forma Profiles of the Mentality of
Representative Occupations
A Engineer
D
Upper Left Artist Upper Right
Problem Solver Chemist Conceptualizer
Mathematical Synthesizer
Technical Imaginative
Analyzer Holistic
Logical Artistic
General
Manager
Entertainer
Bookkeeper
Planner Sales Talker
Controlled Musical
Conservative Operations Spiritual
Organizational Manager Emotional
Administrative Social Interpersonal
Lower Left Worker Lower Right
B Elementary
School Teacher C
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Taken As A Whole
A D
B C
The World Is A
Composite Whole Brain
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Steps Along the Mental Path to Self-Development
Transformation
Application
Belief
Value Shift
Acceptance
Understanding
Awareness
Vic Baluyot
Individuals can improve themselves

by stepping into their less developed
modes.
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“Common Language” for

mutual understanding
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Processing Modes
Cognitive/Intellectual
A D
Verbal Non-Verbal
B C
Visceral/Instinctual
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Herrmann Brain Dominance Profile
Male/Female Average Profiles

Data base N = 165,427
A D
Male
Female
B C
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Preferred Learning Styles
A D
Quantifying Exploring
Analyzing Discovering
Theorizing Conceptualizing
Logically processing Synthesizing
Organizing Sharing
Sequencing Internalizing
Evaluating Moving & Feeling
Practicing Involving
B C
Vic Baluyot
Creative Team Development
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Creative Team Effectiveness
High
Average
Low
Homogeneous Heterogeneous
Dominance Profiles Dominance Profiles
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Creative Process
A Initiate D
Define Exploring
B C
Acting
Customers
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Herrmann Model Application
• Understanding of self
 Self development starts with awareness
 Job matching by competency
• Mutual understanding
 Improve communication process according to
listeners mental preference
 Whole Brain Marketing & Sales
• Creative Team Development

 Whole Brain Team
 Communication Skill
 Leader Skill
Vic Baluyot
“Brain-based companies add

incredible value by doing smart
things rather than hauling more
steel faster.
Companies that learn fast develop
products faster.”
- Tom Peters
Vic Baluyot
“ Everyone is born a genius, but the process of

living de-geniuses them.”
R. Buckminster Fuller
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“ When CEOs are asked what percentage of the

brain power in their organization is actually used,
the response is usually about 20%.”
Charles Handy
Vic Baluyot
Basic Blue
Company : IBM
The Challenge : Develop an effective strategy to assess

and provide management style feedback to new managers
that would work equally well across the globe (167
countries and all continents except Antarctica) as part of
the year long new manager program “BASIC BLUE”.
BASIC BLUE includes a week long face to face Learning
Lab, 6 months into the program.
Vic Baluyot
What is Basic Blue ?
A program designed to improve performance :
• Reinforces leadership development as a continuous process,

rather than a single event and leverages the benefits of
technology for learning.
• Is aligned with IBM’s strategic focus and optimizes the power
of e-learning and face-to-face classroom experiences.
• Includes managing performance, employee relations,
compensation, diversity and multicultural issues.
• Will accelerate the development of critical management and
leadership skills, enabling the new manager to inspire
optimum employee performance.
Vic Baluyot
What happened
• Assessment completed prior to the week long face-to-face

learning lab.
• Results are shared, right up front, as a kick-off to the week.
• Participants then use and refer to the concept throughout the

week as they engage in the various content areas.
Vic Baluyot
Learning Process
HBDI Feedback &

Workshop
E-Learning HBDI 1 week face-to-face

(6 months) Assessment
learning
Group members and

facilitators got familiar Results are shared,
with each other by email kick off to the week
Vic Baluyot
Basic Blue Lessons Learned
1. Get as much yield as you can! Went beyond style using

whole brain concept as integrator with other parts of the
program :
• Employee Relations
• Organizational Climate
• Competencies
• Performance Management
• Diversity/Muliti-cultural issues
Vic Baluyot
Basic Blue Lessons Learned
2. By having an E-Learning phase (6 months) before the

week-long Learning Lab, the group already knows each
other and the facilitator. This allows the personal
thinking styles feedback to kick off the program (no
introductions) and turbo charge the group processing;
“E-Learning gets them comfortable, this feedback
gives a framework to go much deeper.”
3. Participants learned how they were different and how
they were the same in a non-judgmental way.
4. Use tools and approaches that are truly “global” to
avoid post design customization!
Vic Baluyot
A Brainy Approach to Learning
Center Improvement
Company : Procter and Gamble
The Challenge : New Director is taking over the

responsibility for the Learning Center. Two key objectives
were given, and an additional one was added by him.
• Run the Learning Center as a business (totally self-
supporting - no company funding)
• “FIX” the curriculum ( in the past 6 years only 5 new
courses were added and 9 courses were dropped)
• Improve customer service
Vic Baluyot
Average Profile of Learning Center Team
Vic Baluyot
Learning Center Team
Learning Center
Director
“No clue of the big

picture!”
Learning Center
Staff
“All those wild plans and

ideas!”
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Learning Center Team
Learning Center
Director
“Here is a YELLOW
idea…from your GREEN
perspective, is the idea
doable?
What are the details that
Learning Center might stop this from
Staff working?”
“Here are my details, I

need your YELLOW
perspective on how to put
this together”
Vic Baluyot
A Brainy Approach to Learning
Center Improvement
How is it going?…….Outcomes:
• 14 new courses launched (had launched 5 in the previous 6
years
• Restructured the Learning Center to not only balance the
budget (i.e. no direct funding from the company as a line item
charged to the business units) but to also turn $500,000
back to the R&D portion of Global Learning
• Cut the time for assessing needs/identifying the appropriate
learning solution from a typical 3-6 month process to two
weeks using concept testing.
• Team effectiveness improved with focus on role clarity.
Vic Baluyot
Determining Performance
A D
Innovation
ROI
unlimited
Range of Case Examples
Operational Employee/
Customer
Excellence Satisfaction
B C
Vic Baluyot
Behaviors Can Change

as a Result of
Change in Thinking
Vic Baluyot

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Hermann Model for Individual & Organizational Development

The Hermann Model

• Scientific tool developed based on human “brain” research

• Basic model developed in 1977 by Ned Hermann working

• Main applications are Understanding of Self, Understanding

• Herrmann International Japan started business in 1997

Sperry’s Left/Right Brain Model

“ The main theme to emerge…is that there appears to be two modes of

McLean’s Triune Brain Model

Neocortex (cerebrum, neopallium) - the rational brain , intellectual tasks

Limbic system (paleomammalian brain) - the intermediate brain , emotions

Reptilian (brain stem & cerebellum, archipallium) - the primitive brain ,

Four Thinking Structures

The left and right of reason (cerebral system)

Derivation of Herrmann’s Whole Brain Model

Dominance Between Paired Structures

The Theory of Dominance:

The Whole Brain Model

The Four Selves

Hermann Brain Dominance Instrument

The HBDI is an assessment tool that profiles

Herrmann Model Application 1

Herrmann Model & Competence

Alignment with Job Profiles

According to Ned Partially

Steps Along the Mental Path to Self-Development

Individuals can improve themselves

Herrmann Model Application 2

“Common Language” for

Herrmann Brain Dominance Profile

Male/Female Average Profiles

Preferred Learning Styles

Herrmann Model Application 3

Creative Team Development

Creative Team Effectiveness

Herrmann Model Application

• Creative Team Development

“Brain-based companies add

“ Everyone is born a genius, but the process of

“ When CEOs are asked what percentage of the

The Challenge : Develop an effective strategy to assess

What is Basic Blue ?

A program designed to improve performance :

• Reinforces leadership development as a continuous process,

• Assessment completed prior to the week long face-to-face

• Results are shared, right up front, as a kick-off to the week.

• Participants then use and refer to the concept throughout the

HBDI Feedback &

E-Learning HBDI 1 week face-to-face

Group members and

with each other by email kick off to the week

Basic Blue Lessons Learned

1. Get as much yield as you can! Went beyond style using

Basic Blue Lessons Learned

2. By having an E-Learning phase (6 months) before the

Company : Procter and Gamble

The Challenge : New Director is taking over the

Average Profile of Learning Center Team

Learning Center Team

“No clue of the big

“All those wild plans and

Learning Center Team

“Here are my details, I

Behaviors Can Change