HBDI (Herrmann Brain Dominance Instrument)® Assessment

What Is the HBDI®?

The HBDI® is the assessment based on the Whole Brain® Thinking model, our time-tested framework to decode and harness cognitive diversity of individuals, teams, and organizations.

Your HBDI® profile provides an accessible way to understand your thinking preferences, how they shape your approach to problem solving and decision making, and how they may differ from other people’s.

The HBDI® has been taken by more than 4 million people in more than 60 countries worldwide. It is available in 16 languages.

What Does the Herrmann Brain Dominance Instrument® (HBDI®) Measure?

Through a 116-question, highly validated diagnostic survey, the HBDI® measures four integrated systems of thinking preferences. These four systems can be mapped metaphorically on the human brain through the Whole Brain® Thinking Model, as follows:

Upper Left (Blue or A Quadrant): This quadrant is typified by preferences that are logical, analytical, fact-based, and quantitative.

Lower Left (Green or B Quadrant): This quadrant is typified by preferences that are organized, sequential, planned, and detailed.

Lower Right (Red or C Quadrant): This quadrant is typified by preferences that are interpersonal, feeling-based, kinesthetic, and emotional.

Upper Right (Yellow or D Quadrant): This quadrant is typified by preferences that are holistic, intuitive, integrating, and synthesizing.

The HBDI® reliably and validly measures the four quadrants, creating a four-quadrant preference profile with a ranking of 1 (primary), 2 (secondary), or 3 (tertiary) for each quadrant based on the degree of preference for the respective quadrant attributes. There are many possible score combinations, such as 1221 or 2311.

The HBDI® does not measure ability, aptitude, or capabilities. Nor does the HBDI® measure activity in specific localized areas of the human brain.

How Was the HBDI® Developed?

The HBDI® was developed in the workplace, for the workplace. During his time as management education leader at General Electric, Ned Herrmann became interested in the effects of thought processes and thinking preferences on management and leadership development. Based on extensive research, Herrmann concluded that the brain can be divided (metaphorically) into four quadrants. Each is associated with different thinking, decision-making, and problem-solving preferences.

Based on the Whole Brain® Thinking model, Herrmann developed a series of questions to identify a person's dominant thinking style and degrees of preference across quadrants. These questions became the basis for the HBDI®.

What started as a traditional pencil-and-paper assessment has become a comprehensive talent intelligence platform. The Herrmann platform provides ongoing value through a suite of solutions designed to make the most of your team’s cognitive diversity.

Since then, hundreds of doctoral dissertations and masters theses have built on this work in a variety of theoretical and practical applications. A comprehensive literature review is available upon request.

How Is the HBDI® Different From Other Assessments?

The HBDI® focuses on thinking preferences, while other assessments focus on behavior, personality, or psychological type. For example, the DiSC assessment focuses on behavioral traits, while the MBTI assessment measures personality preferences.

And because the HBDI® was developed in the workplace for the workplace, it supports a natural framework and shared vocabulary for collaboration in teams and across your organization.

Is There an Ideal HBDI®?

No, there is no ideal HBDI® profile. The HBDI® is an assessment — not a test — and preferences are just that, a preference we measure in degree: low, medium, and high. There are no right or wrong answers. There's no such thing as a good, bad, right, or wrong profile.

A higher score in a quadrant indicates you’re more likely to prefer tasks requiring that type of thinking. For example, if you score high in the A quadrant, you likely prefer tasks that require logical reasoning and problem-solving. If you score high in the D Quadrant, your natural inclination may be for big picture thinking.

People often think that being “whole” (1-1-1-1) would be ideal, but, like any profile, it may have its disadvantages as well as its advantages. When you discuss this profile with those who have it, they often say they’re a “jack of all trades” but sometimes regret not being specialized in any one area.

Every profile has some positive qualities and some challenges associated with it. What’s most important is applying what you’ve learned about yourself and how can you improve your effectiveness and relationships with others based on that deeper understanding.

How Do Teams and Organizations Use the HBDI®?

The Herrmann Platform is where teams and organizations can take the HBDI®, share their results, and tap into the broader Whole Brain® Thinking experience. Team members can better understand themselves and create a common language for collaboration.

By sharing and comparing HBDI® profiles within the Herrmann Platform, you can learn about your colleagues’ profiles and gain insights that lead to better collaboration.