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    WebinarPositive Vision of the Future 2009 60 min

    Want Better Results? Change Your Thinking!

    For years, The Gallup Organization has estimated a loss in US productivity of $278B. Think about it. At least 20% of the time 56% of employees and 45% of executives are not productive. You must be asking yourself, “How can that be?” Here are three examples. •Your top sales person could sell snow to Eskimos. And yet despite numerous conversations, a significant number of his deals come in with sales that have low to non-existent margins. •You promoted a highly skilled and well respected director of finance a role overseeing competitive analysis and new product introduction. She had all the technical skills and during the interviews for the job seemed to have the personality to be successful. But now she’s failing in the role. •The meeting Monday morning went very well. You’re confident that everyone there knew what they were to do, yet now everyone is acting completely different than what was agreed upon. The intended results of each example are less than expected because up until now we’ve been taught to evaluate personality and behavior. Now there’s a relatively unknown assessment, the Hartman Value Profile that reveals how people make decisions. Decisions that dictate your behavior and results. In this webinar, Denise Cooper, President/CEO of Coach HR, will discuss how and why this assessment works, compare it to other more popular assessments and how you can use this assessment to increase trust, the speed of implementing new endeavors and ultimately capture higher levels of productivity. Peter Drucker said a 5% increase in productivity can double a company’s operating profits.

    Presenter

    DC

    Denise Cooper

    •How your thinking is formed and how it shapes your behaviors and results. •How the Hartman Value Profile helps us understand behavior like no other assessment. •How you can create long term sustainable success. •Discover three ways you can impact and change performance.

    Key Takeaways

    • 1.Productivity losses, estimated at $278B in the US, often result from a misunderstanding of how employees think and make decisions.
    • 2.The Hartman Value Profile (HVP) is an assessment that reveals the underlying decision-making processes that dictate behavior and results.
    • 3.Unlike assessments that focus on personality, the HVP provides insight into the foundational thought structures that drive behavior.
    • 4.Leaders can use the HVP to increase team trust, accelerate the implementation of new initiatives, and capture higher levels of productivity.
    • 5.Insights from the HVP help leaders better match individuals to roles that align with their core decision-making strengths.
    • 6.According to Peter Drucker, a 5% increase in productivity can potentially double a company’s operating profits.

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    The High Cost of Unseen Thought Patterns

    The Gallup Organization estimates that U.S. businesses lose approximately $278 billion in productivity annually. This is reflected in a workforce where 56% of employees and 45% of executives are not productive at least 20% of the time. Common business challenges—such as a top salesperson closing low-margin deals, a high-performing director failing in a new role, or a team acting out of alignment despite clear instructions—often stem from the same root cause. Traditionally, leadership has focused on evaluating personality and behavior, but this approach fails to address the core driver of actions: how people think and make decisions.

    A Deeper Assessment: The Hartman Value Profile

    This webinar, presented by Denise Cooper, President/CEO of Coach HR, introduces a powerful tool for understanding the cognitive architecture behind performance: the Hartman Value Profile (HVP). The HVP is an assessment that reveals how individuals make decisions, providing a clearer picture of why they behave in certain ways.

    How the HVP Differs from Traditional Assessments

    Unlike more common personality or behavioral assessments, the HVP focuses on an individual's fundamental thought patterns. It moves beyond describing what a person does to explaining why they do it. This deeper insight allows leaders to understand the root causes of misaligned actions and inconsistent performance, offering a more precise way to unlock employee potential.

    Applying the Hartman Value Profile in Leadership

    By integrating the HVP, leaders can move from guesswork to an evidence-based understanding of their teams. This knowledge is key to fostering a more inclusive and high-performing organizational culture.

    Practical Benefits for Your Organization

    • Enhance Talent Placement: Match individuals to roles that align with their intrinsic decision-making styles, preventing mismatches where technically skilled employees falter in roles requiring different thought processes.
    • Improve Team Dynamics: Clarify communication and create alignment by understanding why team members may interpret priorities and instructions differently. This helps uncover and address unconscious biases that impact team cohesion.
    • Boost Productivity and Profitability: Address the root causes of inefficiency to improve team performance. As management expert Peter Drucker noted, a mere 5% increase in productivity can double a company’s operating profits.
    • Build a Culture of Trust: By recognizing and valuing diverse thinking styles, leaders can create an environment of psychological safety where individuals feel understood and empowered, leading to greater trust and collaboration.
    • Drive Strategic Change: Accelerate the adoption of new initiatives by proactively identifying and addressing potential decision-making hurdles within teams. '''

    Many organizational challenges, from low productivity to misaligned teams, stem from an incomplete understanding of how people make decisions. This session delves into the Hartman Value Profile, an assessment that reveals fundamental thought patterns influencing behavior and results. Understanding these patterns is crucial for fostering inclusivity, improving trust, and accelerating strategic execution in any organization.

    What you'll learn

    • How the Hartman Value Profile (HVP) identifies underlying decision-making processes.
    • Comparisons between the HVP and more traditional personality and behavioral assessments.
    • Strategies for using the HVP to enhance trust within teams and leadership.
    • Methods to increase the speed and effectiveness of new initiatives.
    • Techniques to uncover and address unconscious biases that impact team dynamics and individual contributions.
    • Understanding how improved decision-making directly correlates with increased productivity and profitability.

    Who this webinar is for

    • Leaders and executives grappling with productivity plateaus or inconsistent team performance.
    • HR professionals seeking innovative assessment tools for talent development and employee engagement.
    • Managers looking to improve team cohesion, communication, and decision-making clarity.
    • Individuals interested in advanced psychological assessments for professional growth.
    • Anyone focused on building more inclusive and high-performing organizational cultures.

    Why it matters now

    The ability to understand and influence decision-making processes is more vital than ever in today's complex and rapidly changing business environment. Traditional assessments often focus on observable traits, but the Hartman Value Profile provides deeper insight into the foundational thought structures that drive behavior. This understanding is key to unlocking employee potential, resolving inter-team conflicts, and fostering a truly inclusive environment where diverse thinking styles are leveraged. By addressing the root causes of misaligned actions, organizations can achieve significant improvements in productivity, innovation, and strategic execution.

    How leaders can apply this

    Leaders can use the insights from the Hartman Value Profile to:

    • Enhance talent placement: Better match individuals to roles that align with their core decision-making strengths, preventing situations where technically skilled individuals struggle in leadership roles due to misaligned thought patterns.
    • Improve team dynamics: Understand why team members might interpret instructions or priorities differently, leading to clearer communication and greater alignment on objectives.
    • Boost productivity and profitability: As Denise Cooper emphasizes, a deeper understanding of human decision-making can directly translate into a more productive workforce and, as Peter Drucker noted, significantly increase operating profits.
    • Build a culture of trust and psychological safety: By recognizing and valuing diverse thinking, leaders can create environments where individuals feel understood and empowered, fostering greater trust and collaboration.
    • Drive strategic change: Expedite the implementation of new endeavors by anticipating and addressing potential decision-making hurdles within the team, thereby accelerating adoption and success rates.

    This framework moves beyond just evaluating personality to offering a blueprint for understanding the cognitive architecture that underpins all actions, enabling leaders to cultivate a more effective and inclusive workplace.

    About this session

    Key takeaways

    Watching this webinar gives you grounded, practical perspective on Inclusivity. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Denise Cooper's direct experience.

    Who this is for

    CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for positive vision of the future inside their organization.

    Why it matters now

    Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Inclusivity.

    How to apply it

    Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.

    Frequently asked questions

    Topics

    Inclusivity

    Best Practice Institute

    Best Practice Institute is the research organization behind Most Loved Workplace® certification, the SPARK Model, the Love of Workplace Index™ (LOWI™), and The Workplace Report.

    The Workplace Report

    The Workplace Report is BPI's original workplace culture research and editorial briefing series for CEOs, CHROs, people leaders, talent leaders, and employer-brand teams. It turns BPI's 25 years of research, Most Loved Workplace® certification data, SPARK findings, and current workforce signals into practical analysis leaders can use.

    The report format includes executive summaries, research-backed articles, company examples, methodology notes, and practical implications for retention, hiring, culture, leadership, and employee experience. New research and analysis is published on an ongoing editorial cadence at /workplace-report.