CFDLS © 2015 Central Florida Diversity Learning Series 2015 Evaluation Summary of Session 1 on January 27 th Exploring Diversity of Thought: The Research and Analytics Behind Our Diverse Thinking Styles Presenter: Ann Herrmann-Nehdi

CFDLS © 2015 EVALUATION DETAILS A total of 15 evaluations were turned in, 9 of which were filled out by managers and 6 of which were filled out by individual contributors or employees. A total of 23 people attended the session. The first 5 questions asked participants to rate their knowledge before and after the session, on a scale from 1-5. Questions 6-8 were open-ended with room to write in responses.

CFDLS © I know how often Diversity of Thought is overlooked as a vital element of Inclusion. Based on 9 manager responses and 6 individual responses. Managers’ total improvement: 29%IC’s total improvement: 0%

CFDLS © I understand the correlation between thinking preferences and organizational culture. Based on 12 manager responses and 8 individual responses. Managers’ total improvement: 36%IC’s total improvement: 23%

CFDLS © 2015 Based on 12 manager responses and 8 individual responses. Managers’ total improvement: 62%IC’s total improvement: 38% 3.I know how thinking style preferences show up across industries and around the world.

CFDLS © 2015 Based on 12 manager responses and 8 individual responses. Managers’ total improvement: 38%IC’s total improvement: 19% 4.I understand the relationship between introversion/extroversion data and thinking preferences.

CFDLS © 2015 Based on 12 manager responses and 8 individual responses. Managers’ total improvement: 68%IC’s total improvement: 21% 5.I know how to apply the data to better manage and leverage diversity and inclusion.

CFDLS © 2015 Average Rating per Question (Managers and Individuals Combined)

CFDLS © 2015 Total Percentage Improvement per Question (Managers and Individuals Combined)

CFDLS © 2015 OPEN-ENDED ANSWERS 6.What was your most significant learning today? Managers: Myself and my coworkers. It helps me understand them better. Increasing awareness of understanding cognitive style to improve communication and success. The self-profile. My preferences and how to be more cognizant of others preferences. How I can look at my blue as an opportunity to grow. How to leverage thoughts to better understand my tendencies and others’ tendencies. How to spot thinking preferences in others and my surroundings.

CFDLS © 2015 OPEN-ENDED ANSWERS 6.What was your most significant learning today? Individual Contributors: How hard it is to communicate in my non-dominant quadrant. Communicating with a whole brain approach. How to talk from preference and non-preference areas of the brain! How whole brain thinking will help your team.

CFDLS © 2015 OPEN-ENDED ANSWERS 7.How will you use one or more of the tools presented/ practiced today? Managers: I will use them in my lessons on diversity. May have new committee go through this process to help be effective. Incorporate into our team building. Share profiles with team to provide a way for use to understand our difference preferences and how to better interact with each other. I need to research the resources more. My profile to understand my reaction but also to help me think of other options. The color pad and card to share concepts. Part of a project team focused on re-designing our corporate office.

CFDLS © 2015 OPEN-ENDED ANSWERS 7.How will you use one or more of the tools presented/ practiced today? Individual Contributors: Share with my peers. Practice my communicating and thinking style. Understand where I shift to under stress and help me to be aware of that tendency and adapt accordingly.

CFDLS © 2015 OPEN-ENDED ANSWERS 8.How might you integrate what you learned about Diversity of Thought into your organization? Managers: Focus on making communications more inclusive just relying on my preferences. I will be more aware at my team choices and how I can be more flexible. Raise awareness to preference versus tendencies versus need in various situations. I will use it when I communicate to my supply chain team after menu launches to ensure inclusion of all types.

CFDLS © 2015 OPEN-ENDED ANSWERS 8.How might you integrate what you learned about Diversity of Thought into your organization? Individual Contributors: Share this with my team so they better understand me and where I come from in preferences and allow them to look at their preferences.

CFDLS © 2015 OPEN-ENDED ANSWERS 9.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Managers: I so wish we had more time! Very useful activities and engaging conversation. Very helpful. I grew today! Wonderful session. Thank you for bringing this opportunity. Great thanks! Quality facilitator! Better directions to the training space.

CFDLS © 2015 OPEN-ENDED ANSWERS 9.Other comments: (usefulness of handouts, quality of the presenters, facilitators, food, facilities, access, insights): Individual Contributors: Great application of exercises to bring preferences to life for better understanding. Very useful.