Today's Veterinary Business

FEB 2018

Today’s Veterinary Business provides information and resources designed to help veterinarians and office management improve the financial performance of their practices, allowing them to increase the level of patient care and client service.

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55 February/March 2018 • TODAYSVETERINARYBUSINESS.COM enjoy set schedules. People low on this scale dislike schedules and structure, procrastinate and even fail to complete important tasks. Yes, you want conscientious employees. People with high levels of neuroticism worry, feel stress and anxiety, and tend to experience dramatic mood shifts. People with low levels deal well with stress and are emotionally stable. People with high levels of openness are creative and enjoy trying new things and taking on new challenges. They enjoy delving into abstract concepts. On the other end are people who dislike change and new ideas, and they don't enjoy theoretical concepts. Myers & Briggs Types One of the most well-known per- sonality categorization tests, from the Myers & Briggs Foundation, lists 16 personality types. These are based off Carl Jung's psychological types theory, where people can be characterized by where they fall on four spectrums: • General attitude: extraverted (E) vs. introverted (I). • Way of perceiving: sensing (S) vs. intuition (N). • Way of judging: thinking (T) vs. feeling (F). • Additional way of judging: judging (J) vs. perceiving (P). Jung believed that, in each person, one of the four functions described above predominates his or her personality. Here is what each spectrum means: • Extraversion-introversion: An extravert expresses ener- gy largely externally, whereas an introvert's energy exists largely internally. • Sensing-intuition: This indicates how someone per- ceives information. Sensing is largely from external cues and intuition is largely from internal cues. • Thinking-feeling: This describes how information is processed by someone. Thinking uses logic and feel- ing uses emotion. • Judging-perceiving: This describes how the person implements processed in- formation. A judging person organizes and follows through while a perceiving person ex- plores options and improvises. These four criteria form the basis of 16 personality types. Someone who is ESTJ, for example, is extraverted, senses information from external cues and uses logic, then makes decisions and acts upon them. An ISFJ, as another example, is "Quiet, friendly, respon- sible and conscientious. Commit- ted and steady in meeting their obligations. Thorough, painstaking and accurate. Loyal, considerate … [and strives] to create an orderly and harmonious environment at work and at home." Testing for Hiring Purposes If your intention is to use person- ality testing in the hiring process, make sure to choose a test that is reliable and measures stable per- sonality traits rather than evolving traits. The test should help you compare one candidate against another. Request evidence that the test provides quality predictors about work behavior. The Harvard Business Review, in the 2015 article "Personality Tests Can Help Balance a Team," noted that the best personality testing for work- place purposes can highlight three different elements of personality: • How someone behaves at his or her best. • How the same person acts under pressure. • How this person feels inside (his or her needs, motivations and personal preferences). Well-chosen tests, the article stated, also help a practice to profile entire groups to determine "wheth- er the group is likely to bond or fracture by examining qualities that predict both success and failure." "For example," it continued, "we know that teams with members who are open-minded and emotionally intelligent leverage conflict to improve performance, whereas neu- rotic and closed-minded groups fall apart in the face of disagreement." If you choose to introduce personality tests to your practice, remember to first develop a policy about how and when the tests will be used. Share the policy with employees when it is created and during annual policy reviews. Make sure to consistently follow the pol- icy and let employees know when changes are made to it. H.R. Huddle columnist Dr. Charlotte Lacroix is founder and CEO of Veterinary Business Advisors Inc. She serves on the Today's Veterinary Business editorial advisory board. "Imagine how much less conflict would arise if you could anticipate reactions before they occur and manage them with ease. Personality influences every aspect of life. It guides an individual's job choices, personal relationships, shopping decisions and more. Personality influences how a person communicates, reacts to change and interacts with others. Different preferences for re- ceiving and processing information can create misunderstanding and conflict. There are multiple traits and natural tendencies that contribute to a person's personality. One characteristic isn't better than another. Having an understanding of these inborn preferences, including your own, enhances relationships and reduces conflict. Since people spend more time at work than at home with family or friends, it's important to nurture an amicable workplace environment." — "Personality Plus," by Katie Navarra, November/December 2017 EXCERPT FROM EQUIMANAGEMENT 4 5 If your intention is to use personality testing in the hiring process, make sure to choose a test that is reliable and measures stable personality traits rather than evolving traits.

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