logo 17 • CAMLOG Partner Magazine • March 2018 who could keep pace in terms of structure and influence. An understanding attitude for the differences of the team members was achieved after the analysis. A feeling of esteem could develop. Who is suitable for what? If you have an employee with a high desire for social contact or family, they are is likely to be suitable for reception or patient care. A high desire in the areas of structure could be helpful in the operating theatre, the accounting, hygiene, or practice organization departments. An ideal practice manager could have a high requirement for influence and curiosity as well as a medium need recognition and autonomy. It is therefore very helpful to recognize whether an employee is in the right position at all, or whether there is a desire for change and which support measures an employee needs in order to be able to adequately meet the necessary requirements. Like with like If the respective desires of two personalities fit, they will understand each other intuitively. However, this is rarely the case. For example, if one’s own level of curiosity tends to be rather low, the emphasis will be on practical action rather than on continuous training. If you have an employee with a high level of curiosity, the willingness to undergo continuous training can be disillusioning for both parties and misunderstandings arise. Vice versa, this can also be just as frustrating if, as a manager, you focus on continuous education and set a good example, while the employee prefers to stick to the established modus operandi and takes little interest in continuous education or shows no willingness at all to invest their free time in further education. Of course, good qualifications should be the standard in every practice. However, the question arises: which employee has the potential and also the desire to be supported and who will possibly respond with loyalty. To ensure that a practice operates continuously at a high level of quality, a harmonious atmosphere and trustworthy working culture are essential. Successful communication lays the foundation for this as well as for health, joy, and motivation at the workplace. These factors are crucial for the well-being of the entire practice team and make everyday work in the practice much easier. This makes it all the more important to invest in human resources. Consequently, we are not only concerned with the active management of employees but also with optimizing the quality and effectiveness of leadership to create a successful business in a planned manner. For this reason, personality diagnostics should be an important consideration even when hiring employees. In order to complete the topic of leadership and employee appraisal, I will examine the topic of “management errors” in more detail in the next article. Andrea Stix, M.Sc., MBA Consultant for Communication Strategy and Practice Marketing Syst. Business Coach, Reiss-Profile-Master, NLP Coach EVENTS 37
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