Personality tests and psychological tools help predict physician behavior

Physician Executive, Sept-Oct, 2005 by Keith Wintermeyer

Success in any organization depends upon hiring the best-suited physician for the job to be performed and retaining those physicians whose contribution cannot be easily replaced.

While there's no sure-fire way to hire and retain A-team players, personality tests and psychological instruments can help you gauge a candidate's potential fit with your organization.

I remember my first experience with 360-degree assessments came when I was serving as chief of staff for Cigna. I was asked to give at least five people at my offices a questionnaire rating my trustworthiness, communication skills and reliability.

Then, we had a two-day workshop where about 20 people and a facilitator reviewed the reports in general terms and discussed information about perceptions and preferences.

The two days of learning were enjoyable and the interaction with colleagues worthwhile. I felt gratified to be seen as trustworthy and reliable, and a reasonably good communicator.

Since then, I've experienced several similar exercises and recently began completing various assessments with Marvin S. Rosenblatt, PhD, PA, who has more than 40 years of experience as both a business and clinical psychologist.

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Among the assessments I've completed are Myers-Briggs Type Indicator, Thomas-Kilmann Conflict Mode Instrument, Stress Resiliency Profile, 16 Personality Factor Questionnaire, the Fundamental Interpersonal Relations Orientation Behavior test and others. Personally, the evaluations have helped me determine my strengths and weaknesses, and identify potential blind spots.

While it's certainly not necessary to employ every type of assessment, Rosenblatt says it's important to work with your organization's leaders to figure out what type of assessments may be most helpful.

Here are the steps to take:

* Interview leaders of the organization to determine immediate and future needs

* Figure out which assessments will answer the needs

* Administer assessment tools

* Analyze and review behavioral assessments

* Share the confidential information with the physician and authorized individuals (immediate supervisor or human resources)

* Apply the information for role and career development, mentoring and team building

Rosenblatt says the assessments should be administered by someone with an advanced degree from an accredited university who has specific training in the instrument being used. Interpretation of the results is more important than the assessment results.

Costs of the assessments vary and are determined by the time involved. Each assessment takes 15 to 30 minutes for the physician to answer questions. The interpretation may take an hour.

An investment in behavioral tools with expert interpretation seems to be a cost effective way to engage physicians--certainly cheaper than the high cost of turnover.

Keith Wintermeyer, MD, is a pediatrician in Ft. Lauderdale, Fla, and leader of ACPE's South Florida online Network. He can be reached at 954-336-3722 or docwcmo@aol.com

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Note: Special thanks for help with this article to Dr. Marvin S. Rosenblatt, who holds undergraduate and graduate degrees in psychology from the University of Louisville and a PhD from Florida State University. He has been a resident of Fort Lauderdale for more than 35 years. His professional and community affiliations include membership in the American Psychological Association, Florida Psychological Division of Clinical Neuropsychology (American Psychological Association), and the Broward County Psychological Association. He can be reached at 954-722-2020 prmsr6203@aol.com

By Keith Wintermeyer, MD

RELATED ARTICLE: Behavioral Assessment Tools

16PF (16 Personality Factor Questionnaire) is probably the most widely used system for categorizing and defining personality. This tool-provides support for vocational guidance, hiring and promotion recommendations. Introduced-more than 40 years ago.

FIRO-B (Fundamental Interpersonal Relations Orientation Behavior) This instrument quickly gathers critical insights into how an individual's needs for inclusion, control, and affection can shape his or her interactions with others.

MBTI (Myers-Briggs Type Indicator) This test has been used for over 50 years and is translated into over 30 languages. It is estimated that more than 2 million people a year take the MBTI. This information helps identify the employee's preferences in gathering information and making decisions.

The Parker Team Player Survey is an easy-to-use, self-assessment exercise that helps individuals identify their primary team player style--contributor, collaborator, communicator or challenger.

TKI Thomas-Kilmann Conflict Mode Instrument is designed to measure how a person deals with interpersonal conflict. This information helps steer conflict situations in constructive directions.

Stress Resiliency Profile Three cognitive habits that create stress are identified and evaluated:

* Deficiency focusing: the habit of focusing on the negatives at the expense of the positives