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#9 – Takes the Selection Research Interview

The SRI interview has been developed to identify a person’s capacity for success to help dental clients. This success is based not on your IQ or education; it’s based on personality characteristics you learned as you were growing up. Your life themes continue to grow and change daily with new experiences. SRI spent 20 years assembling information from more than 30,000 people to develop this questionnaire. After this interview you will more clearly understand what your skills are to help people take responsibility for improving their dental health.

“We have found that one of the best ways to become acquainted is to talk. I want you to know that I take this very seriously because it is so important to your future.”

“I must read the questions exactly as they are written. I am not permitted to interpret them to you. It is your interpretation that is important, so please answer each question as best you can. I will repeat a question whenever you want me to. You may go back and add to previous questions anytime you want to. May I encourage you to say what you think is right rather than what you think I may want to hear. We have found that the most successful people are willing to say it the way they see it. So you should answer each question from that point of view.”

“Unless you have a question, we’ll get underway. OK?”

Evaluating Talent

The Dental Auxiliary Perceiver II is designed to evaluate talent
as follows:
28 Highly Recommended (1 out of every 50 applicants)
24 27 Recommended
20 23 Borderline (Marginal)
19 Not Recommended

In addition, dental personnel should have three or more pluses in each of the following Key Themes: Rapport, Gestalt, Self Concept, and Performance. When an applicant indicates less than three pluses in one or more of these Key Themes, there is reason for concern, and consideration may be given to lowering the classification one category.

Effective managers have 11 strong themes
1. Mission the desire to have a direct effect on others lives for other than personal gain.
2. Growth orientation helping more and more people
3. Individual development the ability to gain satisfaction from helping other people grow. Setting aside your personal needs (at least temporarily) to understand what staff and clients need to become healthier.
4. Stimulator to help others increase their level of activity
5. Arranger organize people and things for increased productivity
6. Performance orientation evaluating staff on the basis of their mastery of skills that increase production.
7. Relator the studious development of relationships through empathy and rapport
8. Delegator assigning responsibilities to others
9. Sophistication the ability to select the best experiences for the situation
10. Innovation using new ideas
11. Individualized Perception the ability to see the uniqueness in each person

Talented staff members score high on these 10 Life themes.

1. Interaction using human relation skills in working with others. People understand you well. May not confront others well.
2. Mission a person’s motivations based on their values and beliefs that leads to actions for reasons other than money. This can be developed. This score has nothing to do with IQ, training or education.
3. Rapport building positive relations with others by affirming their needs, motives, values, and goals and by sharing personal feelings with them. Similar to bedside manner. When a client talks about herself or her opinions be interested, ask questions.
4. Gestalt understanding how you fit in with the events and people around you. High Gestalt = perfectionist (for self and others)
5. Self concept our view of ourselves resulting from personal and other people’s insights. The higher the score, the more complete and realistic your understanding of yourself.
6. Activator the desire and ability to make things happen, to motivate others to change
7. Empathy to understand how someone is feeling based on what they say and “reading” them for what they don’t say. Empathy is not merely the basic principle of artistic creation. It is also the path by which one can reach the truth about life and society.
8. Organizational Relationships appreciating structure and teamwork so you can receive satisfaction from the work environment.
9. Continuity – doing the same type of work over an extended period of time
10. Performance trying to master the skills required for high quality and productivity.

Charles Sorenson uses the following equation:

Talent X Relationships = Personal Growth + Productivity

This personal growth begins with greater understanding of our self.

These are the 4 key themes. A person is always borderline if one key theme is less than 3.

Special Thoughts for receptionist

1. Gestalt should be a 4 5, indicates you understand how our practice fit together and “works.” Great with the appointment book.
2. Rapport, Self concept, and performance scores of at least 4 are valuable.
3. Interaction at least a 4 important for secretary.
4. Activator a low score could indicate a problem in asking for money or controlling the appointment book.

Special Thoughts for a Chairside Assistant

1. High organizational relationships are important until ready for EFDA independence.

The purpose of this interview is to help you locate your strengths (4 5). Don’t worry too much about your weaknesses (1 2). Focus on your strengths. Try to organize your work so you are using your strengths and avoiding your weaknesses. You might be able to marginally improve your weaknesses. The same amount of effort will produce much greater improvement in your strengths than in your weaknesses.

Entrepreneurs

Entrepreneurs enjoy providing a service or product for a fee that produces a profit, which s/he then shares in. The 5 key themes for entrepreneurs are:

1. Ego drive Wants to be recognized by others as a significant person through hard work that brings important achievements
2. Empathy can put self in the other person’s shoes, knows when and how to ask others for commitment
3. Belief can commit to an activity because it helps others
4. Ethics does what s/he believes is the right thing to do
5. Courage accepts challenges, will increase effort in the face of resistance

This interview is a one-on-one interview with Dr. It will take about 45 minutes and you do not have any paperwork to prepare for this meeting.

Read your results and write out what you learned and how you would apply what you learn while dealing with people in our office.

__________________________________________
Dr. signature date

Behavioral Characteristics of Successful Dental Staff Members

Enjoys meeting and talking with people. Helps people feel good about themselves. Has realistic positive self-image. Can ascertain what others are thinking or feeling. Career oriented. Gains personal satisfaction from helping others. An orderly, neat person. Thinks of self as a change agent. Recognizes the value of supervision. Possesses appropriate office skills. Would like to make a contribution to better health. Well organized.

Wants others to improve their health practices. Gains personal satisfaction from the group. Enjoys producing a high volume of work. Generally shares self with others. Hurts when persons do not respond to them as expected. Thinks of self as being liked by others. Hurts when others hurt. Can take personal responsibility for getting what they want from work activities. Believes that oral health is important for total health.

Bothered when things are not on schedule. Will take a stand on an unpopular issue. Open with his/her dentist supervisor. Works well with her hands. Feels confident carrying on a dialogue with others. Works at getting people to like them. Dependable and enthusiastic. Aware of their personal feelings. Sees their work as worthy of consideration and respect by spouse. May have considered teaching or social work as a career.

Compulsive about being on time. Likes to influence the thoughts or behavior of others. Believes the dentist is effective with patients. Prefers to work rapidly. Changes jobs primarily to accomplish a longer range objective. Able to learn from their dentist. Allows others to own their feelings. Has strong beliefs about what constitutes proper health care. Confident about working with others. Pays considerable attention to detail. Generously self-giving. Considered by others as a caring person.

Communicates well on the phone. Shares both positive and negative feelings. Describes self as being a good worker and a high achiever. Naturally moved to help people when they are stressed. Generally considered to be a stable person. Adjusts their behavior to facilitate higher productivity by dentist. Willing to help out when others do not seem to be carrying their share of the workload. Will attempt to change their present work situation in order to make it more acceptable. A family oriented person.

Believes the dentist can facilitate personal/professional growth. Wants very much to be personally liked. Can put self in the place of others. Wants to know what is expected of them. Actively encourages others to seek dental care. Likes to take responsibility. Confident about self. Discovers what is important to a client and helps the client achieve objectives. Comfortable working as a team member as well as working alone.

Rarely feels restless on the job. Likes to demonstrate how well they can do a job. Able to appropriately give praise or recognition. Competent on the job. Has a good grasp of the duties and responsibilities of the job. Can be assertive in challenging others. Helps the dentist learn. Possesses appropriate clinical skills. Actively participates in a personal program of health maintenance. Can be upset when not doing something constructive. Believes that they are more effective when people like them. Enjoyed playing doctor/nurse as a child.

Can return to original task after many interruptions. Genuinely likes people. Can use anger constructively. Extends self to others. Finds it easy to keep in mind the overall purpose or objective of what they are doing. Believes that others will respond favorably to self. Generally accepting of feelings about self. Accepts what others say they are feeling. Tends to be accepting of their work situation. Does not attempt to divert attention or deny the feelings of others.

Works well in more than one position in the office. Sees self in dentistry as they project in the future. Can tell others how they are feeling. Had a positive experience in a dental office as a child or adolescent. Can be present with and for others. Finds it easy to take an interest in others. Likes the challenge of learning new things. Effective in facilitating behavior change. Seeks to understand why people do what they do.

Wants to know how others seem them. Learns from other staff members. Finds staff meetings helpful and informative. Has personal identity separate from spouse. Strives to upgrade skills. Effectively encourages others to share their feelings.

Interaction: The ability to employ human relations skills in approaching and dealing effectively with others.

Mission: The motivating force, based upon a person’s beliefs and values, which impels and directs action for reasons other than material or personal gain.

Rapport: The ability to build positive relationships with others by affirming their needs, motives, values, and goals and by sharing personal feelings with them.

Gestalt: The ability to understand the overall pattern of events, tasks and relationships, to comprehend the form and manner in which completeness can be achieved.

Self concept: The view a person has of herself as a result of both personal evaluation of strengths and weaknesses and the evaluation of feedback received from others.

Activator: The ability or desire to make things happen – to teach, change or influence others in order to make a significant difference.

Empathy: The ability to sense and understand the state of mind of another person as expressed indirectly in attitudes and actions, and directly in statements of opinion and feeling.

Organizational Relationships: The appreciation of structure and teamwork, and the capacity to receive satisfaction from the work environment.

Continuity: The ability to maintain a relatively constant focus and pattern of work over an extended period of time.

Performance: The tendency to strive for mastery of the skills necessary for high productivity.

Stereotypic Thematic Configurations

Strong: Gestalt, Rapport, Interaction
Moderate: Empathy, Self-concept
A person with this configuration of life themes may be observed to be highly outgoing, diligent at developing relationships and well organized with a concern for detail. She thinks well enough of self to be able to “tune in” on the needs of others. Good with details. Adequate for a receptionist.

Strong: Rapport, Performance
Moderate: Gestalt, Activator, Self-Concept

A person with this configuration of life themes wants to be liked by clients in order to be more effective with them, and is highly concerned about doing good work while producing adequate output as well. Attention to detail is more important for self than in motivating the client to be perfect. She helps clients to perform satisfactorily, but is not overly discouraged when they seem to fail. Good hygienist.

Strong: Empathy, Rapport, Self-concept
Moderate: Interaction, Activator
A person with this configuration of life themes sees relationships with clients as a primary means for facilitating, learning, understands when people have difficulty in changing their behavior and thinks well enough of herself to allow others to look to her for support while learning. She is comfortable with interpersonal dialogue, and commands enough respect from others for them to want to change their behavior. Performance less important than relationships. Average performance, attention to details, organization.

Strong: Performance, Gestalt
Moderate: Self concept, Organizational relationships, empathy
A person with this configuration of life themes may be observed as being highly concerned with orderliness, able to learn new skills easily and to work rapidly. She can appreciate supervision, can work equally well alone or as a member of a team and is not easily hurt emotionally. Tendency toward perfectionism. Good clinical skills (chairside). Needs help with relationships.

Strong: Performance, Gestalt
Moderate: Rapport
Weak: Interaction, Self Concept
A person with this configuration of life themes prefers to work with systems or procedures rather than working directly with people. High digital dexterity. She values relationships, is well liked and is generally considered to be a thorough and dependable staff member. Developing relationships and interacting directly with groups of people is difficult.

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After you have finished this interview, please write out what you believe you have learned about yourself and give it to Dr.
1. What did you learn about yourself?
2. What strengths/weaknesses do you have that will effect your career development?
3. What else is important that I should know to help you build your career?

Thoughts on the SRI
1. It’s very difficult to turn a weakness into a strength.
2. It’s very possible with effort to manage a weakness so it won’t work against you.
3. If a person seems to be discriminating, listen for a sense of mission. Only people with a mission can be discriminating.