Services and Instruments Used by the Physician Executive's Coach:

Birkman® International, Inc. provides the leading comprehensive methodology for human understanding to optimize personal, team and organizational performance.

The Birkman Method® gives individuals and organizations insight into behavioral cause and effect within corporate structures, institutions, families and one-on-one relationships. The Birkman Method® provides both invaluable knowledge and a realistic means to manage positive, productive change.

At the heart of its time-proven methodology lies The Birkman Method®, founded by Dr. Roger Birkman.  The Birkman Method® measures perceptions and helps neutralize misperceptions that affect the performance of individuals who ultimately control the success potential of your organization.

Since 1951 The Birkman Method® has brought dramatic, strategic change to a long list of individuals and high-performance corporations worldwide. Today, facilitated by constantly updated tools at the forefront of technology, Birkman International can cite a continuing history of success that’s changed the future for over 2,000,000 people!

The text above is from the Birkman Web Page which can be viewed at: http://www.birkman.com.

What is the Multi-Health Systems (MHS) BarOn Emotional Quotient Inventory (BarOn EQ-i®)?

Bachrach has been using the MHS/EQ-i® assessment since 2000. Developed by Reuven Bar-On, it is the premier scientific measure of emotional intelligence. BarOn EQ-i® measures one’s ability to deal with daily environmental demands and pressures, and helps predict one’s success in both professional and personal pursuits.

EQi is an array of non-cognitive capabilities, competencies, and skills that influence one’s ability to succeed in coping with environmental demands and pressures.  As such, it is one factor in determining one’s ability to succeed in life.  The model is multifactorial and relates to potential for performance.  Factorial components resemble personality factors, but can change and can be altered through conscious and concerted effort.

What does BarOn EQ-i® measure?

BarOn EQ-i™ includes four validity indices and a sophisticated correction factor rendering scores for the following components;

Intrapersonal Scales

  • Self-Regard
  • Emotional Self Awareness
  • Assertiveness
  • Independence
  • Self-Actualization

Interpersonal Scales

  • Empathy
  • Social Responsibility
  • Interpersonal Relationship

Adaptability Scales

  • Reality Testing
  • Flexibility
  • Problem Solving

Stress Management Scales

  • Stress Tolerance
  • Impulse Control

General Mood Scales

  • Optimism
  • Happiness

What makes BarOn EQ-i® so useful?

Skills associated with emotional intelligence are acquired and can be improved through training, making BarOn EQ-i® a valuable instrument for identifying potential areas for improvement and for measuring the effectiveness of organizational development programs.

EQi is but one factor in determining one’s ability to succeed in their role as a physician leader. Unlike IQ, EQ is made up of factors that can be learned, developed and improved upon. Enhanced EQ will be helpful in improving performance and effectiveness.

Link to EQi Research: http://www.mhs.com/

Terminology used to define those involved:

Participant: The person being evaluated using the 360 Assessment

Administrator: The SyNet Americas Lockwood Leadership Assessment staff person sending communications to the Participant and the Reviewers/Raters

Reviewers/Raters: Individuals whom the Participant invites to provide them with feedback on their performance using the 360-assessment tool. These include people to whom the Participant reports (e.g., Dean/Health System CEO); Peers (e.g., other Department Chairs); Direct Reports (e.g., members of the Chair’s Faculty, Administrative/Clinical/Research staff).

Coach: The Coach is working with the Participant to establish the framework for the 360 Assessment and with the 360 Administrator to receive the information necessary to implement the Assessment. The Coach will receive the Assessment results and provide interpretation to the Participant and also assist them in developing a comprehensive WorkPlan to address the results and implement meaningful and durable change.

Process used when conducting the 360 Assessment:

Private candid, constructive feedback is an important tool that helps the Physician Executive (the Participant) better understand how he or she is perceived by others. The 360° nature of the tool assures that the Participant receives feedback concerning how they are viewed by those above and below them, as well as by their peers and colleagues (the Reviewers or Raters)

SyNet Americas Lockwood Leadership Assessment® is easy to use for anyone familiar with the basics of accessing the Internet. In addition to the person(s) to whom the Participant reports, he or she selects at least three peers/colleagues and generally all those individuals in academic/professional positions who directly report to them. Further, the Participant is encouraged to solicit feedback from three or four direct report administrative/staff support persons.

Each Reviewer/Rater first receives an E-Mail from their supervisor inviting their participation.  Then they receive an E-Mail from the program administrator explaining the process and inviting them to access the instrument using a unique access code on the Web and complete their own self-assessment.

A second E-Mail is sent to the Participant by the program administrator explaining the process to those individuals whom the Participant will invite to be their Reviewers/Raters. The Participant then sends that E-Mail to each of their selected Reviewers who completes and submits the assessment on-line.

When all Reviewers have completed the assessment the program administrator completes the evaluation process and a multi-part report is produced and mailed to the Physician Executive’s Coach for presentation to, and discussion with the Participant. A Personal Action Plan® that addresses appropriate actions to be taken to improve their performance in areas identified is developed jointly by the Participant and the Physician Executive’s Coach.

The numerical scores offered by superiors are identified in the Feedback Report (i.e., are not anonymous). You may have one or more people in this category, generally not more than three. Peer/Colleagues, Direct Reports/Faculty and Support Staff responses are always anonymous. Narrative comments are invited from all respondents for each question and are never attributed to their author.

The rating process takes each Reviewer approximately 45-60 minutes.

Confidential and candid, constructive feedback is an important tool that helps the Physician Executive (the Participant) better understand how he or she is perceived by others. The 360° nature of the tool assures that the Participant receives feedback concerning how they are viewed by those above and below them, as well as by their peers and colleagues (the Reviewers).

What Results Might I Expect?

The Coach, using the results of the 360-assessment, will work with the physician executive to develop a comprehensive Personal WorkPlan that will guide the individual to improve his/her performance.

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