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 unequaled 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 for more than 20 years. 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/

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)

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 Participant 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 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 select to be their Reviewers. 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, working with a capable and committed physician executive, will help the individual improve his/her performance. Importantly, a Coach can help a physician who has recently taken on administrative and leadership responsibilities be more efficient in evaluating and prioritizing issues, and more effective in identifying workable solutions before initiating action. The Coach works with the physician executive to accelerate the skill development and proficiency process.

The Coach is safe. The Coach can serve as a confidant in ways that no internal staff member can. The Coach’s only interest is in the well being and success of the physician executive being coached.

The Coach is candid, and can speak in a clear and unambiguous fashion with the physician executive, offering constructive guidance.

The Coach is timely. He limits the number of physicians he coaches to a relative few individuals. He commits the time necessary to assist the physician executive on a scheduled basis, and as-needed on short notice. While many sessions are ‘face-to-face’ at the physician executive’s home site, or at the Physician Executive Coach’s learning laboratory in Boulder, CO, inter-session consultations are scheduled by phone and Internet, including tele-video (allowing for same time/different place face2face communications). between the Coach and the physician executive and may occur frequently.

The result is a marked improvement in the physician executive’s performance which is perceived by those around them and, more importantly, by the individual himself or herself.

Better decisions are made in a more timely fashion. Errors may be avoided and communication with others is enhanced. The improved process leads the physician executive to have greater self-confidence, and engenders greater confidence in her or him by others.

Leadership from a position of strength and certainty replaces the process of ‘trial and error’. Costs are avoided because better decisions are made and implemented the first time; rework of issues in kept to a minimum.