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2nd #theApexShow Q&A 2 – Dr Alun Rees

@reesthecoach remind us what Kolbe B and C indexes are and how they relates to Kolbe A index? #theapexshow

The Kolbe B is completed by the individual and measures the functional demands of the current position, it is answered by the individual asking themselves “My job requires that I….”

The Kolbe C is completed by the supervisor and measures the functional expectations of a specific position. Answered by asking “This job requires….”

Conative Stress is a difference of 4 or more units in any Action Mode between

The difference between A & B is a measure of Strain which is defined as a condition where a person’s sense of how a task needs to be performed is substantially different from their natural method of problem solving.

The difference between A & C is a measure of Tension which is the condition where an external evaluator’s sense of how a task needs to be performed is substantially different from the job holders methods of problem solving.

2nd #theApexShow Q&A 1 – Dr Alun Rees

@reesthecoach Kolbe offers many indexes, relationship index, etc tell us a bit about these #theapexshow

@mkritzinger: The A Index gives the instinctive method of operation (MO) & identifies the way an individual will be most productive.

Kolbe Y Index measures the instinctive abilities of young people from 8-17 or so.

Kolbe IF Index is for children from age 2 to 8, it is completed by their parents or observers and identifies the underlying patterns of a child’s activities.

Kolbe B Index measures an individual’s expectations of how they would behave in a current or prospective job.

Kolbe C Index is completed by the prospective manager or supervisor.

Kolbe R Index measures your expectations of another individual in a relationship, compare R with A Index provides insight into ways to improve the relationship.

Career MO+™ is a supplemental and identifies jobs & careers that fit your MO.

Financial MO+™ Identifies ways you can use your MO to make smarter decisions about money & finances.

2nd #theApexShow Round 5 – Dr Alun Rees

@reesthecoach Would you recommend jobseekers to add their Kolbe A index to their CV when applying for work? #theapexshow

I would; of course, although Kolbe isn’t widely used in dentistry (but it’s growing) it is well known in HR circles. Having knowledge of your Kolbe means to a prospective employer that you have taken the time to invest in yourself and have something that will help to differentiate you from other applicants. It will also help prevent you possibly taking the wrong job, there’s far more to recruitment than a CV and a pleasant interview.

One of the advantages of the Kolbe A Index is that it doesn’t change so there is no need to retake with time.

Flip that over, and in order to prevent expensive mistakes I always advise employers to invest in their selection process by getting prospective team members to take the Kolbe A Index, at least at the final shortlist stage. It’s time that practice owners invested in their recruitment processes in the same way that other industries do.

2nd #theApexShow Round 4 – Dr Alun Rees

@reesthecoach Describe a case study, which demonstrates Kolbe in action? #theapexshow

Keith is a practice owner in a rural town, he has taken until his late thirties to become a practice owner and is transitioning from the previous owner. He and the old owner, Larry, have effectively swapped positions. Larry had promised that he would reduce his days at the practice over a period of months but he is starting to give excuses and postponing his plans. Keith is finding this very frustrating and feels like he should be taking the bull by the horns but when he broaches the subject with Larry he comes across as being aggressive and the two of them, having enjoyed a good personal and working relationship to date, are hardly speaking.

There is a practice manager who has been with the practice for several years. She has a background of running her ex-husband’s business and is very confident in her approach to running the business. Keith is somewhat in awe of her and tends to defer to her.

So we have a new principal desperately wanting to put his mark on the business but tending to “beat himself up” because he felt that he ought to be more dynamic, he wanted to feel like he was an entrepreneur, that he was a trailblazer and leading from the front. Unfortunately some poor coaching previously had re-enforced these feelings of inadequacy so poor Keith was battling with his demons. He attributed his perceived lack of progress to a weakness in himself.

Keith’s Kolbe score is 5:6:4:5, this means that all his measures are in the mid-range and he is classified as a “Mediator™”. It is not an Action Mode but rather an ability to accommodate to all of the others. A Mediator easily switches among the Action Modes, moving from one mode to the next as needs arise.

A Mediator is willing to:

  • Accommodate all other modes
  • Adapt to changing needs
  • Gain cooperation by mediating
  • Commit to group progress
  • Provide backup support

A Mediator’s contributions include:

  • Having the ability to act as a facilitator among people with various insistences
  • Being a team player
  • Being adaptable – thriving when cross-trained for many roles
  • Being able to lead by consensus
  • Being able to empower and delegate

In common with many of my clients who have taken their Kolbe A™ there was a huge moment of clarity when Keith’s scores were explained to him. Another name for Mediator is Facilitator and Keith realised that he had been his most successful and happy when he was not in a starring role but rather when he was acting as the glue that held people with different insistencies together. He naturally liked to work in environments with individuals who had a lot of instinctive diversity. Keith’s flair for leadership came from bringing consensus to those around him. Without a particular way of getting the job done, the Mediator is a crucial bridge between polarized conative factions on the team. He actually resists taking a starring role as he thinks it is superficial and stops him contributing.

So much for theory, with all this awareness Keith was able to resurrect the amicable relationship with Larry that they had enjoyed for many years and was able to help and support Larry through his move to new challenges.

Whether the “Kolbe aware” Keith changed in his attitude to the practice manager I am not sure, but she moved on within 12 months or so. Instead of this being the crisis that it would once have been, he was able to appoint a successor that was his choice and this has been a success.

The team that he has built, and continues to build, is a far happier crew than it was. Keith is at one with his role of Facilitator – Conciliator and no longer feels that he has to be the “dynamic, thrusting entrepreneur” (whatever that may be) that he had previously imagined was the only way to be a success. Now at one and happy to trust his instincts his efforts are bearing fruit and he has one of the best practices with the best team for miles around.

2nd #theApexShow Round 3 – Dr Alun Rees

@reesthecoach What are the Kolbe A indexes of your team and how do you best work together? #theapexshow

I referred in the last question to my needing someone who initiates in Follow Through, my partner is just that, she seeks order, designs systems, works sequentially and establishes procedures – all of this I can do but find it very hard work. She on the other hand Prevents in Quick Start so she won’t go off half-cocked, be impulsive or ambiguous, neither will she try to do too many things.

As a contrast with me she can’t operate in crisis mode unless she absolutely has to so between us we can achieve most things, the greater the crisis the better I am at sorting out what’s important and what’s urgent.

So the way we work is for me to be “first in” assessing, temporising and getting the eye for the big picture then she provides the long term structure for the success and future stability of the client. Works well as long as we get out of each other’s way.

We both Respond in Fact Finder so we work in the same way there so we’ll review data, work within priorities, go with the highest probability and accept rank order.

2nd #theApexShow Round 2 – Dr Alun Rees

@reesthecoach what is your KOLBE and how have you learnt to work to your strengths in your career? #theapexshow

My MO is 6:3:8:3, and when I got my score I felt that a weight had come off my shoulders that my instinctive way of getting things done is to take risks, initiate change, seek challenges, discover alternatives & create innovation.

I prevent in Follow Through meaning I won’t be rigid with plans, stay boxed in, get stuck in routines or go through the motions.

I also prevent in Implementor, which helped me to understand that whilst I was able to be a good practical dentist I found it incredibly frustrating. I work best with ideas and abstractions.

Had I known 25 years ago what I know now I would have stuck to my instinct which was to work at “emergency” dentistry, I enjoyed nothing more than acute problems, facial fractures, abscesses and the like gave me far more satisfaction than completing a row of veneers. In my current profession I love being the “trouble shooter” when people have problems with their businesses.

It also taught me that in order to be successful I must have someone with me who is high in follow through to carry through the business & I will come back to that later on.

2nd #theApexShow Round 1 – Dr Alun Rees

@reesthecoach If someone would like to read up on Kolbe, where can they go? #theapexshow

Start with www.kolbe.com, which has loads, of information I tend to re-visit it on a weekly basis and am learning more all the time.

Then there are Kathy’s books: Pure Instinct, Powered by Instinct and Conative Connection; the latter two are easier to read and I would save Pure Instinct unless you are intending studying for certification.

Finally sign up for Kathy’s Blog feed and follow her on Twitter. She is a wonderfully energetic person and is constantly coming up with new ideas.

#theApexShow Round 4 – Sylvie Sturrock

@sylviesturrock You are ALSO a practice manager at the Neem Tree – how does this help your coaching? #theapexshow

@mkritzinger There are numerous companies and people in the dental world that claim to be able to help with dental businesses – however they have none or very little experience of being in a practice environment – As a dental nurse, receptionist in practice I have been to most of the training providers sessions that are on the market over the last 25 years and they have great ideas, great at motivating on a day out, and then the team goes back to practice with new found enthusiasm and the nothing happens!!

They tell you what you need to do – but NOT HOW TO DO IT – theres no reason to do anything at all and time passes and people forget.

I know what its like to be a DN in a great systemised practice

I know what its like to share a passion and a need to care for patients

Ive got the clinical knowledge needed to understand all clinical points of view

I know how frustrating it is when nurses don’t show up

I know how to make patients feel special

I know how to create a fully functioning clinical environment for team and patients

I know how to build a great team and how to be part of that is the critical success of the business

With Samera clients I create a bespoke plan together with the leaders of the business whether it be GDPS, Partners, associates, clinical leads and PMs – we agree on a course of action.

We agree on the direction the practice needs to take – in an agreed timeframe and we ALL work at it together – I visit 1/12 min and keep a close eye on progress BUT also if I say you need to do a,b,c lets say then I must of tried and tested it at the neem tree so it becomes the “ideas factory”

Currently Im working with one practice that Im just doing a 1:1 session with every few months just with the Principal – Im coaching him on how to become a great leader.

I try and turn practices into real businesses and my success at the neem tree shows in the figures. A PM should bring into the business 10 x their own salary as a rule of thumb.

The other main benefit to clients or course participants is we can show them exactly what we have achieved – we can take them into the clinic and show them what it takes to build a practice.

The neem tree at Esher opened recently opened – in the last 6/52 of the build we ran a HANDS ON course – the only such course in existence – so the delegates got to see the gradual progression of the project first hand – they got to speak with the designers, project managers and ask the questions they wanted – it was a great success!!

#theApexShow Round 3 – Sylvie Sturrock

@sylviesturrock What does the diary of a practice management wizard look like? #theapexshow

@mkritzinger ALWAYS BUSY!!

I love the variety – I thrive on the busy busy! I don’t ever use the B word – Only boring people get bored!

#theApexShow Round 2 – Sylvie Sturrock

@sylviesturrock Who needs a coach and why? #theapexshow

@mkritzinger Coaching – Consultant – Guru – Business Manger Whatever label it’s given I’m just aware that all Principals are chief cook and bottle washers in dentistry – they have ALL the responsibility – building, materials, services, marketing, team, associates, patients, problems, finances, H&S, legislation, designer, motivator, ideas maker, the list endless PLUS they have to do dentistry, it’s a unique industry where the Director is also the Manager and team leader and an Operator to create the product that the business creates the actual DENTISTRY as well. – is it any wonder they need a hand.

  • there’s a lot of stigma with coaching and consultancy in dentistry – it’s almost seen as a weakness to actually ask for help in some people’s eyes!
  • I am staggered that any dental practices still don’t have a manager at least!
  • I wish more dentists would use some help before the problems get too big! I meet many clients who have problem x,y and Z and can I sort it out please – it would be so much easier to meet them just as they begin their dental business and create systems and protocols from the outset – together with visions of where they want to be rather than just opening the door and seeing what happens!

Dentists always begin their career in someone else’s business, following someone else’s rules and spend a lot of thought and time on how when they own their own practice it will all be so different.

Once they do own their own practice – it’s totally different and they do what they think is correct – mostly without any business knowledge at all