Automatic Hiring

Automatic Hiring Big Case Marketing, Inc.

Disclaimer: The user of this manual is responsible for adhering to all federal, state, and city laws related to non-discrimination, hiring, and Equal Employment Opportunity. If the user has questions regarding their hiring practices, they should consult an employment law specialist. The user bears all responsibility for their hiring practices. No liability is assumed by Big Case Marketing for inappropriate or questionable hiring practices of any business, institution, or dental practice. Furthermore, any legal implications that may possibly arise from the use of this product in conjunction with any hiring process are the full responsibility of the user. The following terms are trademarks of Kathy Kolbe and Kolbe Corp. used herein with permission: Action ModesTM TM TM I mpact Factors TM , Kolbe A Index TM , Kolbe C Index TM , Kolbe Process , RightFit , Range of TM Success , and Natural AdvantangeTM

TABLE OF CONTENTS Replacing a Super Star

0

Step by Step

l

Kolbe RightFit Intro

5

Previous Dental Experience

6

Where to Place Your Employment Ads

8

Dental Survivor

11

Al. RightFit Hiring Review

15

A2. Kolbe RightFit

18

A3. Example of Detailed Posting Showing Kolbe Traits and Specific Job Duties

27

A4. Example of Duties and Salary Sheet

36

BI. Example of Cost Effective Print Classified Ad

40

B2. Message Line Script Example for Dental Assistant

41

B3. Message Line Script Example for Front Office Position

49

Cl. Description of Job Write Up for Application

54

C2. Long Form Application

61

C3. Example 1 of Long Form Dental Assisting Application

62

C4. Example 2 of Long Form Application

75

Dl. Automatic Hiring Telephone Interview

84

D2. Invitation to Dental Survivor

85

D3. Reference Check Sheet for Each Applicant

86

El. Right Fit for Basic Dental Front Office

87

E2. RightFit for Patient Phone Coordinator

100

E3. RightFit for Member Key Team Member Implementer

113

E4. Rightfit Kolbe Profile Example

122

E5. RightFit for Personal Assistant

123

E6. RightFit for Expanded Duties Dental Assistant

135

E7.Kolbe C Results Basic Dental Front Office

149

What about Replacing A "Super Star?"

We all have team members that have starring roles in our practices. Over the course of time, we all strive to eventually have a team of nothing but Super Stars.

Super Stars unfortunately don't stay with us forever.

If one of your Super Stars is leaving your practice, the best thing you can do before he or she leaves is make sure that you have a Kolbe `A' profile on them.

This will help you set up the RightFit more accurately for the new person taking their place.

Test the Super Star in order to hire another one!

ŠBCM

0

Sequence of Events for the AutomaticHiring TM Process 1) Put together a position profile for the job by using Kolbe RightFitTM. See the Appendix A RightFit TM for more details regarding that process. If you have a Kolbe Rep., contact them. If you need a representative go to www.warewithal.com and email Kolbe to get the ball rolling. Appendix E contains examples of actual RightFit TM profiles for a basic front office dental team member, a patient coordinator/phone expert position, a key team member-implementer position, and the BCM Program assistant.

2) After the RightFit TM profile has been set-up, you will receive a detailed description of the profile's attributes from Kolbe. Use this to formulate your Craig's list ad which will have two components. See Example Appendix A. Part 1) the typical hard facts: pay range, benefits, hours, duties, specific things you know they will be doing PLUS Part 2) the characteristics listed from the RightFit TM profile. That list will describe the "doing" side of the job which potential team members can review to see if they feel they fit the description. This detailed information also increases response to your advertisement since the potential team member will have never seen anything else like it and will assume that you are different from other employers.

3) If you are going to also use printed media classifieds, prepare a very short ad listing job title, salary range, and your toll free message line with appropriate extension (see example cost effective classified Appendix B). Use the same detailed description that you post on Craig's list to put on the message line recording about the job. For major daily newspapers, post on Sunday only.

4) Call/email your Kolbe rep and purchase a 10 pack of Kolbe "A's" 5) Post-your description in all the job categories that might apply at Craig's List. At $25 per listing, be liberal with where you think a suitable candidate may be looking.

6) In your Craig's list ad and on the message line recording, state that the resume, 3 professional and personal references, and cover letter are

ŠBCM

to be sent by email/fax only so that YOU don't waste phone time on this first step.

7) The appropriate individual reviews resumes as they come in to your AutomaticHiringTM funnel. The resume will give you the cognitive skills (i.e. previous jobs, training, and experience). You should also read the section entitled "Previous experience" to change your thinking around how critical it is to have previous dental experience when marketing and sales is involved.

8) Invite the candidates who have the right background to take the Kolbe A by sending them an email with the Kolbe test credit. Have them forward you the result. a. Note: Previously, I would have had each candidate do the lengthy application first, and then they would complete the Kolbe A. That's a waste of everyone's time since if they fail the p rofile match; you have wasted your time (and t heirs) w ith t he 1 engthy application.

9) The Kolbe invitation can be emailed to the candidate directly and they will take the test online outside your office and forward you the results.

I O)Notify your Kolbe account representative ofthe name of each candidate as they submit their test results. Kolbe will then grade each candidate (included in the RightFit TM fee) against the profile and send you the results (A through F). If they score B- or lower, they are automatically not hired and get a short "thank you for your time" email or fax.

I l )For the candidates that are a good match based on the Kolbe, send them the lengthy application to fill out (Appendix C). The application will likely need to be tweaked based on the position you are hiring. Ask them to email a photo of their smile. Remember, if they don't have a nice smile you will have to invest in giving them one.

12)If you are unsure on any candidate, a phone interview may be the next step. See the AutomaticHiring TM telephone interview sheet. (Appendix D).

2 ŠBCM

Don't be surprised if you get back "failing" grades on candidates who have great looking resumes but simply don't match the profile. Some may even have significant past dental experience.

Remember, you are taking what you see on paper (the subjective) and evaluating the candidate objectively with Kolbe for how they will perform the "doing" of their position. This can be tough to swallow since it is the exact opposite of how most dentists and office managers have hired in the past or were trained to hire.

"Hire Slow. Fire Fast" Based on multiple observations in many different types of businesses, it's better to be willing to wait for someone with the right traits and "fit" versus hiring too quickly (regardless of experience) only to find. that they don't perform very well since they will have to operate outside their preference for "doing" in the job.

People can always temporarily operate against their tendencies (necessity is the mother of invention, right?) but over many years that type of effort leads to either poor performance, you eventually having to fire the employee, or the employee leaves because they didn't really like their daily role in your business as they were acting against their built in nature.

13)Invite all of the B minuses and higher in for an interview (DentalSurvivor TM ) on the same day and at the same time. Send out the invitation by email or fax. (Appendix D) 14)Dental Survivor TM ( see summary sheet for that day) is the day that you put e verything t ogether on who a re t he best c hoices for t he pos ition.

TM ahead You wi 11 not let the interviewee's know about D ental Survivor of time. Tell each candidate that they should review the job description, any relevant information you may have sent them, and y our p ractice website s o they ar e p repared to fully discuss why t hey ar e the right person for the job. That is hint enough that they need to be prepared.

15) On "Survivor" day, they will all be in the same room. You will introduce yourself (doctor or practice manager); give your background

ŠBCM

talk about the practice and the job. Finally they will answer the practical questions and play DentalSurvivor TM 16)Post DentalSurvivor TM you will go on to schedule appropriate follow-up working interviews, roll playing interviews, staff lunch, etc.

17)Do your reference checks. See the Reference check sheet (Appendix D).

Never hire anyone without checking references both personal and professional. In addition, Google each candidate. Finally, if the position involves management in your practice, perform a criminal background check. Google " background check" and many services well pop up selling this service.

18)Hire and start probationary period. Congratulations! You just made it through AutomaticHiring TM for the first time! Welcome to efficient hiring and a way to build your team far more predictably with less hassle, time, energy, risk, and cost.

4 ŠBCM

Kolbe RightFit TM for Hiring What is Kolbe RightFitTM? Big Case Marketing's "AutomaticHiring TM " uses Kolbe's RightFit TM as part of the hiring process. More details are provided in Appendix A. Kolbe RightFit TM makes finding the "right" person for the job easier and less costly as it reduces the chance of a "bad" hire.

Statistically proven, it assists you or your office manager in screening and selecting the best job applicants by determining who has the necessary instincts.

Personality tests are often difficult to interpret and apply on a real world basis in the dental practice. The Kolbe RightFit TM is applicable to our situations as dentists and it takes away the difficulty of interpretation of all previous personality tests you may have attempted to employ.

RightFit TM ends the headache of guessing how well a prospective employee will perform, by rating each candidate on a scale from "A" to "F," and providing information on how the applicant will take action according to job requirements.

Using Kolbe provides great insight into how the potential team member operates when it comes to "doing" tasks and components of their job.

The resume still plays a role as it gives indications of the cognitive skills and knowledge acquired (past experience) related to the job. In addition, a selection of interview questions relating to your practice is still necessary during the "live" part of the process. That way you make sure the potential team member shares the same values and/or vision of your practice.

Here's the triad of information: 1) Subjective (resume, past job experience and training) TM 2) Objective (Kolbe RightFit results) 3) Affective (interview questions that determine whether they share your business values)

ŠBCM

Thoughts on Hiring Those with Previous Dental Experience In the dental office, previous dental employment experience can be a help and in quite a few cases a very big hindrance to hiring or even absolute contraindication to hiring.

Why hire those with experience? The good news is that if they have experience there will be less training involved, particularly with clinical staff (think assistant). However, even in such a case, in a practice where there is a stream of elective cases outside the "traditional" model of the `crown a year' insurance club, then hiring someone with only basic experience and training may still be better than hiring someone who is hard-wired with preconceived notions about how a practice operates. An assistant that is stuck in the `insurance model' can sink elective cases consistently if she can't get on board with full mouth care.

What about decades of experience? The really bad news is that if they have significant experience, they are very likely to have numerous unsavory habits taught to them (or allowed to randomly form without supervision) in all those previous practice(s). Those habits may or may not be changeable. Be careful the Kolbe will help reveal this.

FOR A JOB MOSTLY ABOUT `SALES' AND CASE CLOSING Previous dental experience is the biggest negative when you are seeking to hire a position that relates mostly to sales (think the phone person covering marketing calls, phone staff closing consults and treatment planner/financial closer at the case presentation).

ŠBCM

6

It is highly unlikely that any previous dental j ob prepared them for what you will need from them because so few dental offices are great at sales and marketing.

If the staff member's iob is to strictl y close consultation appointments, the less clinical knowledge they have the better. It takes NO clinical knowledge to be a great closer on the phone but it takes a great listener and a great communicator.

It is far better to hire someone with great communication skills FIRST then add in the clinical knowledge as time goes by since they won't be using their clinical knowledge as a crutch to get by if a call isn't going the way they want it to.

Here's what Chris Mullins and I see routinely with phone monitoring. Those staff members with questionable communication skills (the ones needed for elective cases) that do poorly closing consults on the phone invariably "fill the void" on most calls with clinical jargon talk which decreases consult closes and case acceptance.

VERY IMPORTANT: Finally, if the position is purely treatment planning/financial closing, then a background in an environment where the dollar ranges that your practice's cases average is a very good idea. If they haven't been in such an environment, where something they were involved in cost just as much or more than your cases, they must receive training to be comfortable closing treatment in the fee ranges for your office.

ŠBCM

7

Where to Place Your Employment Ads? As of this publication date, there are 3 main ways to get your hiring message to the public.

1) Newspaper classifieds 2) Online resume sites 3) Local Craig's list online classifieds.

1) Daily and Weeklies Print Publications Traditionally, we all are familiar with the use of classified ads in the main daily papers or weekly papers in your area to obtain dental staff. This type of classified is costly especially when a very detailed job listing is required.

By using the AutomaticHiring TM system, you can minimize the cost impact of the printed classified by using your toll free message line to describe the job position fully. If newsprint is still a source of potential job candidates in your market, this method will allow you to greatly minimize the cost of the newsprint classified and devote those resources to Kolbe testing the candidates.

ŠBCM

8

2) Online Resume Sites Outside of printed classifieds there are online job sites such as 'lobster," "hotjobs," etc. These sites are geared towards information and professional po sitions. In addition, they tend to be a national type of classified. For both reasons, they are not a good choice for dental office staff Avoid them as response is bad and cost can be higher than local newsprint!

3) Craig's List Local Online Classifieds As of this printing, Craig's list generates the best response in almost all markets for a local position. Other online resume sites don't work that well for local markets. In addition, if someone is about to move to your area, they will still be more likely to look for a position on Craig's list than other online sites.

The postings on Craig's list tend to generate response right away as people searching for jobs are looking at the postings all the time when they are active with their search.

Each category is $25 a post. It is a good idea to post in multiple categories in which you might find someone that would fit for your office. Remember, you are broadcasting your hiring message to more candidates intentionally so you have better odds of getting a good pool to test and choose from. This is even more important when it comes ŠBCM

9

to finding someone for your phone or for treatment planning/financial close.

For a position in the front office related to complex cases: Post in admin/office, customer service, legal/paralegal, marketing/pr/ad, business/mgmt, medical/health, salon/spa/fitness.

For a clinical assisting position: You have fewer choices.

Stick to posting in medical/health and salon/spa/fitness.

Because the response tapers off after a week, report in about 10 days if you need to add more candidates to your A utomaticHiring TM 'funnel."

ŠBCM

10

DentalSurvivorTM No, it isn't a Tom Hanks movie but it is a dramatically better way to hire and it is one of the last steps in the hiring process.

If all has gone well, you will be down to 5-7 candidates for your job position.

After DentalSurvivor TM , you will arrive at 1-3 candidates that you feel are good possible choices. Those last 3 candidates can then have more live meetings with the appropriate staff and/or working interviews.

Why include DentalSurvivor TM as part of your hiring process?

7 Reasons: 1) Saves hours of time (reason enough!)

2) Standardizes the interview process 3) Makes potential hires want your position even more 4) Allows you to see every candidate's ability to truly sell themselves (if they can't sell themselves, how will they sell you or your services?)

5) Shows that you are a progressive office since they will have seen nothing else like it 6) Minimizes the b.s. potential, particularly by those with dental office experience 7) Reduces the chance of getting a "dud" as that type of candidate will not survive the process very well ŠBCM

Your DentalSurvivor TM candidates are all appointed to arrive on the same day and same time to your location for the interview. Have all materials and seating ready ahead of time. Greet them as they arrive and ask them to take a seat.

Observe their manner and dress. Were they on time?

Listen to their speech. How engaging are they?

At the exact start time listed, conduct your DentalSurvivor TM interview.

This is the general flow and dialogue for a DentalSurvivor TM interview.

I recommend that you record the responses as things will progress quickly.

The Office Manger or Doctor leads the DentalSurvivorTM interview.

"Welcome, you've made it through an extensive screening process.

A little bit about the practice ........

Here's what we do, here's what this job is about.......

ŠBCM

12

Today's flow is pretty simple and straightforward and will go probably more quickly than any interview you've ever had before.

I asked everyone to come prepared with having reviewed the job description and the materials that give you insight into what types of dentistry we do and the types of patients we are seeking to help.

Before we go into the next steps, are there any questions?

Great.......

First off....... (The big surprise!)

One by one, I want each of_ you to introduce yourself and give me your sales speech on what you bring with you to this job that makes YOU the best match for the position.

Note who stands first and who goes last.....also a good reason to record the interview] The second part.....

I also have a few short questions including several real world onesinvolving the position. After you complete the questions, you are free to leave.

I'll be checking references over the next week and will contact each of you personally shortly thereafter.

[Note these questions need to be developed specifically for the position you are hiring.] ŠBCM

13

Once they complete the questions, they leave and then you have time to review the recording and their responses and decide which are invited on to the final stages of interviewing (working interview, staff lunch, role playing phone calls, etc.).

Congratulations, you just saved HOURS of time that is normally wasted at the live interview stage.

ŠBCM

14

Kolbe RightFit TM for Hiring

HOW to use Kolbe RightFit: Kolbe RightFit is the program that makes finding the "right" person for the right job easier and less expensive. Statistically proven, it assists companies in screening and selecting the best job applicants by determining who has the necessary instincts. We provide a simple method for selection by analyzing your requirements to create a Range of Success TM specific to the job opening. RightFit ends the headache of guessing how well a prospective employee will perform, by rating each candidate on a scale from "A" to "F," and providing information on how the applicant will take action according to job requirements.

Five Steps to using Kolbe RightFit: 1) Define job requirements-supervisor and/or anyone in a position to evaluate the role completes the Kolbe C TM Index 2) Identify instinctive strengths of supervisors-the direct supervisor completes the Kolbe A TM Index 3) Identify instinctive strengths of current employees in the role as high performers to take the Kolbe A T 4 Index 4) Create a Range of Success-all the above information will be used to create the range.

TM 5) Screen applicants-candidate will complete Kolbe A 's and will be compared to the range. Each candidate will be given a letter grade from A to F. We recommend hiring employees at a B- or higher ranking.

In addition to the ranking of candidates you can also get an indication whether the synergy of the team will be affected negatively or positively by using cooperatives-fellow team members that the person will be working TM with on a regular basis. They will need to answer a Kolbe A index regarding

15

how they, themselves, naturally take action. This featu r e is best used when there are 3 or more Cooperatives available to provide information.

Why do I need it?

• Cost Saving-RightFit helped one company save more than $10 million by trimming interviewing and retaining costs.

• Employee Retention-one company saw its retention rate of managers increase from 60% to 100%.

• Curbs Absenteeism-in companies where RightFit is used, less than 20% of low absenteeism employees were experiencing job stress.

• Eliminates Job-related Attrition-one company found that 11.7% of employees hired using other selection methods left the company for job related reasons compared to 0% of employees hired using RightFit. Replacement costs: Insurances companies put the price of turnover for one sales agent between $50,000 and $80,000 which included the outlay for hiring, training and replacing the person. A national accounting firm estimates the turnover of one clerical staff employee can cost as much as $15,000.

WHEN to use Kolbe RightFit: Kolbe Cora's Polic y Statement The Kolbe RightFit system should always be used as one of many criteria in making selection decisions. The RightFit process and the Range of Success TM give you vital information about whether a person's natural talent fits with the demands of a particular position. However, it won't tell you if the person is smart enough or has the experience necessary for the job.

Therefore we recommend that you first screen for experience and skills, then use RightFit with the remaining candidates, screening out those that are clearly not a good fit for the position as indicated by the Range of Success.

When using Kolbe's products in selection you must use the RightFit system.

We are committed to insuring that our services are used in a way that takes the guesswork and individual biases out of selection as much as possible.

The primary way to accomplish this goal is to have our clients use RightFit when doing selection rather than simply "eyeballing" individual Kolbe Index results or guessing what a Range of Success or candidate score might be.

16

This means that we will not sell our services or products to clients who we know intend to use them in selection without applying the RightFit system.

The RightFit system should not be used as an excuse to let someone go. If someone is a valuable employee who is under-performing RightFit can point the way to getting more out of them. If someone is not doing the job, a manager has to consider many factors to determine whether the problem can be fixed. RightFit itself cannot identify when an employee needs to be replaced.

The EEOC guidelines for using the tests in hiring states that job relatedness must be established in advance. By using the RightFit system EEOC regulations are met.

17

Kolbe RightFitTM for Hiring What is Kolbe RightFit? Kolbe RightFit is the program that makes finding the "right" person for the right job easier and less expensive. Statistically proven, it assists companies in screening and selecting the best job applicants by determining who has the necessary instincts. RightFit ends the headache of guessing how well a prospective employee will perform, by rating each candidate on a scale from "A" to "F," and providing information on how the applicant will take action according to job requirements.

Using Kolbe provides great insight into the conative, or doing, dimension of the mind. It will be important to also incorporate the cognitive (thinking) and the affective (feeling) parts into the hiring process. RightFit identifies the conative part, and resumes usually give indications of the cognitive skills and knowledge acquired. Be sure to ask affective questions during the interview to determine if the candidate shares the same values and/or vision of the organization.

The Kolbe RightFit Process 1) Identify your current talent • If the supervisor has not already completed the Kolbe A TM Index, he or she must do so. His or her instinctive strengths will be taken into consideration to build the Kolbe Range of SuccessTM • Is the job replicated or unique? A replicated job is one that has at least six people doing the same tasks in very similar conditions, three of whom are clearly top performers.

• If this position is unique, there is an option to see how the candidate will fit into your team by adding existing Cooperatives' (teammates') Kolbe A results to the data. Cooperatives are used for true team scenarios versus a replicated job situation.

• It is recommended that you speak with your Kolbe Account Representative to discuss High Performer and Cooperative scenarios.

18 ©2008 Kolbe Corp. All Rights Reserved.

2) Define the job requirements • The direct supervisor and/or anyone in a position to evaluate the job completes the Kolbe C TM Index • All parties who evaluate this position's performance (Other Evaluators) will individually complete a Kolbe C Index 3) Create a profile of the ideal candidate •

A Kolbe Range of Success is the profile that identifies the instinctive talents of the ideal candidate • It will include at least one Kolbe A Index completed by the direct supervisor and one Kolbe C Index completed by the same supervisor.

• Once all of the Indexes are completed, contact Customer Service at 1800-642-2822 (option 3) or use the Kolbe RightFit Software to build the Kolbe Range of Success.

4) Rate candidates • Candidates take the Kolbe A Index and their results are then run against the Range of Success for the position • Once the candidate has completed the Kolbe A Index, use our software to rate your candidate by going to http://www.warewithal.com/visitors/user_login.cfm Contact Customer Service for questions (1-800-642-2822) • A letter grade from A to F will be given to each candidate and a Candidate Report will be emailed to you.

• Kolbe Corp recommends interviewing candidates whose scores are Bor higher.

• Remember to consider how all candidates fit into your organization by assessing all three parts of the mind.

For personalized assistance, please call your Account Representative to schedule time with a Master Consultant. Fees for these consultants start at $195 per hour.

19 ©20 08

Kolbe Corp. All Rights Reserved.

Kolbe RightFit TM for Hiring - FA Frequently asked questions about identifying current talent: • Does the supervisor need to complete the Kolbe A TM Index before the Kolbe C TM Index?

• Is this a replicated job?

• What is a High Performer?

• How do I choose High Performers?

• How many High Performers should we use?

• Can we use High Performers from other companies?

• What if one High Performer looks different from the others?

• What is a Cooperative?

• How do Cooperatives affect the Range of Success?

• How many Cooperatives should we use?

Does the supervisor need to complete the Kolbe A Index before the Kolbe C Index?

Yes, the Kolbe A Index is completed first. A permanent name id (12-digit number) is assigned while completing the A Index and is used again when completing the C Index.

Is this a replicated job?

One question to ask yourself when considering if a position is replicated is, "How many people are doing this job?" A replicated job is one position that multiple people do individually. For example, sales representatives or call center representatives are two jobs that are usually replicated.

What is a High Performer?

A High Performer is someone who currently does the job at an exemplary level.

How do I choose High Performers?

First, it is important to define success in measurable criteria for this particular position. Then, select the people who have achieved the highest level of success in the job (past or present). Kolbe Corp will use the Kolbe A results for those High Performers in creating the Range of Success TM that targets candidates with similar instincts.

©2008 Kolbe Corp. All Rights Reserved.

20

How many High Performers should we use?

When choosing High Performers, it is best to use a small percentage (maybe 10%) of your total number of employees currently in the job. Additionally, you should use four High Performers when possible. The software will allow you to use only two, but only use that few if necessary. The most important aspects of finding high performers are that these people stand out as exemplary employees-the elite group-and that we have enough high performers to find a pattern of instincts.

Can we use High Performers from other companies?

No, Kolbe Corp does not share information from other companies. All high performers must come from your own company.

What if one High Performer looks different from the others?

If one of your High Performers looks different conatively from the others, we recommend you consult your Kolbe Account Representative. Also, do not use an individual if there is a unique reason for his/her success that would be hard to find in the general public. For example, if Jane is the only person who speaks Japanese in her company and as a result has accounts that no other person could compete for, her Kolbe A should be left out.

What is a Cooperative?

Cooperatives are people who will work closely with the person who will fill the open job. Usually they make up a team.

How do Cooperatives affect the Range of Success?

Adding Cooperatives to your Range of Success will allow the RightFitTM software to compute the Synergy impact on your team for each candidate you are considering for the position. A candidate can get one of three ratings: Positive, negative, or neutral. We know that Synergistic teams perform better than non-synergistic teams, so you will want candidates who move your team closer to Synergy (positive) or do not affect (neutral) your current Synergy.

How many Cooperatives should we use?

Since Cooperatives help determine the candidates' impact on a team, there should be at least three Cooperatives. One of the Cooperatives can be the direct supervisor.

Frequently asked questions about defining job requirements:

21 Š2008 Kolbe Corp . All Rights Reserved.

• What is a Kolbe C TM Index?

• How many people should complete Kolbe C Indexes?

• Does the supervisor need to complete the Kolbe A TM Index before the Kolbe C Index?

• How do I complete a Kolbe C Index?

• Who completes the Kolbe C Index(es)?

• What if one of the Kolbe C Index results for the same job looks different?

• What if the Kolbe C Index result is in Contradiction?

What is a Kolbe C Index?

The Kolbe C Index measures the instincts necessary for a role as defined by the supervisor(s).

How many people should complete Kolbe C Indexes?

All people who evaluate the job should complete Kolbe C Indexes. Currently, only one person can be designated the Direct Supervisor; however, the other people who evaluate the job performance will be entered into the Range of Success as Other Evaluators. Choose the Direct Supervisor who most defines success for the job.

Does the supervisor need to complete the Kolbe A Index before the Kolbe C Index?

Yes, the Kolbe A Index is completed first. A permanent name id (12-digit number) is assigned to each individual while completing the A Index and is used again when completing the C Index.

How do I complete a Kolbe C Index?

When answering the questions for the Kolbe C Index, the index taker should keep in mind the requirements of the job and what is rewarded — not the job as it is being done currently.

Who completes the Kolbe C Index(es)?

Anyone in a position to evaluate the role will complete a Kolbe C Index.

Choose whoever has the greatest effect on the success of the role. Where appropriate we recommend several C Indexes be completed for a single role.

Examples of the appropriate use of several C Indexes include when a role is supervised by two people, and when a second-level supervisor evaluates how the role is performed. For additional examples, please contact your Kolbe Representative.

©2008 Kolbe Corp. All Rights Reserved.

22

What if one of the Kolbe C Index results for the same job looks different?

Compare all of the Kolbe C Index results. If any Action Mode® has a difference of four units or more between the results, it indicates that significantly different requirements for the role were identified. Two options are to leave one of the Kolbe C Index results out of the Range of Success or to complete a new Kolbe C Index if a new understanding of the role requirements is found.

What if the Kolbe C Index result is in Contradiction?

There are a few potential reasons a result is in Contradiction. First, it could be that the Index taker is unsure of the requirements of the job. Perhaps it is a new position or the Index taker is new to supervising the position. Another reason a result shows Contradiction is because the actual requirement for how a job is to be completed varies significantly on the continuum in one action mode.

Frequently asked questions about creating a profile: • Why is the Range of Success (profile) broad in some Action Modes® and narrow in others?

• What happens after I tell Kolbe Corp the Range of Success (profile) is ready to be built?

• Can I use just a part of the Kolbe RightFit System?

Why is the Range of Success (profile) broad in some Action Modes and narrow in others?

The RightFit TM software uses data to calculate a range of talents from the information provided. The broader the range, the easier it is for the candidates to get a higher letter grade.

What happens after I tell Kolbe Corp the Range of Success (profile) is ready to be built?

Kolbe Corp will email you two reports, one called the RightFit Report and one called the Range of Success. The RightFit Report identifies the natural instincts the ideal candidate will demonstrate, and identifies the evaluators whose input resulted in the Range of Success. A Range of Success Report identifies the possible range of conative talents for a particular role. You will then be ready to start running candidates against the Range of Success.

Can I use just a part of the Kolbe RightFit System?

Since hiring and selection is governed by so many laws and regulations we

©2 008 Kolbe Corp. All Rights Reserved.

23

help our clients (and ourselves) avoid potential liability by having them use the complete RightFit System, not just Kolbe A Indexes, when they're using us for selection. Additionally, we believe very strongly that we should help our clients get the best results possible. When you're using us in selection, to get the best results you need to do an analysis of the job you are filling. The process we have for that is building a Range of Success, and when you do that, you get the best results.

Frequently Asked Questions about rating candidates: • Why is the Range of Success TM broad in some Action Modes® and narrow in others?

• What happens after I tell Kolbe Corp the Range of Success is ready to be built?

• What kind of report will I get after Kolbe Corp runs a candidate against the Range of Success?

• Should I hire only "A" -rated candidates?

• What if the candidate's Kolbe A TM Index Result is in Transition?

• What if I have more than one "A" candidate?

• Will all "A" -rated candidates be successful in the job?

Why is the Range of Success broad in some Action Modes and narrow in others?

The RightFit software uses data to calculate a Range from the information provided. The broader the Range, the easier it is for the candidates to get a higher letter grade.

What happens after I tell Kolbe Corp the Range of Success is ready to be built?

Kolbe Corp will email you two reports, one called the RightFit Report and one called the Range of Success. The RightFit Report identifies which natural instincts the ideal candidate will demonstrate, and identifies the people included in the Range of Success. A Range of Success Report identifies the possible range of conative talents for a particular role. You will then be ready to start running candidates against the Range.

What kind of report will I get after Kolbe Corp runs a candidate against the Range of Success?

An individual Candidate Report giving the candidate a letter grade (A through 24

©2008 Kolbe Corp. All Rights Reserved.

F) will be emailed to you.

If you are running more than one candidate against the Range, a Candidate Summary Report will give you each candidate's letter grade. If Cooperatives were used, the Candidate Summary Report will indicate the impact on team synergy as well.

Should I hire only "A"- rated candidates?

Kolbe Corp recommends hiring candidates that rate a B- or above. Start with the highest rated candidates. However, conative abilities are only one aspect of the review process; candidates must also be screened for skill level, values, personality, etc. For example, you may choose to hire a "B+" candidate instead of an "A-"candidate if the "B-"candidate is a better fit for the organizational culture or has a better skill set or experience level.

What if the candidate's Kolbe A Index is in Transition?

A Transition result reveals that a candidate is not able to accurately report his/her conative strengths at this time. It is recommended that the candidate retake the Kolbe A Index at an appropriate time prior to being hired. See the definition of Transition.

What if I have more than one "A" candidate?

Candidates should then be screened for skills, knowledge, commitment and personality to see which would be the best fit.

Will all "A" -rated candidates be successful in the job?

The Kolbe RightFitTM software identifies conative talents necessary for a job.

However, if the candidate does not have the necessary skill set, or the values, personality, etc. he or she may not be successful.

Glossary of Kolbe terms Candidate Report A report that identifies a candidate's grade for the role Contradiction An indication that the Kolbe C Index taker reported a disparity within the job requirements for one Kolbe Action Mode. There are two common reasons for this disparity. The Kolbe C Index taker is unsure of the exact requirements of the job or the job requires vastly different talents in one Action Mode.

25

Š2008 Kolbe Corp. All Rights Reserved.

Cooperatives People who will work with the candidate that fills the open job Direct Supervisor The person most directly responsible for evaluating how a job is done and the success of that position High Performers An elite group of exemplary employees who do the same job as the open job Kolbe A Index A report that measures a person's conative instincts or mode of operation Kolbe C Index A report that measures the instincts necessary for a role Other Evaluator A person (other than the direct supervisor) who evaluates how a job is done RightFit TM Process A method proven to reduce recruiting costs and increase employee retention by selecting the candidate with the right instincts to do the job RightFit Report A report that identifies which natural instincts the ideal candidate will demonstrate. This report also identifies the evaluators whose input resulted in the Range of Success Range of Success A report that identifies the best range of conative talents for a particular role Transition Indicates that the Index taker was unable to self-report accurately or recognize how he or she naturally takes action. One reason for a period of transition can be extreme change such as a new job/position or family situation, etc.

26 I

Š2008 Kolbe Corp. All Rights Reserved.

PART TIME Cross- Trained Surgical Dental Assistant Experience preferred but if you have surgical experience in other medical environments, we'll train you.

COMPENSATION: $20-25 per hour depending on experience.

Working interview a nd probationary s alaries apply during interview process.

Initial working interview 1-2 days 2 nd working interview 1 week 90 day probationary period

HOURS: Monday-Friday full time, Clinical hours: Typically 22-28 hours wk. Patient days are TuesThursday. Monday administrative day 4-6 hours.

Duties: Requirements for This Position: • Preferably surgical dental assisting but if you have surgical medical experience training may be possible.

• You must have a pleasant personality, well maintained, well groomed and professionally presentable.

• You must live within 30 minutes of the practice (Queen Anne).

• You must be able to relate with all types of patients and meet them at their level of concern and compassion. (important in the sales process).

• You must be responsible, reliable and able to place your job as a high priority in your life.

The Right Person For This Position WILL be able to: • Seek order • Need closure • Establish check points • Submit progress reports • Require quality materials • Be hands on • Create tangible goods ©BCM

27

• Structure and design systems • Work sequentially • Make lists • Replicate processes • Use space effectively • Demonstrate solutions The Right Person For This Position will be WILLING TO: • Work with tangible goods • Envision concrete examples • Incorporate tactile clues • Use mechanical devices • Use tools and equipment • Use models • Provide transportation • Utilize protective gear • Respond to space requirements • Stay in sequence • Complete when necessary n Go along with risk • Provide challenges • Assist innovation • Overcome the odds • Follow another person's hunch • Use models The Most Essential Talents Necessary are the Abilities to: *Structure *Consolidate *Translate *Form *Mold *Demonstrate

*Prepare *Discipline *Coordinate *Craft *Shape *Put Together

*Arrange *Integrate *Schedule *Build *Render *Construct

*Plan *Budget *Chart *Fix *Repair *Practice

BENEFITS:

Weekly Paid Team meetings Uniform and uniform cleaning ©BCM

28

In-house training and consultants for professional development Minor dental work at no cost. 50% of full fee for spouse/significant other for minor dental work Continuing education—course expense, meal allowance and pay 32 hours of vacation during first year Paid Medical 6 paid holidays Sick pay/well-pay accrue at 4 hours per month Year end bonus for entire team dependent on profitability of practice 401K (100% matching and profit sharing) after one year of employment Please Look Over the Website thoroughly, www.dental9iLus to familiarize yourself with the uniqueness of t he opportunity and the types of patients/clients presenting to the practice for treatment.

If you feel you meet the criteria for this position, here are the EXACT next steps to follow and sequence of what will happen: 1. Email or fax the following: a. cover letter b. resume c. references: 3 personal and 3 business references email: frontoffice& ental9l 1.us fax:(206) 2841259

ŠBCM

29

2. Acknowledgment of receipt of the above will be made to you by fax or email IF your application is accepted for the next step.

Do not call us directly or come personally to the clinical practice.

3. If you seem like a possible fit, you will receive an invitation by email to go for an online "fit" test for the position. You will receive directions on how to take the test and forward us your results.

4. Based on that test, a live in person interview session may be scheduled.

You will be notified if this is the case.

Good luck and thank you for your attention!

Amber Brust Patient Care Coordinator Office of Dr. James R. McAnally

Office Manager/Patient Care Coordinator-Sales COMPENSATION: $ 22-30 per hour depending on experience plus sales bonuses.

Separate working interview a nd probationary salaries ap ply during interview process. ŠB CM

30

HOURS: Monday-Friday full time, Hours: Typically 35-40 hours wk.

Duties: • Handling Financial Details for High Value $20k-$100k Dental cases n Managing a Team of 3 Staff Members • Receiving and closing inbound sales calls into consultations • Outbound Follow-up Calls to prospective patients • Presentation of Treatment Proposals • Patient Consultations • Tracking and Following up with High Value Patients n Tracking of Marketing Results and Call Statistics from Marketing • Coordinate Financial Arrangement/Solutions For High Value Patients • Manage s taff via w eekly progress r eport meetings w ith s taff individually.

• Weekly meeting with Dr. McAnally reviewing activities.

• Schedule Patient Appointments and Initial Treatment • Other Duties as Delegated by Dr. McAnally Requirements for This Position: • Must Have Experience In o Microsoft Word o Microsoft Excel o Photo shop • You must be a pleasant personality, well maintained, well groomed andprofessionally presentable.

• You must live within 30 minutes of the practice (Queen Anne) • You m ust b e c omfortable a nd c onfident p resenting tr eatment to patients ranging from $5,000-$150,000.

• You must be able to relate with all types of patients and meet them at their 1 evel o f concern an d co mpassion. ( important i n t he s ales process) You must be able oversee and manage a staff of diverse personalities.

• Friendly but firm.

• You must be responsible, reliable and able to place your j ob as a high priority in you life.

The Right Person For This Position WILL be able to: ©BCM

31

• Collect Data • Define Goals n Take Risks • Seek Challenges • Be Open Ended and Flexible • Require Specificity • Be Bottom-Line • Promote Experimentation • Be Deadline Driven The Right Person For This Position will be WILLING TO: • Review Data • Give Specifics • Go With the Highest Probability • Respond Appropriately • Test Analogies • Maintain Order • Follow Procedures • Adhere to Plan • Maintain Concentration • Follow Procedure n Adhere to Plan • Maintain Classification • Participate in Experiment • Try Alternatives • Use Metaphors • Interject Spontaneously • Work with Tangible Goods • Envision Concrete Examples • Work within Priorities • Accept Rank Order • Use Term Properly • Review Historical Evidence • Review Written Materials • Work within the System • Fill in Charts • Stay in Sequence • Complete When Necessary • Go Along With Risk • Provide Challenges ©BCM

32

• Assist Innovation • Overcome the Odds • Follow Another's Hunch • Use Models The Most Essential Talents Necessary are the Abilities to: *Probe *Deliberate *Define *Structure *Consolidate *Translate

*Research *Prove *Calculate *Prepare *Discipline *Coordinate

*Formalize *Specify *Inquire *Arrange *Integrate *Schedule

*Allocate *Prioritize *Evaluate *Plan *Budget *Chart

To Fill This Role You Would Also Need To Function: *Fluently *Adventurously *Conceptually

*Flexibly *Rapidly *Inventively

*Spontaneously *Imaginatively *Intuitively

BENEFITS: Weekly Paid Team meetings In-house training and consultants for professional development Minor dental work at no cost. 50% of full fee for spouse/significant other for minor dental work Continuing education—course expense, meal allowance and pay 32 hours of vacation during first year Paid Medical 6 paid holidays Sick pay/well-pay accrue at 4 hours per month Team quarterly bonuses based on profits 401K ( 100% matching and profit sharing) after one year of employment Please Look Over the Website Thoroughly, www.dental9ll.us to familiarize yourself with the uniqueness of the opportunity ©BCM

33

and the types of patients/clients presenting to the practice for treatment.

If you feel you meet the criteria for this position, here are the next steps and what will happen: 1. Email or fax the following: a. cover letter b. resume c. references: 3 personal and 3 business references email: frontof 1259

;dental9l l.us fax:(206) 284-

2. Acknowledgment of receipt of the above will be made to you by fax or email IF your application is accepted for the next step.

Do not call us directly or come personally to the clinical practice.

3. If you seem like a possible fit, you will receive an invitation by email to for an online "fit" test for the position. You will receive directions on how to take the test and forward us your results.

4. Based on that test, a live in person interview session may be scheduled.

ŠBCM

34

You will be notified if this is the case.

Good luck and thank you for your attention!

Amber Brust Patient Care Coordinator Office of Dr. James R. McAnally

ŠBCM

35

Example of Duties and Salary Sheets The following are two examples of the typical "down and dirty" details for ajob being hired for in a dental office. This type of list should be included in any email packet or fax packet that goes to those inquiring about the job along with the Kolbe characteristics.

With AutomaticHiring TM , this is only a part of the description since as you know the right characteristics of the hire are just as important as the job duties and salary definitions.

Most dental offices use this type of generic description when hiring. That works fine for a run of the mill practice but leaves too many things up to chance on the "doing" side of the position that hasn't been profiled.

The primary and most important description of the job relates to the "doing" of the job as defined by the Kolbe RightFit TM and the secondary description are the specific tasks related to the job and finally the actually salary and benefits.

ŠBCM

36

Front Office/Patient Coordinator COMPENSATION: $1.7-23 per hour depending on experience.

Separate Wor king interview and pr obatio nary salaries ap ply during interview process.

HOURS: Tues-Thursday full time, Mon/Fri part time Clinical hours: Typically 27-30 hours.

Duties: Inbound Patient Phone Calls for Scheduling Appointments Outbound Patient Confirmation Calls Scheduling Patient Appointments Insurance Filing and Follow-up on Claims Chart Audits/Chart Maintenance Posting of Payments to Patient Accounts Posting of Treatment to Patient Accounts General Filing Other Duties Delegated by Office Manager BENEFITS: Weekly Paid Team meetings In-house training and consultants for professional development Minor dental work at no cost. 50% of full fee for spouse/significant other for minor dental work Continuing education—course expense, meal allowance and pay 32 hours of vacation during first year Paid Medical 6 paid holidays Sick pay/well-pay accrue at 4 hours per month Team quarterly bonuses based on profits 401K (100% matching and profit sharing) after one year of employment

ŠBCM

37

FULL TIME BENEFITSCross-Trained Dental Assistant Initial working interview 1-2 days 2" d working interview I week 90 day probationary period COMPENSATION: R egular compensation $20-25 depending on experience. Working interview and probationary salaries apply during interview process.

HOURS: Monday-Friday Clinical hours: Typically 24-28 hours. Patient days are Tuesday, Thursday, surgeries on Fridays, once in a blue moon Saturday surgery if the case fee is big and the patient requests such. If at all possible, should include the above days and times.

Administrative hours: 6 -8 hours weekly usually part of Monday and/or part of Friday for marketing projects, doctor delegated projects, patients scheduling and confirming appointments, chart audits, continuing education, team meetings, etc.

BENEFITS: Uniform and uniform cleaning Continuing education—course expense, meal allowance and pay Weekly Paid Team meetings In-house t raining and consultants for p rofessional de velopment Minor dental work at no cost 50% of full fee for spouse/significant other for minor dental work 32 hours of vacation during first year Paid Medical 6 paid holidays Sick pay/well-pay accrue at 4 hours per month

ŠBCM

38

Year-end bonus for entire team dependend on profitability of practice 401K

ŠBCM

39

Example of AutomaticHiring TM Classified Ad To Minimize Ad Cost F/T Dental Biz. Asst. $20-$30/hr 1-XXX-XXX-XXXX ext XXX The toll free number directs the caller specifically to your message line where they can hear a detailed message that can be as long as you would like and give them further details on what to do next in the AutomaticHiring TM System. Devote the savings from the classified ad to your testing for the right candidate. A much better investment than handing it to the newspaper publisher!

ŠBCM

40

Assistant Voice Script Main Greeting (already recorded) Sub Greeting for 65 ( Word, excel, windows, xp, digital camera operation, scanners, etc.)

Hi, this is Dr. James McAnaily. Get ready to hear about the dental assisting job of a lifetime that is now available in Seattle. For the right person, their assisting career has the chance to go to the next level of professional, personal, and economic fulfillment.

This position is in an amazing professional environment that provides the freedom for each team member to express their individuality while enjoying treating some of the most interesting and rewarding types of dental patients possible. This job will challenge you to always be learning and striving for new heights.

The facility is excellent with one of the region's best doctors and fellow staff. If you have been in dentistry for any length of time you know that these things alone are very rare in the dental office.

You must have a healthy, stable lifestyle and be a non-smoker.

Long distance traffic commutes interfere with a sane work environment therefore you should live in Seattle or be obessive about your punctuality.

ŠBCM

41

The job is full time and the salary begins at $20-25 dollars per hour. Vacation, well time, holidays, bonuses, medical and dental coverage, and profit sharing are all part of the position.

Now that we have the economics out of the way, let's talk about the fun stuff and who should apply for this job.

Your ability to communicate effectively will be heard many times during this message.

Great communication skills allow assistants with good technical skills to become great assistants. If you have good technical assisting skills and desire to become an exceptional assistant by continuing to improve your technical skills and combining them with great communication skills then you will work well in this position.

You must be cheerful, kind, and motivated to succeed with a good sense of humor and the ability to laugh in most any situation.

You must have a natural curiosity and always be interested in learning new ideas as well as adapting to the never ending changes in the business and practice of dentistry.

ŠBCM

42

You must have good organizational skills and have an excellent ability to communicate effectively with customers, team members, and doctor.

The practice itself is in Seattle just a few miles north of downtown in Queen A nne and has a m ixture of patients some of whom live close by and some that travel great distances because of their special dental needs.

It is a progressive, high-end, high-fee, low volume practice consisting of mostly adults. 50% of the treatment performed is general, single or multi-tooth implants, and cosmetic dentistry.

The other 50% is what we call the "dental disaster" patient. It may be someone who has been in dentures for a long time and now wants out of them, someone who is about to be in dentures, someone missing a lot of teeth with only a few good ones remaining, or someone with a lot of problems that can br fixed without extractions but is extremely fearful of dental care. Our niche is to provide these specialized procedures in one location to meet the complex patient's needs.We also serve the type of patient that demands their doctor spend more time with them. We market aggressively to the patient that needs, desires, and is willing to pay for these typed of care. Some of our patients are even referred to us by other doctors to complete their care or to work with the referring doctor as a team to complete the patient's care. ŠBCM

43

The odds are against you having all of the training to assist in every clinical technique we use in the practice; therefore you will need to be a great listener and a very quick and dedicated learner to bridge the gaps in your knowledge and experience. Specific procedures can always be taught to the right person but the skills of self-confidence, self-motivation, and a willingness to learn must already be a part of your personality.

Communication skills are just as or even more important than assisting skills. It is the doctor's and team members communication skills that help our patients to decide to come into the office for the first time and meet us, to help them decide that they like and trust us, to help them understand that we are the obvious experts that they need, to help them decide to go through with major dental care, to help them decide that their care is worth the financial expense, to help them get through their major dental care, and to keep everyone in the office working effectively as a team.

Communicating in the language and emotions for each patient is far more important than communicating in the dry boring logic based dental facts that most doctors, assistants, and dental team members use in most offices. Patients think emotionally and decide emotionally therefore you must be able communicate with them on the emotional level. ŠBCM

45

You must have effective time management skills for clinical and administrative tasks. You will be cross-trained and expected to be able to handle a variety of tasks that can include marketing tasks and follow-up calls that help our existing patients and those inquiring about our services to decide to go through with their care.

You should already be capable of or know that you are capable of assuming tasks that are mostly unsupervised and then performing them to exacting standards.

It should be obvious to you by now that you must have the ability to learn new ways and new things rapidly to enjoy this job and that you have self-motivational skills.

You absolutely must be comfortable or know that you can become very comfortable quickly with dental care that costs a lot of money. Our patients often pay the price of an expensive new car to get back the dental health they lost decades ago in their life.

Life changing dentistry is expensive and insurance often covers only 5% of it. In fact, the average fee for a dental disaster patient starts at $20,000 and can go easily beyond $50,000. If you feel you could never be comfortable in a practice where extremely complex cases are performed that cost this much money, then this isn't the job for you. ŠBCM

46

If you ever had a previous j oh that involved direct sales, then you have a big advantage since you already understand a lot of what is involved with a patient's buying decision with complex dental reconstruction and how each team member is critical to whether a patient chooses to spend their valuable money to get back what they have lost with our services.

Personal development through continuing education and coaching both in the business as well as with outside resources is ongoing.

A lot of personal development and practice training takes place at our weekly staff meeting. Full participation with other members of our team at staff meetings is a must. Team members often directly present problems and solutions that affect their area in the practice as well as the whole team at the weekly team meeting. Role playing and reviewing our successes and failures each week are part of the routine. So, once again, the ability to effectively communicate is critical.

Specific Characteristics related to who will do well in this job are: [Insert Kolbe RightFit TM profile here]

I think by now you have a pretty good feel for whether this is a job is one that you could see yourself in or not. You may be ŠBCM

47

completely ready for this position or are ready to make an incredible professional stretch and grow into this position rapidly.

If so, I invite you to fill out an application.

The first step before you call us to schedule an appointment to fill out the application is to go to the practice website which is W W W Dental Nine One One dot U S to do a little research and educate yourself thoroughly about the practice, doctor and team. Again that's www dental the numbers nine one one dot U S.

Look at the before and after photos of the actual reconstructions and imagine what the assistant needed to know to help restore these patients back to comfortable eating and smiling again.

Imagine the gratitude that these patients had for the assistant that helped get them through their care and back to a life of fully enjoying what they have regained with comfortable chewing and a beautiful smile.

If after studying the website, you feel you are ready to fill out the application, please call 206-284-67-05. An appointment time will be scheduled for you to come to the office and fill out the application. Please bring with you an updated resume AND an updated list of professional and personal references to this appointment. Again, if you are ready to schedule a time to complete an application, call 206-284-67-05. ŠBCM

48

Voice Script for Front Office Position Ad Main Greeting (already recorded) Sub Greeting for 95 Hi, this is Dr. James McAnally. Get ready to hear about a great job opportunity now available in Seattle for your career to go to the next level of professional and personal fulfillment.

This position is in an amazing professional environment that provides the freedom to express yourself as an individual while helping care for some of the most interesting patients that are thankful for your service to them. This position will challenge you to learn and strive for new heights in a great work environment with an awesome team and doctor.

You must have a healthy, stable lifestyle, be a non-smoker and you should live in Seattle or be obsessive about your punctuality. The job is 3/4 time and the salary starts at $17-23 dollars per hour based on your previous sales and skill experience. Vacation, well time, holidays, medical and dental coverage, profit sharing, and a bonus system are all part of the compensation.

ŠBCM

49

You should have some direct sales skills since the practice focuses on very elective reconstructive dentistry. Great communication skills in person and on the phone are a must.

You must be cheerful, kind, and motivated to succeed with a good sense of humor and the ability to laugh in most any situation. You must have a natural curiosity and always be interested in learning new ideas aswell as adapting to the never ending changes in the business of dentistry.

In addition to great communication skills, you must have very good organizational skills and the ability to focus your efforts.

On most days you have to prioritize your daily work for maximum efficiency.

The office is in Seattle just a few miles north of downtown in Queen Anne.

We market heavily to obtain our customers and every team member has a role in making our marketing a success. The type of dentistry we do is very complex and therefore very expensive. Treatment costs range from $5,000 to over $100,000. You must be comfortable being in a service environment where this kind of money is discussed.

ŠBCM

50

You will be in charge of job duties that include posting payments to accounts, sending patient invoices, filing insurance claims, collecting payments, scheduling appointments, maintenance of charts, as well as some filing. Computer literacy is a must with a knowledge of Microsoft excel, word, and Photoshop. There are other specialized programs that are run in the office that you will need to learn.

No dental experience is required since everything you need to know about dentistry will be taught here in the office.

Constant training is ongoing in the office and through specialized consultants to improve the whole team's skills. If you have self-confidence, self-motivation, and a willingness to learn; the other things you need can probably be taught to you.

A lot of training takes place at our weekly staff meeting. Full participation with other members of our team at staff meetings is a must. Team members often present problems and help find solutions that affect their area in the practice. Role playing and reviewing our successes and failures each week are part of the routine.

Here are the characteristics needed for this job: [insert kolbe characteristics into this part of the messagel

ŠBCM

51

You should spend some time visiting our website which is W W W Dental Nine One One dot U S to educate yourself thoroughly about the practice and exactly what it is that we do.

If after visiting the website you are interested in taking the next step, then please fax a cover letter, resume, and personal and professional references to 206.284.1259. In the cover letter, please include a phone number and specific time during business hours where we can contact you if necessary. Faxes only please since we don't want to deal with bounced emails.

After we receive your resume, if you are one of the candidates that is invited to go on to the next step, you will receive by mail an application from us and the online access code for a test to take related to the job. The online test will take about 20 minutes.

The written application is lengthy and will take some time to complete. Upon its completion, return it to us by fax for review. If your application and profile from the tests meet our criteria, you will be invited to continue on with the next step of the interview process.

We expect tremendous response for this position so don't delay....fax your information right away. My team and I ŠBCM

52

guard our time carefully, therefore do not call the office directly OR drop by in person. Fax your resume, and we'll let you know if you are invited to the next step to fill out an application.

Thank you!

ŠBCM

53

Detailed Description for Application Packet Think of this material as the cover letter that goes with the long form application (Appendix B and C&D).

It goes into practice philosophy, what it is that you do in your practice, and reiterates the Kolbe traits required for the job.

About This Position This really is the dental assisting job of a lifetime. For the right person, their assisting career has the chance to go to the next level of professional, personal, and economic fulfillment.

Dr. McAnally's practice is an amazing professional environment that provi des the freedom for each team member to express their individuality while enjoying treating some of the most interesting and rewarding types of dental patients possible. This job will challenge you to always be learning and striving for new heights.

The facility is excellent with one of the region's best doctors and fellow staff; very rare things in the dental office. Our patient and fellow doctor testimonials prove this.

You must have a healthy, stable lifestyle and be a non-smoker.

Long distance traffic commutes interfere with a sane work environment therefore you should live in Seattle or be obsessive about your punctuality.

ŠBCM

54

Your ability to communicate effectively will be repeated many ti mes during this job description. Great communication skills allow assistants with good technical skills to become great assistants. If you have good technical assisting skills and make a commitment to continue to improve your technical skills and combine them with great communication skills you will get great rewards from this position.

You must be cheerful, kind, and motivated to succeed with a good sense of humor and the ability to laugh in most anysituation.

You must have a natural curiosity and always be interested in learning new ideas as well as adapting to the never ending changes in the business and practice of dentistry.

You must have good organizational skills and have an excellent ability to communicate effectively with customers, team members, and doctor.

The practice has a mixture of patients some of whom live close by and some that travel great distances because of their special dental needs.

We are a progressive, high-end, high-fee, low volume practice consisting of mostly adults. 50% of the treatment performed is ŠBCM

55

general care, single or multi-tooth implants, and cosmetic dentistry. The other 50% is what we call the "fearful or dental disaster" patient. It may be someone who has been in dentures for a long time and now wants out of them, someone who is about to be in dentures, someone missing a lot of teeth with only a few good ones remaining, or someone with a lot of problems that can be fixed without extractions but is extremely fearful of dental care.

Our niche is to provide these specialized procedures in one location to meet the complex patient's needs. We also serve the type of patient that demands their doctor spend more time with them. We market aggressively to the patient that needs, desires, and is willing to pay for these types of care. Some of our patients are even referred to us by other doctors to complete all of their care or to work with the referring doctor as a team on the patient's care.

Many of these patients need to be completely reconstructed with dental implants and/or dental implants and combinations of restorative and prosthetic dentistry. Most of these patients are treated with the latest sedation dentistry techniques for dental fear or to accomplish large amounts of dentistry in very short periods of time.

Implant surgery and full arch oral surgery is a big part of the practice; needless to say you must be extremely comfortable with blood and the thought of complex surgical assisting for this ŠBCM

56

position. You should already have some complex surgical assisting skills. If you don't have those skills, be ready to learn them very quickly.

Every possible treatment to restore a patient back to dental health could be involved from implant surgery, root canals, periodontal surgery, orthodontics, crowns, composites, veneers, complex motion tomography, computer jaw diagnostics, digital photography and lasers. Do you need to already know everything there is to know about assisting for all of these specific procedures right now?

Of course not,training and learning is a part of any new job, but there is a certain level of baseline technique experience beyond routine drill and fill dentistry that I would like to see.

The odds are against you having all of the training to assist in every clinical technique we use in the practice; therefore you will need to be a great listener and a very quick and dedicated learner to bridge the gaps in your knowledge and experience. Specific procedures can always be taught to the right person but the skills of self-confidence, self-motivation, and a willingness to learn must already be a part of your personality.

Communication skills are just as or even more important than assisting skills. It is the doctor's and team members communication skills that help our patients to decide to come into ŠBCM

57

the office for the first time and meet us, to help them decide that they like and trust us, to help them understand that we are the obvious experts that they need, to help them decide to go through with major dental care, to help them decide that their care is worth the financial expense, to help them get through their major dental care, and to keep everyone in the office working happily and effectively as a team.

Communicating in the language and emotions for each patient is far more important than communicating in the dry boring logic based dental facts that most doctors, assistants, and dental team members use in most offices. Patients think emotionally and decide emotionally therefore you must be able communicate with them on the emotional level.

You must have effective time management skills for clinical and administrative tasks. You will be cross-trained and expected to be able to handle a variety of tasks that can include marketing tasks and follow-up sales calls to help our existing patients and those inquiring about our services to decide to go through with their care.

You should already be capable of or know that you are capable of assuming tasks that are mostly unsupervised and then performing them to exacting standards.

ŠBCM

58

It should be obvious to you by now that you must have the ability to learn new ways and new things rapidly to enjoy this job and that you have self-motivational skills.

You absolutely must be comfortable or know that you can become very comfortable quickly with dental care that costs a lot of money. Our patients often pay the price of an expensive new car to get back the dental health that they lost decades ago in their life.

Most of them thought there was no way to regain what they lost.

Life changing dentistry is expensive and insurance often covers less than 5% of it. In fact, the average fee for a dental disaster patient starts at $20,000 and can go easily beyond $50,000. If you feel you could never be comfortable in a practice where extremely complex cases are performed that cost this amount of money, then this isn't the job for you.

If you ever had a previous job that involved direct sales, then you have a big advantage for the job since you already understand a lot of what is involved with a patient's buying decision with complex dental reconstruction and how each team member is critical to whether a patient chooses to spend their valuable money to get back what they have lost with our services.

Personal development through continuing education and coaching both in the business as well as with outside resources is ongoing. ŠBCM

59

A lot of personal development and practice training takes place at our weekly staff meeting. Full participation with other members of our team at staff meetings is a must. Team members often directly present problems and solutions that affect their area in the practice as well as the whole team at the weekly team meeting. Role playing and reviewing our successes and failures each week are part of the routine. So, once again, the ability to effectively communicate is critical.

Finally, the following traits are very important to this job: [Insert Kolbe RightFit TM Profile Details here]

Please take the time today to fill out the application as best as you can. It very well may be one of the most important applications of your life.

ŠBCM

60

Long Form Application Once a candidate has been identified as a good match via Kolbe, this long form application is used to further screen.

It helps identify more information about their background and personality that will be helpful with the screening process.

One of the main things it does is test for perseverance and attention span. Its length is intentionally designed to take more than 10 minutes to complete.

If a candidate refuses to complete this application, they are not someone that you should be thinking about hiring.

The following applications are examples used for clinical and nonclinical positions.

ŠBCM

61

Confidential Dental Assistant Application Name:

Date: (Last)

(First)

(M.I.)

Preferred Name: Address:

Phone: (home)

(cell)

Best time to call and number to call: Email: Emergency Contact:

Emergency Phone:

Relationship to you: Social Security Number: Earnings expected: Have you been convicted of a felony within the past 7 years?

Please Note: Throughout this application process, completeness and accuracy are extremely important.

However, ifthere are one or two items of which you are not absolutely certain, make your best guess, and make note in the margins that this is a "guesstimate."

Please rank each of the following items according to the amount of knowledge or ability you have in each area; rank EACH ONE on a 1-5 scale, l=insignificant knowledge or ability, to 5=very significant knowledge or ability: _implant surgery Complex implant surger Oral surgery Complex oral surgery (such as full arch surgery) _Bone grafting _Simple implant restorations _Complex fixed implant restorations _Complex removable implant restorations _Composite bonding Periodontal surgery Fixed arch (braces) orthodontics All ceramic crown and bridge PFM crown and bridge Cosmetic dentures All ceramic onlays All ceramic veneers ŠBCM

62

_Hygiene as it relates to heart attacks and stroke ris Laser use in dentistry Tomography (implant and joint) Sedation dentistry _Digital photographs , Computer jaw diagnostics Neuromuscular dentistry Excel MS Word _Computer scanners Windows XP Photoshop Asking patients for referrals Direct mail marketing Adapting to changes in dental assisting Adapting to changes in dentistry in general _Adapting to changes in the business of dentistry Controlling supply costs , Being cross-trained _Organizing a practice library ofpatient handouts _Organizing a practice library ofdental supply ordering systems and catalogs _Organizing a practice manual of dental assisting set-ups and procedures Putting effort into meeting team goals _Computer Skills in General List your assisting continuing education courses from the past 5 years:

How many and which insurance plans/PPO's did your last dental office participate in? What did you think about insurance issues in the dental office?

Specifically what do you want to get out of this new assisting job?

Number of years in dental assisting ŠBCM

63

Number of years in current assisting positio Number of years in assisting job prior to the current position Number of full time staff in current office: Assistants _, Admin. Hyg, Hyg. Assts_ Number of part time staff in current office: Assistants _, Admin , Hyg , Hyg. Assts Hours you work each week

Clinical

Non-Chairside/Admininistrative

Number of doctor's in your current office Is your current office in a medical tower or free standing building?

Rate the following on a scale from 5-1. How many of the following topics are a challenge in your current office? 5=A big problem, 4=medium problem, 3=some problem, 2=rare problem, 1=no problem _Getting patient's to say yes to big treatment plans and out-of pocket costs Accounts receivable and collections out of contro Attracting the targeted (desired) patient for that particular practice Building a top-notch devoted team _Motivation of the team Acceptance of "big" case treatment by patients Do you feel your previous doctor's fees were Why?

too high, _about right, _too low?

How many patients did you typically see in a week in your most recent job?

How many procedures and set-ups were you personally responsible for in a week?

How many specialty referrals were made each week?

Describe how you stay on time and keep the doctor on time:

Is there a team bonus system in your current office?

Is it effective?

If there is a bonus system, please describe it:

Describe 2 or 3 Major Professional Goals you are working towards:

ŠBCM

64

Describe 2 or 3 Personal Major Goals you are working towards:

Describe 3 Major Sources of Stress, Frustration, or Unhappiness that interfere with your productivity and rob you of peace of m i nd:

List 3 Books That You Have Recently Read, and Describe the Most Significant Information and Ideas Gained from One of Them:

Write Out Your Typical Work Day Activities: 5-6 AM 6-7 AM 7-8 AM 9-10 AM 10-11 AM 11-12 PM 12-1 PM 1-2 PM 2-3 PM 3-4 PM 4-5 PM 5-6 PM ŠBCM

65

6-7 PM 7-8 PM 8-9 PM 9-10 PM

Why are you applying for this position? Why do you think you are a good candidate?

Anything else that is important to know?

Please answer the following completely and thoroughly (use extra paper if needed).

1) What are the 3 biggest areas of growth you have experienced in your last or current assisting position?

2) List the three reasons you feel you are ready for this new position:

ŠBCM

66

3) List the main reason you wish to leave your present position:

4) What is the biggest lesson that working in dentistry has taught you?

5) Do you have dentistry that needs to be completed? How would you rate your own dental health on a scale of 1 -10? How would you rate your cosmetics on a scale of 1 -10?

6) What were your three biggest eye-openers you learned from our practice website?

Work experience: Please start with your present or most recent position.

1. Emolover: Address:

Business Phone: Kind of Work:

Employed from:

to

Title:

Nature of you work: Skills Acquired: Salary or salary range: Supervisory responsibility:

I mmediate Superior:

What do you enjoy best about your job?

ŠBCM

67

What do you enjoy least about your job?

Reason for leaving (or desiring a change)?

May we contact this employer?

2. Employer: Address:

Business Phone:

Employed from:

Kind of Work:

to

Title:

Nature of you work: Skills Acquired: Salary or salary range: Supervisory responsibility:

Immediate Superior:

What do you enjoy best about yourjob?

What do you enjoy least about yourjob?

Reason for leaving (or desiring a change)?

May we contact this employer?

ACTIVITIES AND INTERESTS Membership in civic, professional, athletic or social organizations:

List professional and trade licenses: What hobbies interest you?

What are your plans for the future?

ŠBCM

68

PHYSICAL DATA What allergies do you have? What medications do you take?

What three characteristics best describe you?

Do you have any responsibilities, activities, or commitments which would prevent you from meeting a particular work schedule (i.e. evenings or Saturdays)?

Can you perform the specific functions of the job for which you are applying?

EDUCATION Indicate Highest Grade completed High School I 2 3 4 College 123456 App r oximate grade point average: Age completed:

High School:

College:

Approximate class standing at last education level obtained: Favorite coursework: Least liked coursework: Extracurricular activities:

Class and other offices held: College/Technical School attended and dates attended: Major Fields of study: ŠBCM

69

How was your education financed? % expenses you earned?

DENTAL HISTORY I. Is there someone that you consider as

y

our dentist?"

2. If you were asked to refer someone to a specific type of dentist, do you know whom you would choose?

Why? 3. Which of the following conditions do you consider your teeth and oral structure to be in: Excellent Good Fair Poor 4. Were your dental services during the past five years thorough and very complete?

5. How often did you visit the dentist for preventive examinations?

Every 3 months Every 4 months Every 6 months Every year Other

(If other, please indicate):

6. What services were performed on these visits?

7. Was there any treatment that was suggested, but not performed?

8. (Ifyes) was this due to any specific reason?

9. My opinion about dentistry is different from other people because:

ŠBCM

70

Personal Skills Assessment Rate yourself on the following using a scale of 1-10 (1 being Lots of Improvement needed - I hardly know anything about this topic and need a lot of coaching in this area and 10 being No Improvement Needed):

Readiness to strive for the next level of professional and personal fulfillment Ability to learn new things and strive for new heights _Ability to ask for testimonials from patients and use these in patient conversations Maintaining a healthy, stable lifestyle including being a non-smoker Punctuality Ability to recognize patient emotion and communicate emotionally with patients Technical skills at assisting Disposition of being cheerful, kind, and motivated to succeed Having a good sense of humor and the ability to laugh in most any situation Possessing natural curiosity and interest in always learning new ideas _Adaptability to the never ending changes in the business and practice of dentistry _Implant surgery skills _Organizational skills _Ability to communicate with my team members _Ability to communicate with the doctor _Ability to contribute to team meetings How far from our office do you live (you can check this on mapquest.com )?

Have you treated dental disaster style patients before?

If yes, with what procedures?

The biggest cost for a dental case sold in the previous practice I worked for was $ Have you worked in an office where some patients were referred to the office by other doctors?

If so, what kinds of cases were referred to the office?

ŠBCM

71

What was your previous office's policy on dental insurance?

Was your previous office a Delta Dental member?

Did you ever make a patient financial arrangement in your previous office?

Are you comfortable discussing treatment plans with patients whose treatment costs go over $50,000?

Would you be comfortable reinforcing to a patient the value they receive for full mouth care with a fee even beyond $50,000?

From 1 to 3 (3 being very familiar and I understand well and 1 being unfamiliar I do not understand very well), rate the following types of marketing you are familiar with in the dental office: Direct mail Voice blasts Faxes Marketing to referring doctors Radio Newsletters/postcards Text messaging Lead generation Internet marketing Asking for referrals How often existing patients should be contacted as part of a marketing plan

What kinds of marketing did your previous office(s) do?

How many sedation dentistry patients have you assisted with?

Any IV sedations?

Are you familiar with pulse oximetry?

How are fearful patients' motivations and behaviors different from regular dental patients?

How do you intend to bridge the gap between the procedures you currently know and the ones you don't but will need to know in this position?

ŠBCM

72

I have done the following to better my communication skills:

My cross training has included the following:

Have you have had direct sales experience (if yes, please explain):

Rate from 1 to 5 (5 being very good, 1 being very poor) the following My listening skills My level of self-confidence, self-motivation, and a willingness to learn My time management skills My phone skills to appoint patients for existing care or to answer patient inquiries and get them to appoint for a consultation My ability to reviewing consent for treatments with patients and answer their questions My ability to function unsupervised and meet high standards My ability to learn new ways ofthinking My ability to contribute to team meetings My ability to identify continuing education that would benefit my skills My ability to help solve problems and offer solutions in my area of expertise in the office as well as contribute to problem solving in other areas in a practice My ability to role-play patient scenarios to improve my ability to interact with patients My ability to objectively review current patient successes and failures with the whole team as an ongoing learning process for better patient success in the future

Y

^

For Doctor Use Only

Applicants Strengths:

ŠBCM

73

Applicants Weaknesses:

Notes:

ŠBCM

74

Dr. James R. nfc;Anally, DDS, 1'S I mplant and Sedation Dentistry 605 West McGraw Street Seattle_ WA 98119 info (Atdental9l1 us svwvvDental91I_us (206) 284-6705 phone (206) 284-1259 fax

Confidential Application An equal opportunity employer.

In addition to this application, please email a photo of your smile to inf i dental91 .us After completion, fax you application back to 206-284-1259. We will notify you if you are invited to the next step which is an online skills test.

Name:

Date: (Last)

(First)

(Ml.)

Preferred Name Address Phone (home)

(cell)

Email

Social Security#:

Emergency Contact Relationship to you

Emergency Phone

Please Note: Throughout this application process, completeness and accuracy are extremely important. However, if there are one or two items of which you are not absolutely certain, make your best guest, and note in the margins that this is a "guesstimate."

Please rank each of the following items according to the amount of knowledge you have – in each area; rank EACH ONE on a 1-5 scale, 1 insignificant knowledge to 5=very significant knowledge Electronic Insurance Claims Book keeping Panoramic and CT X-rays Computer scanner — Implant

surgery Conscious sedation Oral surgery Fixed implant restorations Removable implant restorations

©BCM

75

Composite bonding _Digital cameras Digital Audio, Digital Video Editing Computer networking Computer troubleshooting _Prophylaxis, Periodontal Therapies Dentures Hygiene as it relates to heart/stroke risks Lasers in dentistry _Digital photography Computer jaw diagnostics Direct marketing Direct sales Excel MS Word Photosho Asking patients for referrals Direct mail marketing Adapting to changes in business Controlling supply costs Being cross-trained in jobs Leadership in team meetings List education courses you have taken from the past 5 years:

Describe the key difference between medical and dental insurance?

Specifically what do you want to get out ofyour job?

If you worked in a medical or dental office before: Rate the following on a scale from 5-1. How much of a challenge were the following in your previous office? = = 5=A big problem, 4=medium pr oblem, 3 = some problem, 2 rare problem, 1 no problem Getting patient's to accept highly elective treatment plans and significant out-of pocket costs Accounts receivables and collections being out of control Attracting patients that wanted the specific procedures the practice focused upon _Building a skilled and devoted team Motivation of the team Getting elective cases to move forward to treatment Effective team meetings ŠBCM

76

Do you feel you previous doctor's fees were _too high, , about right, How many patients were seen in a week Were there team bonuses in this previous office? If so, what were they?

too low

Describe 2 or 3 Major Professional Goals you are working towards:

Describe 2 or 3 Personal Major Goals you are working towards:

Describe 3 Major Sources of Stress, Frustration, or Unhappiness that interfere with your productivity and rob you of peace of mind:

List 3 Books That Have Had Profound Impact on Your Life, and Describe the Most Significant Information and Ideas Gained from One of Them:

Describe Your Typical Work Day Activities: 5-6 AM 6-7 AM 7-8 AM 9-10 AM 10-11 AM 11-12 PM 12-1 PM l-2 PM 2-3 PM 3-4 PM 4-5 PM 5-6 PM 6-7 PM 7-8 PM

ŠBCM

77

8-9 PM 9-10 PM

Why are you applying for this position? Why do you think you are a good candidate?

Years in curr ent job

Please answer the following completely and thoroughly (use extra paper if needed).

1) Clearly explain your current job. What are the 3 biggest areas ofgrowth you have experienced in your position?

2) List the three reasons you feel you are ready for this new position:

3) List the main reason you wish to leave your present position:-

4) Do you have dentistry that needs to be completed? How would you rate your own dental health on a scale of 1-10? How would you rate your cosmetics on a scale of 1-10?

ŠBCM

78

5) What were the biggest eye-openers you learned from the practice website (www.dental911.us )

6) Do you have direct sales experience? If yes, please describe:

Earningsexpected__________________________ Have you been convicted ofa felony within the past 7 years?

ACTIVITIES AND INTERESTS Membership in civic, professional, athletic or social organizations

List professional and trade licenses What hobbies interest you?

What are your plans for the future?

PHYSICAL DATA What allergies do you have?

What medications do you take?

What three characteristics best describe you?

What short- and long-term goals do you personally have?

Do you have any responsibilites, activities, or commitments which would prevent you from meeting a particular work schedule (i.e. evenings or weekends)? ŠBCM

79

Can y ou perform the specific functions of the job for which you are applying?

EDUCATION indicate Highest Grade completed High School 1 2 3 4 College 1 2 3 4 56 Approximate grade point average Age completed:

High School

College_

Approximate class standing at last education level obtained Favorite coursework Least liked coursework Extracurricular activities

Class and other offices held College/Technical School attended and dates attended Major fields of study How was your education financed? % expenses you earned?

MY DENTAL HISTORY 1. Is there someone that you consider as "your dentist?"

2. If you were asked to refer someone to a dentist, do you know of one whom you would Why? choose? ŠBCM

80

3. Have you changed dentists in the last five years? Yes If yes, what were the circumstances and reasons?

No

4. In which condition do you consider your teeth and oral structure to be in: Excellent Good Fair Poor 5. Were your dental services during the past five years thorough and very complete?

6. How often have you visited your dentist in the past five years?

7. How often did you visit the dentist for preventive examinations?

Every 3 months Every 4 months Every 6 months Every year Other If other, please indicate 8. What services were performed on these visits?

9. Was there any treatment that was suggested, but not performed regarding treatment?

10. Was this due to any specific reason?

1 1. My opinion about dentistry is different from other people because:

Personal Skills Assessment Rate yourself 1 through 10. 1=! need major help! 10= I need no help with this skill.

Communication Skills I rate my comfort level with being in a service environment where elective treatment with a patient can cost $30,000-$100,000+ as: I rate my ability to "sell" the benefits of a product or service ŠBCM

81

I rate nay communication skills I rate my ability to recognize other people's emotions and communicate emotionally with patients I rate my phone skills I rate my ability to communicate with fellow team members I rate my ability to contribute during team meetings I rate my ability to present problems and solutions that affect my job at team meetings I rate my ability to do role playing I rate my ability to critically discuss team successes and failures during team meetings I rate my listening skills a:

Organizational Skills I rate my overall organizational skills I rate my level of self-confidence, self-motivation, and a willingness to learn I rate my time management skills I rate my ability to function unsupervised and to meet high standards I rate my ability to learn new ways of doing things

For the following: 1= not so sure, 10= absolutely! Rate yourself 1-10: Motivational and Organizational Skills I' m ready to take myself to the next level of professional and personal fulfillment I' m good at learning and striving for new heights I have a healthy, stable lifestyle and I'm a non-smoker I' m a very punctual person I am cheerful, kind, and motivated to succeed I have good sense of humor and the ability to laugh in most any situation I have natural curiosity and am always be interested in learning new ideas I am very adaptable to the never ending changes in the business environment

Check the following types of marketing for patients that you are familiar with: direct mail

voice blasts

faxes

referring doctors

radio

newsletters/postcards

ŠBCM

82

text messaging

lead generation

internet marketing

Describe how you w ill go a bout I earning the pa rts oft hisj ob that you are nofalready skilled at performing:

ŠBCM

83

AutomaticHiring TM Telephone Interview Name: How long have you lived at your current address?

How often have you moved in the last 5 years?

Our office is in Queen Anne. Do you have reliable transportation available?

What hours are you available to work?

What salary do you expect?

Mon-Friday

Saturday

When would you be available for working interviews?

Are you currently employed?

Where?

Can we contact them?

What is your job title?

How long have you worked there?

Have you been absent many days during the past years?_ Why? IF NOT WORKING CURRENTLY: Previous job: Reason for leaving

How long did you work there?_

Do you smoke?

What hobbies or interests do you have?

Are you a member of any civic, professional, athletic or social organization?

What are your plans/professional goals for the next five years?

TELEPHONE IMPRESSIONS: Understandability: Ability to Communicate Coherent Thoughts:_ Friendly voice?

Positive personality?

Cheerful on the phone?

Voice Control:

Clarity of Expression

Ease at Findings Words: Would this person be good at closing appointments?

ŠBCM

84

DR. JAMES R. MCANALLY, DDS, PS IMPLANT AND SEDATION DENTISTRY 605 WEST MCGRAW STREET SEATTLE, WA 981 1 9 QAA D 2@Q WEST.NET WWW.DENTAL91 1 .US (206) 284-6705 PHONE

Dear Applicant for the Assisting Job ofa Lifetime.

By now, you have ready or heard a very detailed message about this amazing opportunity, you've been to www.Denta191 1.us and are familiar with what the practice, team, and doctor are all about and finally you have been shown to be a good match via the Kolbe profile test.

Congratulations, you are invited to a live interview on at Before the big day, please review all materials about the position and revisit the practice website. Finally, be prepared to discuss the specifics of why this is the right position for you.

Sincerely,

Dr. James R. McAnally

ŠBCM

85

AutomaticHiring TM Reference Check Candidate:

Reference Name:

Personal/Professional Reference (circle) "I would appreciate your helping me to obtain information on is applying for a position with us. Do you remember her/him?

1. When did he/she work with you? From

who

to

2. She/he lists her/his salary as

Is that correct?

3. What kind ofwork did he/she do?

4. Is she/he a good worker'?

5. Does lie/she get along well with others?

6. What do you think of her/hire?

7. What were his/her strong points?

8. What were his/her weak points?

9. Why did she/he leave?

10. Did he/she have any problems that interfered with her/his work?

11. Is there anything else you would like to tell us about her/him?

ŠBCM

86

Right

Rep o r Created. 09/14/07

Range of Success for Job Title: Dental Administrator (Company: James McAnally, DDS / Division: Other/ Department: Other) on - Action Modes I Naturall Advantage I !rroact Factors

Sunmarr

I r.';.a^ I

G o.so\Mndcw

Pont Reoo

This report helps pinpoint the candidates with the right instincts for a unique job. These instincts are measured by the KOLBE A TM index. The human mind has three parts: (1) the thinking or cognitive which is determined by IQ; (2) the feeling or affective which relates to emotions and personality; (3) the willing or conative through which we act, react, and interact with the world, around us. Conation is our drive or volition. In short, it is our ability to bring things or ideas into being, our form of creativity and, therefore, our productivity.

An individual's conative talent is the constant we can count on. Unlike learned behavior and social style, it is instinctive. The Kolbe Process TM stems from the discovery of creative instincts through which we initiate all action. These instincts produce a distinctive cluster of behaviors in four Action Modes®. All goal-directed action is initiated through one of these modes. Everyone has equal conative energy, yet individual intensity in any one Mode may vary. These variances give us our distinctive talent.

The Action Modes° : CIIC" triodes I Natural Advsn ?ge

tntosct Factors I Surrrnarrr I C. art I Close tT^:dcvr

Pont Report

FACT FINDER: Deals with gathering of information. Degree of detail, precision, documentation needed.

FOLLOW THRU: Deals with organizing of information. Amount of orderliness, sequencing, closure needed.

QUICK START: Deals with unknowns. Degree of inclination to risk, change, innovate.

I MPLEMENTOR: Deals with tangibles. Ability to deal with nature, tools, technology equipment.

Natural Advantage'" Fop - Action Modes I Natural Advantage,

i

r i oar t Factors

I

Surnmy

I Ci part I r

.

0 5

WodoW

Pri '

i: ;

TM

is determined by the degree of intensity through which he/she A Job Candidate's Natural Advantage TM index quantifies this intensity measuring the extent to acts in each Action Mode®. The Kolbe A which a person will, won't or is willing to use the related actions. There are no good or bad, right or wrong results. The key is identifying how best to use a person's innate strengths. It is a combination of talents that make a candidate better suited to one position than another. A Natural Advantage isn't a job title, rather a frame of mind or method of operation. The following is a list of Natural Advantages:

Strategic Planner Technologist Researcher

Systems Analyst

Investigator

Program Developer

Adventurer

Pioneer

Manufacturer

Quality Controller

Innovator

Designer

Demonstrator

Entrepreneur

Manager

[ Theorist g

87.

. Facilitator 1 Mediator

88.

TM

Rigla I mpact Factors'`' -,, t W

' ' cr:

atra!

A :..::.

-

ap o rt

!t :: r;:

I

!.:.

I _i .: i orers

I S I

m a

People will always solve problems with instinctive energy. Problem solving requires instinct because it requires action. The most effective way an individual will solve a problem is by using the four methods of creative problem solving that are his/her instinctive strengths. He/she will use these methods to initiate solutions, prevent actions that might make the problem worse or that created the problem in the first place, and to respond to the very nature of the problem. For each zone of each mode, there are starter words to help in understanding the individual's actions. The twelve universal approaches to creative problem solving are the Kolbe Impact Factors TM . Everyone instinctively uses four (one within each mode depending upon your zones of operation) to reach peak performance.

ry l

i;.; ''

c6c

dos.,,

E:;;;::.

I mHS^merr*o

Simplify

Adapt

Stabilize

I magine

Refine

Rearrange

Revise

Renovate

Ix

a

r, Justify

Organize I mprovise Construct

89.

III1

Fi t a RightFit TM Summa ry Details (Continued ...)

T'oo - A..i;cn (,Modes

I Natural Advent a

A RightFit for Dental -

5<

COarr r r. I Ctose WMdow

Administrator inistrator WILL:

collect data

- require specificity

- define goals - structure and design systems - work sequentially - make lists - replicate processes A RightFit for Dental

- seek order - need closure - establish check points - submit progress reports

Administrator is WILLING TO:

- review the data - give specifics - go with the highest probability - respond appropriately - test analogies - go along with risks - provide challenges - assist innovation A RightFit for

i 3r ^ aor dsctos

- work within priorities - accept rank order - use terms properly - review historical evidence - review written material - participate in experiments - try alternatives - use metaphors

Dental Administrator WONT::

- go off half-cocked - be ambiguous - create chaos

- need deadlines - force change and disruption - need to physically demonstrate - object to abstractions - require top-grade tools - have to see a prototype

- be impulsive - try to do too many things at once

- cause distractions - go against the odds - require concreteness - rely on mechanical things - force tangible solutions - have to build to last - rely on spatial relationships

Pontt Report

it

Righ t

Range of Success T Chart •. des I Natural Advsnteoe 1 Imo t

Zone

:a

I Goe

Cr,,.

1 w

F ee rt

Fact Finder Follow `Chru Quick Start Implemerlkor

5-7

P q . tt it'

• .

7--

©2007 Kolbe Corp. All Rights Reserved.

91.-^

T

espa of ema I

I print I close

IKo1be . Index Results 09/1012007

Dental Administrator ( Div:Other / Dept:Other)

Fac t F

James Me natty ( Evaluator) Dentist ( Job Title) .. ,. __. _ XY

.. mss.

fF

Ij _ L __ . t:

Explain

Systematize Stabilize

Restore

This Kolbe C index result indicates James McAnallys Expectations: conetive expectations for the Dental Administrator Conative

position from the evaluator position of Dentist.

92.

Defining The Opportunity This opportunity you see as ideal for a systems-oriented person who creates comprehensive structures that incorporate a totality of needs. You look to this role to provide the base-line of operations or procedures for other activities. It is not a role for a person who hesitates to question omissions or who would accept less than conformity to the basic principles established.

According to your requirements, the most essential talent necessary is the ability to: STRUCTURE CONSOLIDATE TRANSLATE

PREPARE DISCIPLINE COORDINATE

ARRANGE INTEGRATE SCHEDULE

PLAN BUDGET CHART

In order to accomplish to your standards, a person filling this role would also need to function:

Ii

STUDIOUSLY PRACTICALLY EXPERTLY

THOROUGHLY CONCLUSIVELY STRATEGICALLY

TECHNICALLY HANDILY SKILLFULLY MECHANICALLY DEXTEROUSLY TANGIBLY STRENOUSLY DEMONSTRABLY STURDILY Because you consider the following actions to be counter-productive in this position, the person filling this role needs to avoid: CHAOS FLYING BY THE SEAT OF THE PANTS ACTING AT THE LAST MOMENT AD LIBBING UNNECESSARY RISK DEADLINES TOO MANY UNKNOWNS CONSTANT CHANGE

93.

When evaluating another persons performance, it is essential to have provided the opportunity for success. Have you rewarded results rather than insisting on a particular conative process.

If the role truly depends upon utilizing a certain Action Mode, you can target that energy by the way you frame assignments. To target: Fact Finder effort: ask for priorities to be established and explain specific expectations.

Follow Thru effort: ask for a flow chart of activities and a review of procedures.

Quick Start effort: ask for alternatives and challenge with deadlines.

I mplementor effort: ask for manual demonstrations.

Copyright 2007 Kathy Kolbe, All Rights Reserved.

k

'

Created: 09/14/07

Range of Success for Job Title: Dental Administrator (Company: James McAnally, DDS / Division: Other/ Department: Other) (;hru I ta iple ren;o 17 ke,ie r,- - B ..orn I _ los 'Ah dm,..

Top-Fast nde: i Folc+or

QuF., . _:

Print Re ;ort

Fact Finder Range of Success: 5 -7 A Right Fit for Dental Administrator WILL:

Zone

- collect data - require specificity - define goals

z

Fact Finder

A Right Fit for Dental Administrator is WILLING TO: - review the data - work within priorities - give specifics - accept rank order - go with the highest probability - use terms properly - respond appropriately - review historical evidence - test analogies - review written material

D 0.

41-

95.

r1! I i rz.iE'i Created: 09/14/07

Range of Success for Job Title: Dental Administrator -

(Company: James McAnally, DDS / Division: Other/ Department: Other) i L ;- W I:nru I CL: t< * i 1n 1 e-nerltor I i ull i tev'iew - Fc to i CLse inkindo , .-

'ri t ReL ct

Follow Thru Range of Success: 7 - 9

A Right Fit for Dental Administrator WILL:

Zone

FolIcw Thru

- seek order - structure and design systems - need closure - work sequentially - establish check points - make lists - submit progress reports - replicate processes - have a ritual-system

Q

t4

7-9

96.

Range

Success Created 09/14/07

Range of Success for Job Title: Dental Administrator (Company: James McAnally, DDS / Division: Other/ Department: Other) Op -

Fact Finder I Foijow

, i; '2U :, , _t 3 =:

I l ..

erneYlt4

I

Portt ?{e crt

F<., 1R Rewe41' - BottoY`? I Close Wow/ow

Quick Start Range of Success: 3 - 5 A Right Fit for Dental Administrator is WILLING TO: - go along with risks - participate in experiments - provide challenges - try alternatives - assist innovation - use metaphors

Zane

Quick Start

CD

A Right Fit for Dental Administrator WON'T: - go off half-cocked - be impulsive - be ambiguous - try to do too many things at once - create chaos - cause distractions - need deadlines - go against the odds - force change and disruption

Q C`

3-5

97.

Created: 09/14/07

Range of Success for Job Title: Dental Administrator (Company:

James McAnally, DDS /

Division: Other/ Department: Other)

lop - Fact Fnder I Follow (!ru I tau,: . Start i l rnpecentor I :H Rerrea B-c -Ho r n I (Rose =t?i^: ovr

Pont Rep ort

I mplementor Range of Success: 1 - 3

A Right Fit for Dental Administrator WON'T:

Zone

Implementor

- require concreteness - need to physically demonstrate - rely on mechanical things - object to abstractions - force tangible solutions - require top-grade tools - have to build to last - have to see a prototype - rely on spatial relationships

0

1-3

98. ^

^

Created: 09/14/07

Range of Success for Job Title: Dental Administrator (Company: James McAnally, DDS / Division: Other! Department: Other) op - Fact

nd&

I

Fooj

'T:hru I

OUCK

t

°, I

DemorUo

[ - :':I ? evie, _ I;o:.

I

('IL

0€

Print Ft E :

r,i-;.ie.,,

rt

Range of Success Full Chart

Zone

Fact Finder Follow Thru Quick Start 1mplemerttor

Q) a.. as

4

0

nr

5-7

RqhtFttt'

7-9

i w

©2007 Kolbe Corp. All Rights Reserved.

^9'

^

II1

Created: 03/23/06

Range of Success for Job Title: Patient Coordinator ( Company: James McAnally, DDS I

Division: Other) Department: Other)

Top - ,-;_ ti " Modes I NatureI A vantars i impact Factors I S-uormary I Chart i G_ose !J ndow

Fired Repo"

This report helps pinpoint the candidates with the right instincts for a unique job. These instincts are measured by the KOLBE A TM index. The human mind has three parts: (1) the thinking or cognitive which is determined by IQ; (2) the feeling or affective which relates to emotions and personality; (3) the willing or conative through which we act, react, and interact with the world around us. Conation is our drive or volition. In short, it is our ability to bring things or ideas into being, our form of creativity and, therefore, our productivity.

-

An individual's conative talent is the constant we can count on. Unlike learned behavior and social style, it is instinctive. The Kolbe Process TM stems from the discovery of creative instincts through which we initiate all action. These instincts produce a distinctive cluster of behaviors in four Action Modes®. All goal-directed action is initiated through one of these modes. Everyone has equal conative energy, yet individual intensity in any one Mode may vary. These variances give us our distinctive talent.

The Action Modes° e5 J Natural Aelvactapei impact Factors I Sue

Vi Chart, Close Werdow

t Report

FACT FINDER: Deals with gathering of information. Degree of detail, precision, documentation needed.

FOLLOW THRU: Deals with organizing of information. Amount of orderliness, sequencing, closure needed.

QUICK START: Deals with unknowns. Degree of inclination to risk, change, innovate.

I MPLEMENTOR: Deals with tangibles. Ability to deal with nature, tools, technology equipment.

Natural Advantage " tortesi Natural

er

i Irrap act Factors I S r_;a _srt i Chart I CoeaWtrdow

P_ t Repo'

TM

is determined by the degree of intensity through which he/she A Job Candidate's Natural Advantage TM index quantifies this intensity measuring the extent to acts in each Action Mode®. The Kolbe A which a person will, won't or is willing to use the related actions. There are no good or bad, right or wrong results. The key is identifying how best to use a person's innate strengths. It is a combination of talents that make a candidate better suited to one position than another. A Natural Advantage isn't a job title, rather a frame of mind or method of operation. The following is a list of Natural Advantages: Manager

+ Entrepreneur

j Systems Analyst

Investigator

Strategic Planner

Theorist

Program Developer

Adventurer

Technologist

Pioneer

Manufacturer

Quality Controller

Researcher

Innovator

( Designer

Demonstrator

100.

Facilitator/ Mediator

,r

.r

Impact Factors 7cp - Actin, Mcdes

I Nat.:rz ! / dvant .;

I

f

r

People will always solve problems with instinctive energy. Problem solving requires instinct because it requires action. The most effective way an individual will solve a problem is by using the four methods of creative problem solving that are his/her instinctive strengths. He/she will use these methods to initiate solutions, prevent actions that might make the problem worse or that created the problem in the first place, and to respond to the very nature of the problem. For each zone of each mode, there are starter words to help in understanding the individual's actions. The twelve universal approaches to creative problem solving are the Kolbe Impact Factors TM . Everyone instinctively uses four (one within each mode depending upon your zones of operation) to reach peak performance.

.art

I

dc,wK

Oh . !

f'

o Ree

Simplify

Adapt

Stabilize

Imagine

Refine

Rearrange

Revise

Renovate

CL

a

0

Justify

Organize Improvise Construct

102.

'" Rep

o rt

RightFit T`1 Summary Details (Continued ...) ^ ^..

A

-

Ac-tic ?

Modes

I

m

r t Fsctors

I

S H. ,ury

I

Oh

i :

.

.....

('n ?t R

ort

ightF t for Patient Coordinator WILL:

- collect data - define goals - take risks - seek challenges - be open-ended and flexible A Right it for

- require specificity - be bottom-line - promote experimentation - be deadline driven

Patient Coordinator is WILLING TO:

- review the data - give specifics

- work within priorities - accept rank order

- go with the highest probability

- use terms properly

- respond appropriately - test analogies - maintain order

- review historical evidence - review written material - work within the system - fill in charts

- follow procedures - adhere to plan - maintain concentration - maintain classifications - participate in experiments - try alternatives - use metaphors - interject spontaneously - work with tangible goods - envision concrete examples A Right it for

- stay in sequence - complete when necessary - go along with risks - provide challenges - assist innovation - overcome the odds - follow another's hunch - use models

Patient Coordinator WONT:

- be rigid with plans - get stuck in routines - follow a schedule - go through the motions - get caught up in procedures - need to physically demonstrate - object to abstractions - require top-grade tools - have to see a prototype

- stay boxed in - function by rote - repeat patterns - act sequentially - require concreteness - rely on mechanical things - force tangible solutions - have to build to last - rely on spatial relationships

103.

Report

Right Fit .......... ...:....::.

Range of Success T Chart •

y

c , - Actcn Mcces I Nafi ral Acl stage

Zone

l

r

b ip act Factc s

Fact Finder

w

G ose Wndo w, <

Follow -1 hru

Quick Start

3 6

g_.::

PHOt Reoorf

Implemer^tor

t.

rv^0'

mm

Rg

©2007 Kolbe Corp. All Rights Reserved.

104.

EaF ^

[f IiiM

I

{

:

I

l ose

ir.z[ : 4*1! I I 03/17

Patient

Coordinator

(Div:Other / Dept:Other)

James McAnally ( Evaluator) Dentist ( Job Title ) -------------------------------------------------------------

I

....._

Specify

Systematize

Modify

._

I magine

-------------------------------------------------------------

This Kolbe C index result indicates James McAnally's conative Conative Expectations: expectations for the Patient Coordinator position from the evaluator position of Dentist.

105.

Defining The Opportunity This opportunity, as you see it, rewards the ability to work within a regulated environment and determine the probable outcome of complex paths. You look to this role for mapping strategies and forecasting based on historical trends. It is not a role suited to a close-enough-is good-enough mentality, nor for a person who rejects consistency as a primary goal.

1

According to your requirements, the most essential talent necessary is the ability to: PROBE ALLOCATE DEFINE CALCULATE RESEARCH DELIBERATE PROVE INQUIRE FORMALIZE PRIORITIZE SPECIFY EVALUATE STRUCTURE PREPARE ARRANGE PLAN CONSOLIDATE DISCIPLINE INTEGRATE BUDGET TRANSLATE COORDINATE SCHEDULE CHART In order to accomplish to your standard, a person filling this role would also need to function: FLUENTLY FLEXIBLY SPONTANEOUSLY IMAGINATIVELY ADVENTUROUSLY RAPIDLY CONCEPTUALLY INVENTIVELY INTUITIVELY Because you consider the following actions to be counter-productive in this position, the person filling this role needs to avoid: PHYSICALLY DEMONSTRATING BUILDING A PROTOTYPE OPERATING MECHANICAL EQUIPMENT DEALING WITH TANGIBLES EXPRESSING IN CONCRETE TERMS MANUAL EFFORT PROVIDING HANDS-ON SOLUTIONS RELIANCE ON YOUR SENSE OF SPATIAL RELATIONSHIPS

106.

Managing The Options When evaluating another person's performance, it is essential to have provided the opportunity for success. Have you rewarded results rather than insisting on a particular conative process?

If the role truly depends upon utilizing a certain Action Mode, you can target that energy by the way you frame assignments. To target: Fact Finder effort: ask for priorities to be established and explain specific expectations.

Follow Thru effort: ask for a flow chart of activities and a review of procedures.

Quick Start effort: ask for alternatives and challenge with deadlines.

Implementor effort: ask for manual demonstrations.

Copyright 2008 Kathy Kolbe, All Rights Reserved.

107.

Range

of

c.

TN

Created: 03/23/06

Range of Success for Job Title: Patient Coordinator (Company: fop -

" ^^

; _,^e^

^ c, c^^ ^'f

James McAnally, DDS /

Start

.r;a i ^u^^, ,

^ Ir^^ e : a-r ^ r^t^,r

I

;-

Division: Other/ Depa rt ment:

.I }-^,^i e^:^^ -

Bottom

I

(^ .(

,

5e

Other)

Windo

t'ri

r ,.

t 째^er. ort

Fact Finder Range of Success: 5 - 7

A Right Fit for

Patient Coordinator WILL:

Zone

Fact Finder n om::

- collect data - require specificity - define goals cs

A Right Fit for Patient Coordinator is WILLING TO: - review the data - work within priorities - give specifics - accept rank order - go with the highest probability - use terms properly - respond appropriately - review historical evidence - test analogies - review written material

.

rr

5-7

1108.

Rige S Created: 03/23/06

Range of Success for Job Title: Patient Coordinator (Company: James McAnalty, DDS / Division: Other/ Department: Other) op -Fuct Fft:de. r .Ico,W F/cit I it i p l eme ntor I Ful l Ro vi evv _ Bottom I Cosa Wuctow

Fruit Rer

rt

Follow Thru Range of Success: 3 - 6 A Right Fit for Patient Coordinator is WILLING TO: - maintain order - work within the system - follow procedures - fill in charts - adhere to plan - stay in sequence - maintain concentration - complete when necessary - maintain classifications - utilize diagrams

A Right Fit for Patient Coordinator WON'T: - be rigid with plans - stay boxed in - get stuck in routines - function by rote - follow a schedule - repeat patterns - go through the motions - act sequentially - get caught up in procedures

Zone

Follow Thru

li+

a

째F :=

O

1

Created: 03/23/06

Range of Success for Job Title: Patient Coordinator t

(Company: James McAnally, DDS! Division: Other/ Department: Other) i Foer ol o v ( Orau i Oucr 3trro i ! r: i ? :P : e ;l e n, _ E o o r r i C l ose W do w

P rint Report

Quick Start Range of Success: 6 - 8 A Right Fit for Patient Coordinator WILL:

Zone

Quick Start

- be bottom-line - take risks - promote experimentation - seek challenges - be deadline driven - be open-ended and flexible

A Right Fit for Patient Coordinator is WILLING TO: - go along with risks - participate in experiments - provide challenges - try alternatives - assist innovation - use metaphors - overcome the odds - interject spontaneously - follow another's hunch

-

-

--

z Q

6-8

110.

Created: 03/23/06

Range of Success for Job Title: Patient Coordinator (Company: James McAnalty, Fact Frdcri

/ow f rru i

OUCr 0/an

DDS 1 I

Division: Otherl Department: Other) .: l _ E J;

Pont Ro

Batt

I mplementor Range of Success: 1 -4 A Right Fit for Patient Coordinator is WILLING TO:

Zone

I mplementor

- work with tangible goods - use models - envision concrete examples cs A Right Fit for Patient Coordinator WON'T: - require concreteness - need to physically demonstrate - rely on mechanical things - object to abstractions - force tangible solutions - require top-grade tools - have to build to last - have to see a prototype - rely on spatial relationships

a

2

Il1l

111.

Created 03/23/06

Range of Success for Job Title: Patient Coordinator (Company: o p - act . tier I

James McAnaliy, DDS /

Division:

c.,. I:.,a . Cu.,. _ to ^ Itn .,renter F i1 Revle

Other/

Department:

Bottom CIose W^^

Other)

ry

Print

R e _:nr

Range of Success Full Chart

, cone

Fact FF^rcFollow Thr i, Quick Start Implerrtantor

1

0 CL

u_.

5-7

R,ghtFit'

-6

'-

Š2007 Kolbe Corp. All Rights Rese rved.

112.

Right

" Reprt Created' 11/29/06

Range of Success for Job Title: Implementer To , r

(Company: Dental Care of Boca Raton / Division: Other I Department: Other) .:•n Moaes I N a 'E ra; AAd:antage I hrt aot t-__ctors I S;'r n mary I Chart I Cosa dow

.

Punt Reoort

This report helps pinpoint the candidates with the right instincts for a unique job. These instincts are measured by the KOLBE A TTM index. The human mind has three parts: (1) the thinking or cognitive which is determined by IQ; (2) the feeling or affective which relates to emotions and personality; (3) the willing or conative through which we act, react, and interact with the world around us. Conation is our drive or volition. In short, it is our ability to bring things or ideas into being, our form of creativity and, therefore, our productivity.

An individual's conative talent is the constant we can count on. Unlike learned behavior and social style, it is instinctive. The Kolbe Process TM stems from the discovery of creative instincts through which we initiate all action. These instincts produce a distinctive cluster of behaviors in four Action Modes®. All goal-directed action is initiated through one of these modes. Everyone has equal conative energy, yet individual intensity in any one Mode may vary. These variances give us our distinctive talent.

The A ction M odes° .

Natural -

I impact Factors I S,rnm.ry Cha t I (Pose WE. r

t'rs:t Asoort

cs°r

FACT FINDER: Deals with gathering of information. Degree of detail, precision, documentation needed.

FOLLOW THRU: Deals with organizing of information. Amount of orderliness, sequencing, closure needed.

QUICK START: Deals with unknowns. Degree of inclination to risk, change, innovate.

I MPLEMENTOR: Deals with tangibles. Ability to deal with nature, tools, technology equipment.

Natural AdvantageT"1 I..c

.. .:..

..:. ..

i... 1 Na ­

I t;EE:dCs

.

Factors .

F•umm:<<:(y CnaC I Gloss ,. :,,. ....

.

A Job Candidate's Natural Advantage TM is determined by the degree of intensity through which he/she acts in each Action Mode®. The Kolbe A TM index quantifies this intensity measuring the extent to which a person will, won't or is willing to use the related actions. There are no good or bad, right or wrong results. The key is identifying how best to use a person's innate strengths. It is a combination of talents that make a candidate better suited to one position than another. A Natural Advantage isn't a job title, rather a frame of mind or method of operation. The following is a list of Natural Advantages: Manager

( Entrepreneur

Systems Analyst

Investigator

Strategic Planner

( Theorist

Program Developer

Adventurer

Technologist

Pioneer

Manufacturer

Researcher

Innovator

Designer

LLj

---

Quality Controller Demonstrator

Facilitator I Mediator

113.

r;ttThTITN

:

r

i.m I

Impact Factors" ra. -uc i n Mcrer-

^ NN,ntura Aiivan

ge

^ I mpa .t F, ct r

S;3nm, >v is F

irnpdemertior

-

Simpl iify

Adapt

Stabilize

Imagine

Refine

Rearrange

Revise

Renovate

Justify

Organize Improvise Construct

Right

Report

RightF it T Summa ry Details (Continued ...) m

Tr;:

:

A

' ..

` ,.,1 . .. ea:

N teat, i .::.:•..:: t:;; -:

i

i mpact F

t_.rrs

I S mm„r y c •:

iPt i e ort

A RightFit for implementer WILL: - seek order

- need closure - establish check points - submit progress reports - have a ritual-system

- structure and design systems - work sequentially - make lists - replicate processes

A RightFit for Implementer is WLLlNGTO: - review the data

- give specifics - go with the highest probability - respond appropriately - test analogies

- work within priorities - accept rank order - use terms properly - review historical evidence - review written material

- go along with risks - provide challenges - assist innovation

- participate in experiments - try alternatives - use metaphors

ARightFit for fmplerzze terWONT:

- go off half-cocked - be ambiguous - create chaos - need deadlines - force change and disruption - need to physically demonstrate - object to abstractions - require top-grade tools - have to see a prototype

- be impulsive - try to do too many things at once - cause distractions - go against the odds - require concreteness - rely on mechanical things - force tangible solutions - have to build to last - rely on spatial relationships

115.

Right

Fir TM

Range of Success"' Chart T

^ri t r-_ r.

Pk^at ro 1 Advamage,

Zone

nrar Factors 15,r^t r 2 n' P h . . I r _ ae `vrJ'.i 0 iv

Print 1

r.

Fact Finder Follow Thru Quick Start fmplemertor

e Q3 rJ

CY

4-6

P ht `

7_

Š2006 Kolbe Corp. All Rights Reserved.

116.

Rig fSticcessT

U

Created: 11/29/06

Range of Success for Job Title: Implementer T zF

(Company: Dental Care of Boca Raton ii Fm i ui I F S . r: I F ll

/ a

Division: Other) Department: Other) La

[lutt i. iuLae V

n' ,:b-

Fria f purl

Fact Finder Range of Success: 4 - 6 A Right Fit for Implementer is WILLING TO: - review the data - work within priorities - give specifics - accept rank order - go with the highest probability use terms properly - respond appropriately - review historical evidence - test analogies - review written material

-

Zone

Fact Finder

;

4; ............. __......... _._. .

0 0 ua as

ca

'117.

s

,:

Created: 11/29/06

Range of Success for Job Title: (Company: Dental Care of Boca Top Fac*. Fi r _ der I F iK _ vâ&#x20AC;˘r Th>., Quiik Star` I l r.g,l.. .r _

Raton / - u. 3 R, vio

Implementer

Division: Other! Department: Other) Print Report

B::,tto r_ i â&#x20AC;&#x17E;! oee r t1dO v

Follow Thru Range of Success: 7 - 10

A Right Fit for

implementer WILL:

- seek order - structure and design systems - need closure - work sequentially - establish check points - make lists - submit progress reports - replicate processes - have a ritual-system - budget

Zone Folios Foliow ThrL^

m w

0

1 c

7-10

118.

::. .. .

Created: 11/29/06

Range of Success for Job Title: Implementer (C omp any: Dental Care of Boca Raton I Division: Other! Department: Other) .^'

Fi der Ft I ;^ T(^r,<

" < .:

^u:.Review

:pl ... ^,

-

E3^'tY^ â&#x20AC;˘ r

Cove

1^':n_.:,^â&#x20AC;&#x17E;

: ^rint ('

p, t

Quick Start Range of Success: 3 - 5

A Right Fit for Implementer is WILLING TO:

Zorn

Quick Start

- go along with risks - participate in experiments - provide challenges - try alternatives - assist innovation - use metaphors

Cz

A Right Fit for Implementer WON'T: - go off half-cocked - be impulsive - be ambiguous - try to do too many things at once - create chaos - cause distractions - need deadlines - go against the odds - force change and disruption

o: a-

'4-

3-5

ftijij

Range of Success Created'. 11/29/06

Range of Success for Job Title: Implementer Top

(Company: Dental Care of Boca Raton / Division: Other/ Department: Other) r r.

J Fc (. , Thai, i { iok Stir` I ?rp[et en`cr u.l Reoetw Bottom e I'n _.; .v

rant C poit

I mplementor Range of Success: 1 -2

A Right Fit for Implementer WON'T:

Zone

I mplementor

- require concreteness - need to physically demonstrate - rely on mechanical things - object to abstractions - force tangible solutions - require top-grade tools - have to build to last - have to see a prototype - rely on spatial relationships

0 R U7 N

120.

Rang of s Created: 11/29/06

Range of Success for Job Title: Implementer (Company: Dental Care of Boca Raton / Division: Other! Department: Other) Ton= FontFinder I F /ow Tii

.orck Sire I F

Ji

R evr w Bottom I Close \Nindow

Print Report

Range of Success Full Chart

Zone

Fact Finder Fcrlluv., Thra Quick Start Implementor

m

=

4

c 0

4-6

71O

i

Š2006 Kolbe Corp. All Rights Reserved

1121.

Kolbe RightFit TM Profile Example The following is an example of what happens after the RightFitTM profile is completed. This RightFit TM Profile was associated

with a Personal Assistant position.

After you do the profile, a Kolbe ideal candidate score comes back.

This will be used to test against your candidates to see if they have the right "doing" traits and will be a good match for the position.

Background, appearance, and personality still come into play BUT the Kolbe fills in all the details that are critical to the actions the staff members will most likely take or you would wish them to take.

The Kolbe RightFit TM report for this job shows that good candidates for this position will: • Collect data • Define goals • Structure and design systems • Work sequentially • Make lists • Replicate processes • Require specificity • Seek order • Need closure • Establish check points • Submit progress reports

©BCM

122

a

Right

' Report Created: 10/04/07

Range of Success for Job Title: Personal Assistant

(Company: James McAnally, DDS / Division: Other/ Department: Other) , top A _-.tort Moa s I va al Advanta I rn actt Factors Sun. ..

(70s5 . cow

.m's ReL:,i`

This report helps pinpoint the candidates with the right instincts for a unique job. These instincts are measured by the KOLBE A TM index. The human mind has three parts: (1) the thinking or cognitive which is determined by IQ; (2) the feeling or affective which relates to emotions and personality; (3) the willing or conative through which we act, react, and interact with the world around us. Conation is our drive or volition. In short, it is our ability to bring things or ideas into being, our form of creativity and, therefore, our productivity.

An individual's conative talent is the constant we can count on. Unlike learned behavior and social style, it is instinctive. The Kolbe Process TM stems from the discovery of creative instincts through which we initiate all action. These instincts produce a distinctive cluster of behaviors in four Action Modes®. All goal-directed action is initiated through one of these modes. Everyone has equal conative energy, yet individual intensity in any one Mode may vary. These variances give us our distinctive talent.

The Action Modes° ;n Mones I va.u_; Advantane o I 1 m,:.a °t Factors

Tr

i :

i Cnari I C[ o_.v G /cocw

Pont

FACT FINDER: Deals with gathering of information. Degree of detail, precision, documentation needed.

FOLLOW THRU: Deals with organizing of information. Amount of orderliness, sequencing, closure needed.

QUICK START: Deals with unknowns. Degree of inclination to risk, change, innovate.

I MPLEMENTOR: Deals with tangibles. Ability to deal with nature, tools, technology equipment.

Natural Advantage'` -

... .,

Morn

((750,H

,.t . /:

Reoort

....

tural Advantage TM" is determined by the degree of intensity through which he/she A Job Candidate's Natural acts in each Action Mode®. The Kolbe A TM index quantifies this intensity measuring the extent to which a person will, won't or is willing to use the related actions. There are no good or bad, right or wrong results. The key is identifying how best to use a person's innate strengths. It is a combination of talents that make a candidate better suited to one position than another. A Natural Advantage isn't a job title, rather a frame of mind or method of operation. The following is a list of Natural Advantages: Entrepreneur

Systems Analyst

Investigator

Strategic Planner

Theorist

Program Developer

Adventurer

Technologist

Pioneer

Manufacturer

Quality Controller

Researcher

Innovator

Designer

Demonstrator

Manager

I

Facilitator / Mediator

1

I mpact Factors'" 1

;-ri r.,_:^^s

Aa

tag:

i ( r -aps^t

r a nt s

I Su:r,â&#x201A;Ź i ry

I

rt I :

5e .'M,.

People will always solve problems with instinctive

l mp meniar

energy. Problem solving requires instinct because it

requires action. The most effective way an individual will solve a problem is by using the four methods of creative problem solving that are his/her instinctive strengths. He/she will use these methods to initiate solutions, prevent actions that might make the problem worse or that created the problem in the first place, and to respond to the very nature of the problem. For each zone of each mode, there are starter words to help in understanding the individual's actions. The twelve universal approaches to creative problem solving are the Kolbe Impact Factors TM . Everyone instinctively uses four (one within each mode depending upon your zones of operation) to reach peak performance.

Simplify

Adapt

Stabilize

Imagine

Refine

Rearrange

Revise

Renovate

Q

Q 0

Justify

Organize Improvise CÂŤnstruct

X124.

Right

" c p o rt

Rig h tFit"" Summary Detai l s (C o ntin u ed ...)

PI '1 'R'.

A RightFit for Persona! Assistant WILL - seek order - structure and design systems - need closure - establish check points - submit progress reports - be bottom-line

- work sequentially - make lists - replicate processes

- take risks

- promote experimentation

- seek challenges

- be deadline driven

- be open-ended and flexible

ihtFit for Persona! Assistar - review the data

- give specifics - participate in experiments - try alternatives - use metaphors - interject spontaneously - work with tangible goods - envision concrete examples

A RightFit for Personal Assi - require documentation - get bogged down in minutiae - choose the obvious solution - be tied to tradition - need exact comparisons - require concreteness - rely on mechanical things - force tangible solutions - have to build to last - rely on spatial relationships

LUNG TO - work within priorities - go along with risks

- provide challenges - assist innovation - overcome the odds - follow another's hunch - use models

- offer justification - need on-going evaluation - need to be appropriate - over-analyze - require written proof - need to physically demonstrate - object to abstractions - require top-grade tools - have to see a prototype

125.^mm^^^

Right Fit TM Report.

Range of Success TM Chart 7r

A_.:on [Rc ,z5

:

„ A : toe

Zone

psu, Factors J c

.°ar: ( Close VTn0ow

Prmz Re000rt

Fact Finder Fo11ow TPiru Quick Start implementor

4.

b 0

2-4

1

7-

©2007 Kolbe Corp. All Rights Reserved.

126.

!

Index

ngn7/7nn7

Personal Assistant ( Di v:Other I Dept:Other)

James McAnally ( Evaluator ) Dentist ( Job Title) -------------------------------------------------------------

Imagine Systematize Improvise Simplify ------------------------------------------------------------This Kolbe C index result indicates James McAnally's conative Expectations: expectations for the Personal Assistant position from the evaluator position of Dentist.

Conative

127.

Defining

Opportunity

You have indicated that success on this job requires flexibility in adjusting to a variety of rapidly-changing challenges. It is a role you view for a person adept at planning ahead and anticipating needs. It is not a position that would work for a detail-oriented person as the sequence of activities is ever-changing and leaves little time for complete explanation.

_

I

iu

*is

According to your requirements, the most essential talent necessary is the ability to: INVENT DEVISE RISK IMPROVISE BRAINSTORM CHALLENGE PLAY HUNCHES PROMOTE ORIGINATE CONTRIVE REFORM INTUIT STRUCTURE PREPARE ARRANGE PLAN CONSOLIDATE DISCIPLINE INTEGRATE BUDGET TRANSLATE COORDINATE SCHEDULE CHART Because you consider the following actions to be counter-productive in this position, the person filling this role needs to avoid: GETTING BOGGED DOWN IN DETAIL HAVING TO JUSTIFY STRATEGIZING THE WAY THEY DO THINGS EXPLAINING FROM EXPERIENCE HAVING TO WORK WITHIN PRIORITIES DEALING PRIMARILY WITH PRACTICALITIES ASSESSING SPECIFIC PROBABILITIES RESEARCHING WHAT HAS ALREADY BEEN DONE PHYSICALLY DEMONSTRATING BUILDING A PROTOTYPE OPERATING MECHANICAL EQUIPMENT DEALING WITH TANGIBLES EXPRESSING IN CONCRETE TERMS MANUAL EFFORT PROVIDING HANDS-ON SOLUTIONS RELIANCE ON YOUR SENSE OF SPATIAL RELATIONSHIPS

8

Managing The Options When evaluating another person's performance, it is essential to have provided the opportunity for success. Have you rewarded results rather than insisting on a particular conative process?

If the role truly depends upon utilizing a certain Action Mode, you can target that energy by the way you frame assignments. To target: Fact Finder effort: ask for priorities to be established and explain specific expectations.

Follow Thru effort: ask for a flow chart of activities and a review of procedures.

Quick Start effort: ask for alternatives and challenge with deadlines.

Implementor effort: ask for manual demonstrations.

Copyright 2008 Kathy Kolbe, All Rights Reserved.

29.

Create d: 10/04/07

Range of Success for Job Title: (Company: James ^.)

Faa _ Fin,j

T'hr^ i

Personal Assistant

Division: Other/ Department: Other)

McAnally, DDS / :....... i; k St,r. ^ Izr: ._, .... i

::c

?n

W

rint Repo rt

Fact Finder Range of Success: 2 - 4 A Right Fit for

Personal Assistant is WILLING TO:

Zone

- review the data - work within priorities - give specifics I A Right Fit for Personal Assistant WON'T: - require documentation - offer justification - get bogged down in minutiae - need on-going evaluation - choose the obvious solution - need to be appropriate - be tied to tradition - over-analyze - need exact comparisons - require written proof

0 in ws L

2-4

130.

iL

Range of Success Created'. 10/04/07

Range of Success for Job Title: Personal Assistant (Company: James ac; Fi -_. er F f oW I

tO U_ i

McAnally,

Q째uick Start

DDS / Division: Otherl Department:

I 7 mtrter i_n 째cf

Fu1

i

v cep (

Other) Punt Report

Fvirictow

Follow Thru Range of Success: 7 - 9

A Right Fit for Personal Assistant WILL:

Lone

- seek order - structure and design systems - need closure - work sequentially - establish check points - make lists - submit progress reports - replicate processes - have a ritual-system

Follow Thru

..............

73

c

7-9

131.

.:

Range of Success Created: 10/04/07

Range of Success for Job Title: Personal Assistant o

(Company: James McAnally, DDS / Division: Other/ Department: Other) F3c Fi e, I F0( ,.: UO Q . St t I e I ua Review pFerrentor r ; - BOttO â&#x20AC;˘ r I P os e /7400: 0w

, rt

Quick Start Range of Success: 6 - 8

A Right Fit for Personal Assistant WILL:

Zone

Quick Start

- be bottom-line - take risks - promote experimentation - seek challenges - be deadline driven - be open-ended and flexible

A Right Fit for Personal Assistant is WILLING TO: - go along with risks - participate in experiments - provide challenges - try alternatives - assist innovation - use metaphors - overcome the odds - interject spontaneously - follow another's hunch

c`

132.

Raig of Sricce s Created. 10/04/07

Range of Success for Job Title: l op

(Company: James McAnally, v, t . ..: â&#x20AC;˘ :.;k f' .:. I F oc* F moc.: I :.

DDS J

Personal Assistant

Division: Other! Department: Other) Bottom I 10cF Wndcw 'â&#x20AC;˘ai

Pont ... ...

I mplementor Range of Success: 2 - 4 A Right Fit for Personal Assistant is WILLING TO:

Zone

Implementor

- work with tangible goods - use models - envision concrete examples

aA Right Fit for Personal Assistant WONT: - require concreteness - need to physically demonstrate - rely on mechanical things - object to abstractions - force tangible solutions - require top-grade tools - have to build to last - have to see a prototype - rely on spatial relationships

Q QL

V)

Q

1p

:r

Created: 10/04/07

Range of Success for Job Tifle: Personal Assistant (Company: James McAnally, DDS / Division: Other/ Department: Other) m

op F ct Finder I

FoHovv l

-

hr^j

Quick

St<<r"

: :

C ,it r:

J

:'Ios,.

y

^irx

'>w

Pnnt

E r_>

po r't

Range of Success Full Chart

Zone

m

Fact Finder Follow Thru Quick Start

I mplementor

^

._

ME

PIg ht it'.

7

9

Š2007 Kolbe Corp. All Rights Reserved.

134.

Right Fit Tm' Report Rep o Created: 0 4/30/08

Range of Success for Job Title: Expanded Duties Dental Assistant (Company: James McAnally, DDS / Division: Other/ Department: Other)

Icp - r' Actor' Pvcties I

N5tprSd

Advantage I Ir p a ct Faoto w S .............. I

rt I Ccs.

.,

Suet Rep...,

This report helps pinpoint the candidates with the right instincts for a unique job. These instincts are measured by the KOLBE A TTM index. The human mind has three parts: (1) the thinking or cognitive which is determined by IQ; (2) the feeling or affective which relates to emotions and personality; (3) the willing or conative through which we act, react, and interact with the world around us. Conation is our drive or volition. In short, it is our ability to bring things or ideas into being, our form of creativity and, therefore, our productivity.

An individual's conative talent is the constant we can count on. Unlike learned behavior and social TM style, it is instinctive. The Kolbe Process stems from the discovery of creative instincts through which we initiate all action. These instincts produce a distinctive cluster of behaviors in four Action Modes®. All goal-directed action is initiated through one of these modes. Eve ry one has equal conative energy, yet individual intensity in any one Mode may vary. These variances give us our distinctive talent.

The Ac tion Modes® . —. ' p Netu

h....:.

^ li^^ ^^t E

ci

.4

I

a•r I Churt I

.

FACT FINDER: Deals with gathering of information. Degree of detail, precision, documentation needed.

FOLLOW THRU: Deals with organizing of information. Amount of orderliness, sequencing, closure needed.

QUICK START: Deals with unknowns. Degree of inclination to risk, change, innovate.

I MPLEMENTOR: Deals with tangibles. Ability to deal with nature, tools, technology equipment.

Natural AdvantageTM Toe - Act;cn Modes I Ns.tu a. r ,,,a ,tacge I I mpactt

Sectors

I Summery I

Ch

o,:;

Shot Repo,:

A Job Candidate's Natural Advantage TM is determined by the degree of intensity through which he/she acts in each Action Mode®. The Kolbe A TM index quantifies this intensity measuring the extent to which a person will, won't or is willing to use the related actions. There are no good or bad, right or wrong results. The key is identifying how best to use a person's innate strengths. It is a combination of talents that make a candidate better suited to one position than another. A Natural Advantage isn't a job title, rather a frame of mind or method of operation. The following is a list of Natural Advantages: Manager er

Entrepreneur

Systems Analyst

Investigator

Strategic Planner

Theorist

Program Developer

Adventurer

Technologist

Pioneer

Manufacturer

Quality Controller

Researcher

Innovator

Designer

Demonstrator

1 35.

I1

^

.`

T Facilitator / Mediator

136.

Right Fir Report I mpact Factors I or - AcFur Mone: 5

T"' I

Notur5 Aovar.toaFe

People will always solve problems with instinctive energy. Problem solving requires instinct because it requires action. The most effective way an individual will solve a problem is by using the four methods of creative problem solving that are his/her instinctive strengths. He/she will use these methods to initiate solutions, prevent actions that might make the problem worse or that created the problem in the first place, and to respond to the very nature of the problem. For each zone of each mode, there are starter words to help in understanding the individual's actions. The twelve universal approaches to creative problem solving are the Kolbe Impact Factors TM . Everyone instinctively uses four (one within each mode depending upon your zones of operation) to reach peak performance.

dOW

F

Simplify

Adapt

Stabilize

Imagine

Reline

Rearrange

Revise

Renovate

CL

Q C 0

justify

Organize improvise Construct

137.

RigIi t Fit " Rep o rt 7

RightFit TM Su mm ary D eta i ls Too

_,fir

i on Modes I Netuâ&#x201A;Ź^.

Adventage

r

w

. ° I C cci a, :ndo ar I (ripeot Fa, tL _ I Sutinriry I L i:

Pert Report

This RightFit TM report was developed using the following Kolbe index results to calculate the Range of Success TM for Expanded Duties Dental Assistant.

Name

Job

James McAnally

Dentist

Please note: no Cooperatives, High Performers or Evaluator were specified for this Range of Success.

138.

.......... ::::......: t

RightFit T Summary Details (Continued ...)

1:

a

A RightFit for Expand

F<....

i

...â&#x20AC;&#x17E; s Dental Assistant WILL:

- seek order

- structure and design systems - work sequentially - make lists

- need closure - establish check points - submit progress reports - require quality materials

- replicate processes

- be hands-on - create tangible goods

- demonstrate solutions

AR

qh,H ,.

r cx

T: i

- use space effectively

!

Zand4-ii

- work with tangible goods - envision concrete examples - incorporate tactile clues - use mechanical devices - use tools and equipment A

htFit for Expand4

-

require documentation

- get bogged down in minutiae - choose the obvious solution - be tied to tradition - need exact comparisons - go off half-cocked - be ambiguous - create chaos - need deadlines - force change and disruption

is WILL ('

a.;

xat :

- use models - provide transportation - utilize protective gear - respond to space requirements

es d

fst -

' IC

T.

- offer justification - need on-going evaluation - need to be appropriate - over-analyze - require written proof - be impulsive - try to do too many things at once - cause distractions - go against the odds

X139.

Right Fit Range of Succes s'"' C h art Top - AoN3 , 1

e?oces I

Note o A i :_:

Zone

go I

Fa toco

S

rimary

t °t I CIOaa

'ti'u nd ©vd

Rep

Fact Finder Follow Thru Quick Start Implementor

rw a LO

rD cc

44-

1-3

R g ht It

7-9

1

©2008 Kolbe Corp. All Rights Reserved.

140.

. olbe C Results James McAnally

http:!/www.warewithal.corn/resultsview/cresults/index.cfin?securitvTok...

espanol I email I print I close

Kolbe C TM Index Results 04/30/2008

Expanded Duties Dental Assistant ( Div:Other / Dept:Other)

James McAnally ( Evaluator) Dentist ( Job Title )

------------------------------------------------------------act Fine

I

Build Stabilize Systematize Simplify ------------------------------------------------------------This Kolbe C index result indicates James McAnally's Conative conative expectations for the Expanded Duties Expectations: Dental Assistant position from the evaluator position of Dentist.

141_} of 3

4/30/2008 1 ] :l 1 AM

Kolbe C Results - James McAnally

http:/,/'www.vvarewithal.com/resultsview/cresuits/index.cfi1 securitvTok.—

Defining The Opportunity This opportunity, you see, is ideal for a person who literally grabs hold of a problem, dissects it, and puts it back together, making it fully functional. You look to the person in this role to assure a consistent quality and standard of endurance. This is not a role for an uncoordinated approach that defies procedural necessities.

What It Takes To Succ eed According to your requirements, the most essential talent necessary is the ability to: STRUCTURE PREPARE ARRANGE PLAN CONSOLIDATE DISCIPLINE INTEGRATE BUDGET TRANSLATE COORDINATE SCHEDULE CHART FORM CRAFT FIX BUILD>RENDER REPAIR MOLD SHAPE CONSTRUCT DEMONSTRATE PUT TOGETHER PRACTICE Because you consider the following actions to be counter-productive in this position, the person filling this role needs to avoid: GETTING BOGGED DOWN IN DETAIL HAVING TO JUSTIFY STRATEGIZING THE WAY THEY DO THINGS EXPLAINING FROM EXPERIENCE HAVING TO WORK WITHIN PRIORITIES DEALING PRIMARILY WITH PRACTICALITIES ASSESSING SPECIFIC PROBABILITIES RESEARCHING WHAT HAS ALREADY BEEN DONE CHAOS FLYING BY THE SEAT OF THE PANTS ACTING AT THE LAST MOMENT AD LIBBING UNNECESSARY RISK DEADLINES TOO MANY UNKNOWNS CONSTANT CHANGE

142 2 of 3

4/30/2008 11:11 AP-

J^olbe C Results - James McAnalk,

httpJ/www. warewithal.com/resultsview/cresults/iudex.c fin?securi ty Tok...

Managing The Options When evaluating another person's performance, it is essential to have provided the opportunity for success. Have you rewarded results rather than insisting on a particular conative process?

If the role truly depends upon utilizing a certain Action Mode, you can target that energy by the way you frame assignments. To target: Fact Finder effort: ask for priorities to be established and explain specific expectations.

Follow Thru effort: ask for a flow chart of activities and a review of procedures.

Quick Start effort: ask for alternatives and challenge with deadlines.

Implementor effort: ask for manual demonstrations.

Copyright 2008 Kathy Kolbe, All Rights Rese rved.

143 Tf 3

^^ 4/30/2008 11:11 AM

W:

DMOET Created. 04/30/08

Range of Success for Job Title: Expanded Duties Dental Assistant (Company: James t

...

_ .

....

McAnally, DDS /

Division:

Other/

Department:

Close W H

i

Other)

c; W

Pâ&#x20AC;˘t _e.,:0rt

Fact Finder Range of Success: I - 3

A Right Fit for Expanded Duties Dental Assistant WON'T:

Zone

Fact Finder

- require documentation - offer justification - get bogged down in minutiae - need on-going evaluation - choose the obvious solution - need to be appropriate - be tied to tradition - over-analyz - need exact comparisons - require written proof

'a'^""'

a CX

ilk

144.

g

of Suc.c.ess

IM

Created: 04/30/08

Range of Success for Job Titles Expanded Duties Dental Assistant (Company: James McAnally, DDS Top

Fact Fi

r

dc ._

I

F

c/ow

1 hr

.

r

1 Division: Other/

;l

urn

Clo se

L

Department: r`â&#x201A;Ź r

Other)

:cr,

Port.

Reguort

Follow Thru Range of Success: 7 -9

A Right Fit for Expanded Duties Dental Assistant WILL:

Follow Thru

Zone

- seek order - structure and design systems - need closure - work sequentially - establish check points - make lists - submit progress reports - replicate processes - have a ritual-system

a

a u, ns

............ ........

4

7-9

145]

Created: 04/30/08

Range of Success for Job Title: Expanded Duties Dental Assistant (C ompany: James McAnally, DDS / Division: Other/ Department: Other) T p - Fact Fnde

I

Fc.lsw T= ru t

J_

rC

prro n:.,r i F 11 T evi .,,- F.;';3m PPse

PrintRep=vrt

Quick Start Range of Success: I - 3

A Right Fit for Expanded Duties Dental Assistant WON'T:

Zone

Quick Start

- go off half-cocked - be impulsive - be ambiguous - try to do too many things at once - create chaos - cause distractions - need deadlines - go against the odds - force change and disruption

Q w

a

1-3

146

Rwige of Success Created: 04/30/08

Range of Success for Job Title: Expanded Duties Dental Assistant (Company: James McAnally, DDS I Division: Other/ Department: Other) l' . u C:.. tir < .<o ; i It i I .â&#x201A;Ź s i °

i

r'r..t e,,m

I mplementor Range of Success: 6 - 9 A Right Fit for Expanded Duties Dental Assistant WILL: - require quality materials - use space effectively - be hands-on - demonstrate solutions - create tangible goods

Zone

I mplementor

ate, 0

A Right Fit for Expanded Duties Dental Assistant is WILLING TO: - work with tangible goods - use models - envision concrete examples - provide transportation - incorporate tactile clues - utilize protective gear - use mechanical devices - respond to space requirements - use tools and equipment

t

0

am

147.

Range Created: 04/30/08

Range of Success for Job Title: Expanded Duties Dental Assistant (Company: >K -

Fact t

i •

r-

;rr

James McAnally, DDS I

ru J O.

`1

r

Oerneritor

I

Division: Other/ Department:

Review

-

Bottom I

C

O sc

Other)

Window o

Print

e fir`

Range of Success Full Chart

Zone

Fact Finder Follow Thru Quick Start Implementor

c

I,

v CL

Q

cx. a

^ss

1-3

RghtFitt

7-9

1 -

©2008 Kolbe Corp. All Rights Reserved.

148.

Kolbe C Results - James McAnally

Defining

The

http://www.vtivarewithal.com/resultsview/cresults/index.cfm?secunrityTok..

Opportunity

You view this opportunity as well-suited to a person who defines and manages risk. It is an opportunity to assess options and innovate alternatives without having to carry out every agenda item to its conclusion. It is, therefore, not a job for a person who needs closure or a consistent structure for work-related effort.

What

It

Takes

To

Succeed

According to your requirements, the most essential talent necessary is the ability to: PROBE ALLOCATE DEFINE CALCULATE RESEARCH DELIBERATE PROVE INQUIRE FORMALIZE PRIORITIZE SPECIFY EVALUATE INVENT I MPROVISE DEVISE RISK BRAINSTORM CHALLENGE PLAY HUNCHES PROMOTE ORIGINATE CONTRIVE REFORM INTUIT STRUCTURE PREPARE ARRANGE PLAN CONSOLIDATE DISCIPLINE INTEGRATE BUDGET COORDINATE SCHEDULE CHART TRANSLATE Because you consider the following actions to be counter-productive in this job, the person filling this role needs to avoid: PHYSICALLY DEMONSTRATING BUILDING A PROTOTYPE OPERATING MECHANICAL EQUIPMENT DEALING WITH TANGIBLES EXPRESSING IN CONCRETE TERMS MANUAL EFFORT PROVIDING HANDS-ON SOLUTIONS RELIANCE ON YOUR SENSE OF SPATIAL RELATIONSHIPS

150.

2 of 3

4/21 /2008 8:41 PT

Kolbe C Results - James McAnally

http://www.warewithal.corn/resultsview/cresults/iildex.cf11 secui-ityTok...

Managing The Option s When evaluating another person's performance, it is essential to have provided the opportunity for success. Have you rewarded results rather than insisting on a particular conative process?

If the role truly depends upon utilizing a certain Action Mode, you can target that energy by the way you frame assignments. To target: Fact Finder effort: ask for priorities to be established and explain specific expectations.

Follow Thru effort: ask for a flow chart of activities and a review of procedures.

Quick Start effort: ask for alternatives and challenge with deadlines.

Implementor effort: ask for manual demonstrations.

Copyright 2008 Kathy Kolbe, All Rights Reserved.

of 3

4/21/2008 8:41 PM