• Are there discernible personality traits associated with different physician specialists?  If so, what are the key traits that are descriptors of, say, Anesthesiologists compared to Internists or Psychiatrists?  
• In what ways do physicians clustered by personality types experience job satisfaction?
• Based upon personality type, what appropriate roles can doctors serve in most effectively in their clinical setting? 

In order to answer the first question, Jackson & Coker invited physicians in major medical specialties to complete a complimentary online personality assessment referred to as the “Extended DISC.” Over 800 physicians participated in the initial online survey, with the greatest representation in these specialties:

• Anesthesiology
• ER Medicine
• Family Practice
• Internal Medicine Subspecialties
• Psychiatry. 

Scope of Survey

The Extended DISC survey presented to respondents a series of questions that capture information that provides insight into personality make-up of the participants.  The full listing of the survey questions is linked here. 

Based upon the answers provided by participants online, the computerized analysis plotted the corresponding personality traits inside a “wheel” referred to as “Team / Relationship Roles.”  The Extended DISC Relationship Roles included the following personality types, both primary and secondary: 

Sample of the DISC report.

The main personality types situated in the wheel are:  Dominant (D), Influencer (I), Stimulator (S), and Changer (C).  According to the Extended DISC analysis, personality types can blend, with a more prominent type associated with a less prominent type. 

1. Assurer:  This personality type is associated with C and S dominant personality traits.  Physicians who fit the Assurer profile tend to be calm and thorough in performing their responsibilities.  They choose to work at their own pace undisturbed, generally keep to themselves, and are conscientious about not making mistakes.  From a personal standpoint, these practitioners tend to be considerate of others, restrained in their conversation, and desirous of gathering key information before making an important decision.  Systematic and deliberate in their approach, Assurers don’t appreciate surprises.  Self-motivated, they like to work independently but be able to rely on a group as the circumstances dictate. 

Advice for healthcare employers who supervise Assurer personalities:  It is important to Assurers that everyone takes responsibility and makes the right decisions, and just as important to correctly delegate duties to others.  Although preferring to be a helper rather than key decision-maker, they, nonetheless, realize the importance of considering all possible outcomes before reaching an important decision.  Generally Assurers are extremely trustworthy and can be expected to complete tasks given to them.  Not seeking the limelight, they are comfortable staying in the background but can be counted to “perform” notably according to the group’s plan.  Assurers often motivate others by staying on schedule, sharing key information, and demonstrating personal responsibility.  By virtue of their behavior, they offer valuable assurance that the group’s mission is in tact and everyone has an important part to place in achieving it. 

2. Doer:  This personality type is characterized by dominant S, C and I traits.  Often described as basically calm, Doer personalities like to work at their own pace and thrive in a workplace setting that is conducive to careful deliberation and certainty rather than speed and spontaneity.  Not seeking the limelight, Doers are mindful of doing things for others that they might not get credit for.  Being considerate and taking plenty of time for preparation are hallmarks of this personality type.   Even though they are focused on their own tasks, Doers like to feel part of a close group that offers some sense of stability and security. 

Advice for healthcare employers who supervise Doer personalities:  They firmly believe that everyone should help everyone else to ensure that everything goes right.  They are careful decision-makers and draw upon the views of others before formulating a conclusion.  Although they believe that everyone should be held to a high level of personal responsibility, they are apt to concentrate on their own performance, following a work pattern that suits them.  As team members, physicians who display the traits of an Assurer are comfortable being in the background, but are willing to participate in matters that support the success of the group.  Being calm, cautious and reliable, they chiefly motivate others by being eager to contribute to the organizational mission.  Overall, they are driven to being evenly paced, a trait that benefits others in the group who take notice of their focus and dedication.   

3. Participator:  This personality type is associated with dominant S and I traits, and secondarily with C and D characteristics. Participators tend to be pleasant, friendly and a comfortable conversationalist.  Exchanging ideas and feelings are important for Participators, who like to see everyone involved in what drives the group.  Although considered fundamentally honest, they are not always prone to openly communicate their honest opinions.  In particular, they are reluctant to voice negative information that cannot be substantiated.  Comfortable in group settings, Participators don’t mind guiding or helping others, starting with being a keen listener.  

Advice for healthcare employers who supervise Participator personalities:  Fostering positive teamwork is important to Participators.  They want to make sure that members of the group are involved and work together effectively.  While being good at taking the instructions of others, they make cautious decisions and prefer not to have to make important decisions for the entire group.  Being active participants in what is important for the group, these personality types are generally good listeners and helpers, and are willing to compromise for the benefit of the organization.  Furthermore, Participators advance the goals of the group by taking everyone’s opinions into consideration, treating people equally and focusing on the positive aspects of group interaction. 

In addition to the standard questions incorporated into the Extended DISC battery of questions, the Jackson & Coker survey included 10 questions to determine the respondents’ “MOJO.” 

The concept of “MOJO” was explained by business consultant Dr. Marshall Goldsmith in an article entitled “Personality Self-Discovery and ‘MOJO,’” which appeared in the Jackson & Coker Industry Report (Vol. 2, Number 4).  The term refers to the inner driving force that animates and energizes persons to achieve that which is most self-affirming and enjoyable in their daily pursuits.  Persons with high MOJO, for example, find tremendous job satisfaction in doing what they would be willing to do even if they didn’t get paid to do it. Dr. Goldsmith’s article can be accessed here.

Significant Findings Related to Gender & Age

The survey results displayed significant differences in respondents based upon gender and generational differences.

As part of the survey analysis, an in-depth white paper, “Outline of Significant Differences,” is accessible here. 

	DISC Survey Analysis : Outline of Significant Differences By Sheri Sorrelll

Some of the statistically significant findings are noteworthy.  For instance, in terms personal life and job satisfaction, male doctors more often…

• Work with single or multi-specialty groups.
• Describe themselves as happy and fulfilled in their work.
• Are married or have a significant other.
• Involve themselves in community affairs, where they feel they make a difference.
• Are able to treat patients as they see fit, without colleagues’ interference.
• Adjust to a good balance between their professional and personal life.

On the other hand, female physicians displayed these differences:

• More likely to work as locum tenens or independent practitioners.
• Feel that their patients need more than they can give – making their work seem somewhat overwhelming. 
• Gravitate to Family Practice or OB/GYN practice.
• Participate in personal fitness, artistic hobbies, and reading.
• Be single or divorced/separated.

The “Outline of Significant Differences” portion of the survey analysis points out some noteworthy findings associated with age and generational attitudes.  For instance:

• Older Baby Boomer physicians (born between 1946-1954) are more likely than Gen X physicians (born between 1965-1979) to be in private solo practices and / or practice as locum tenens providers.
• Baby Boomer physicians tend to enjoy the practice of medicine more than their counterparts, and feel they can treat patients as they see fit.
• Gen X doctors are more likely to be hospital based / hospital employed.
• Younger Baby Boomer doctors consider their colleagues to be friends and socialize with them outside of work.
• Baby Boomer and Gen X physicians often say that their work consumes them and interferes with their personal lives. 

Benefits for Healthcare Employers

The survey holds crucial implications for healthcare employers, especially hospital administrators or group practice managers. 

For one thing, responding to the generational differences in attitudes toward work and career satisfaction is gaining increasing importance in the human resources field at large and within the medical community.

An online article entitled “Mixing and Managing Four Generations of Employees” paints a workplace scenario filled with employees who have distinctly different values, ideals, perceptions of their assigned roles in the workplace, compensation expectations, and sense of “entitlement” from their employers. The article discusses specific challenges related to inter-generational communication and cooperation to accomplish share goals. Click here for the article link.

Additionally an article in HealthLeaders (July 2009) entitled “Time for ‘Dr. Next’?” discusses the kind of health care that can be expected from younger doctors who tend to be tech savvy and greatly concerned with balancing life and work.  Specifically, some physicians in the Gen X category refuse to take call or work beyond a certain number of hours per week, for instance. The article can be accessed here.

Healthcare employers can extrapolate from the survey findings appropriate ways to deal with a mixture of generations working in their hospital or medical practice.

By understanding core personality differences drawn from Extended DISC analysis, healthcare employers can also better position survey participants in their medical facilities in roles as individual performers, team builders, and motivators. 

Specifically, the Extended DISC Relationship Roles suggests appropriate ways to communicate with and manage different personalities based upon the individual’s attitude, work style, decision-making ability, handling challenges, and self-evaluation of work performance.  For detailed information on role descriptions associated with personality types, click below.

Relationship Role Descriptions

© Copyright 1995-2003 – Extended DISC International Licensed to: Extended DISC - 1.800.257.748

Longitudinal Study

The Jackson & Coker Physician Personality Survey is an ongoing project. 
As we receive the results of sampling other physicians participating in the survey over the next year, we will report on the findings in further editions of the Jackson & Coker Industry Report. 
 
Furthermore, to provide a more well-rounded assessment of how personalities in a medical setting tend to interact and should be managed, over the next year we plan to broaden our Extended DISC survey to include other categories of healthcare personnel:  nurses, advanced practitioners, ancillary staff, and hospital executives. 

Our pool of respondents will include, as a special pilot study, all medical personnel who are associated with a large health system covering several states.  The resultant survey analysis will be significant in so far as participation will be required, versus voluntary, as compared to those who have already responded.

Comments from a Medical Director

Jerry Titel, MD, MBA, Medical Director of Premier Anesthesia, is familiar with the Extended DISC personality assessment from both personal and professional standpoints.  His comments below reflect a unique perspective on the use of Extended DISC in a medical setting: 

I have completed the Extended DISC, as well as looked over the results of others who haven taken it.  It is an extremely valuable tool for understanding one’s own personality traits and those of professional colleagues or work associates.

One of the main benefits of analyzing Extended DISC results is that it helps to promote effective communication and team work among members of a workplace or medical group.  Increased self-awareness of your own personality style facilitates greater understanding of what behavioral changes need to be made to improve communicating and working with others.  Similarly, by understanding the key personality traits of other individuals in the group, you can relate to them more positively and effectively. 

When members of the group better understand one another’s ‘hot buttons,’ they tend to interact more appropriately—making the workplace more pleasant and productive.  I might add, this indirectly has a bearing on physician retention, for instance. After all, doctors are more likely to want to continue their association with a hospital or medical group where they interface comfortably with their colleagues, including those who may have a very different personality make-up altogether.  The medical organization benefits from physicians who are happier, more productive and ultimately practice better medicine.

I’m often asked, ‘Are there similar personality traits associated with Anesthesiologists?’  To some extent, yes.  At the risk of over-generalizing, for the most part Anesthesiologists are somewhat introverted (compared to Surgeons, for instance), mathematically precise, and detail oriented.  Also, they tend to be averse to significant changes and are well suited to following rules and procedures—much like the ‘SC’ personality types on the DISC wheel.

On the other hand, Extended DISC results can indicate what a doctor is not suited for. Quite honestly, there are some Anesthesiologists who are mismatched with their profession, as is the case with other physician specialists. Because their core personalities are ill suited to their profession, these doctors are typically unhappy, and this is reflected in their work.  In such instances, refocusing their career pursuits may be an appropriate, optional course of action. 
           
I rather suspect that the use of Extended DISC—and other personality inventories—will become more prominent in the medical community.  Studies have shown that HR personnel in hospitals and medical groups are increasingly reliant on some form of personality testing to determine what type of ‘fit’ prospective hires and new associates will experience. 

Also, there is indication that more medical schools are using personality testing as part of career counseling so that their students select specialties toward which their personalities are more suited—which is a good thing.  When medical practitioners work in fields that they are suited for, and enjoy making a contribution to their team or group, everyone benefits.

Jerry Titel, MD, MBA, is a Board Certified Anesthesiologist who serves as Vice President Medical Affairs with Premier Anesthesia in Alpharetta, Ga.  His professional experience encompasses serving as Medical Director or Regional Medical Director of Anesthesia for several prominent hospitals and health care systems. Additionally, he has chaired the Anesthesiology departments of an East Coast community hospital and a Midwestern health center. Dr. Titel has also published articles in numerous medical publications.

	List of References Full listing of the Extended DISC Survey Questions for Physicians Personality Self-Discovery and MOJO - Dr. Marshall Goldsmith Outline of Significant Differences - Sheri Sorrell Mixing and Managing Four Generations of Employees - FDU Magazine Online Time for Dr. Next? - HealthLeaders Relationship Role Descriptions - © Copyright 1995-2003 – Extended DISC International