360 feedback evaluation
A method of performance review that allows multiple coworkers, bosses, and reporting staff to assess and critique your job performance. It can provide more opportunities for self-reflection than standard performance reviews and can improve job performance by helping employees understand how they are perceived by people at multiple levels of an organization. However, 360 evaluations also must be implemented in a way that emphasizes constructive, rather than destructive, critiques.
A way of listening and responding to another person that improves mutual understanding.
Dr. David Keirsey broke down human temperament into four categories (Guardian, Artisan, Rational, Idealist) which are often used in conjunction with MBTI type. Artisans are SPs (Sensing, Perceiving) and tend to be fun-loving, creative, enjoy having a lot of freedom, seek stimulation, are adaptable, and are focused on the here and now.
It is either exhaustion of physical or emotional strength usually as a result of prolonged stress or frustration, or a person affected with burnout.
Fatigue, emotional distress, or apathy resulting from the constant demands of caring for others or from constant appeals from charities.
A term that encompasses the various and diverse methods that people use for dealing with long-term conflict. These include, but are not limited to methods like mediation, war, lawmaking, terrorism, counseling, and avoidance.
A process that seeks to resolve a dispute between two or more parties and is often used successfully in the workplace to rationally work out differences. Conflict resolution typically involves the use of mediation, diplomacy, negotiation, or counseling.
The Extraversion/Introversion dichotomy is one of four dichotomies that make up the building blocks of the MBTI and represents how someone prefers to get energized. Someone who is a J (Judging) prefers to spend time in the inner world of ideas and images. On the other hand, someone who is an E (Extraversion) prefers to spend time in the outer world of people and things.
Feedback is a way of communicating to an employee how he/she is doing at a specific task or performing on the job overall. Constant feedback helps employees meet the expectations and goals that a manager has set for them. Feedback is a crucial form of communication; when it is positive, it helps employees stay motivated and excited about their jobs and when it is negative, it helps employees know what areas they need to work on.
The generation following the post-World War II baby boom, especially people born in the United States and Canada from the early 1960s to the late 1970s.
The generation following Generation X, especially people born in the United States and Canada from the early 1980s to the late 1990s.
The differences in customs, attitudes, and beliefs between any two generations, but especially between youths and adults.
Dr. David Keirsey broke down human temperament into four categories (Guardian, Artisan, Rational, Idealist) which are often used in conjunction with MBTI type. Guardians are SJs (Sensing, Judging) and tend to be dependable, hard-working, responsible, focused on tradition, and trusting of authority.
Dr. David Keirsey broke down human temperament into four categories (Guardian, Artisan, Rational, Idealist) which are often used in conjunction with MBTI type. Idealists are NFs (Intuition, Feeling) and tend to be enthusiastic, giving, loving, and are passionate about their personal development and growth.
A syndrome where someone is unable to internalize his/her accomplishments and thus believes that his/her successes are undeserved. Typically, sufferers attribute their past successes to luck, coincidence, or the misguided belief of others in their talent. Sufferers often describe feeling like a “fraud” and this anxiety over being discovered as an “impostor” can deeply affect career development by causing them to avoid promotions, job offers, and new challenges.
The Judging/Perceiving dichotomy is one of four dichotomies that make up the building blocks of the MBTI and represents how someone prefers to approach life. Someone who is a J (Judging) tends to prefer a planned approach to life and is orderly, organized, structured, and decisive. On the other hand, someone who is a P (Perceiving) tends to adopt a more spontaneous approach to life and is flexible, adaptable, and likes to keep their options open.
Only 10% of an iceberg is visible above the surface of the water, while the other 90% of it sits below the water. Although that 90% is essentially invisible to those on the surface, it controls the direction of the iceberg from down below. When used as a metaphor in the world of leadership, if you are an iceberg, that 10% above the surface represents qualities that everyone can see in you that are easily observable - like a specific skill set, your oratory, or your business strategy. Yet this 10% is not nearly as important as the other 90%, which is made up by your character.
MBTI (Myers-Briggs Type Inventory)
A psychometric questionnaire based on theories developed by C.J. Jung to determine psychological preferences based on how individuals perceive the world and make decisions. The original developers of the personality inventory were Katharine Cook Briggs and her daughter, Isabel Briggs Myers. The initial questionnaire grew into the Myers-Briggs Type Indicator, first published in 1962.
Dr. David Keirsey broke down human temperament into four categories (Guardian, Artisan, Rational, Idealist) which are often used in conjunction with MBTI type. Rationals are NTs (Intuition, Thinking) and tend to be logical, even-tempered, independent, good at solving problems, and driven to accomplish their goals.
Also known as parallel talk, parroting, and paraphrasing. It can be used to: check for understanding, reduce the incidence of emotional words, create empathy, and build a positive rapport.
The Sensing/Intuition dichotomy is one of four dichotomies that make up the building blocks of the MBTI and represents how someone prefers to take in information. Someone who is a S (Sensing) tends to pay more attention to information that comes in through the five senses. On the other hand, someone who is a N (Intuition) tends to pay more attention to the patterns and possibilities he/she sees in the information that is received.
Any activities that are used in the workplace for the purpose of improving a team’s performance and communication skills or for creating an increased sense of community and harmony. Team building activities may range from going on a group retreat to organizing a company dinner.
A team’s climate is determined by members’ perception of the team’s purpose, priorities, roles, decisions, norms, training, and effectiveness. Teams that have a positive climate tend to have members who understand and are invested in accomplishing the mission of the team, who know what their roles are, who are included in productive team meetings, are given opportunities for additional training, and are given feedback about their performance.
A code of ethics and conduct for the veterinary professional that all team members are expected to adhere to.
Unlike individual reviews, where each person is judged on their performance and work alone, team competencies focus on how well a group of people perform as a unit. In some situations, there may be a disconnect between a team with many talented people (who all scored well in their individual reviews) and how well that team may perform together as a unit. Team competencies seek to evaluate factors like interpersonal, management, and analytical skills to help bridge that gap.
The culture of a team is a conglomeration of the beliefs, attitudes, protocols, and norms of that team. Companies like Google realize that a team’s culture can have a huge impact on their performance, which is why they’ve famously instituted a “culture czar” responsible for implementing stuff that keeps their people happy and productive. For instance, in every Google office around the world you’ll find free, healthy snacks and drinks, gyms, and massage chairs.
These are established norms of behavior that the entire veterinary team is expected to follow. Protocols make it clear to team members what is expected of them and may involve areas like attire, client communication, time off, etc. Team protocols should be made clear to all employees upon hiring and all members of the team should be expected to follow the protocols equally.
When employees become so focused on their own specific job duties that they fail to effectively collaborate with teammates across other areas/departments, they can be said to be working in “silos.” Silos often lead to an “us versus them” mentality and can create situations where tasks go uncompleted or information is lost, thereby negatively affecting the entire practice.
The Thinking/Feeling dichotomy is one of four dichotomies that make up the building blocks of the MBTI and represents how someone prefers to make decisions. Someone who is a T (Thinking) puts more weight on objective principles and impersonal facts. On the other hand, someone who is a F (Feeling) puts more weight on personal concerns and the people involved.
Observant of tradition; attached to old customs; old-fashioned.
A style of leadership that inspires and motivates employees so that the leader’s “followers” are excited and enthusiastic about achieving the leader’s vision. Transformational leaders seek to help their employees, are people-oriented, and focus on creating positive change.
The ideals, customs, institutions, etc, of a society toward which the people of the group have an affective regard. These values may be positive, as cleanliness, freedom, or education, or negative, as cruelty, crime, or blasphemy.
VLE (Veterinary Leadership Experience)
The Veterinary Leadership Experience (VLE) is a conference that takes place each year in Post Falls, Idaho and strives to strengthen the intrinsic leadership potential of all participants through an interactive curriculum designed to encourage and promote personal transformation. For more information about the VLE visit their website by clicking here.