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logo 16 • the CAMLOG Partner Magazine • June 2017 logo 16 • the CAMLOG Partner Magazine • June 2017 34 PRACTICE MANAGEMENT enjoy making decisions but rather let oth- ers decide and avoid taking on responsi- bility. The independence motive This desire describes the need for emotion- al attachment or the desire for autonomy and independence. In its strongest form of expression this will either be a team player or an individualist. Persons with a high in- dependence desire are autonomous loners who need freedom and prefer working in- dependently. They make decisions on their own, enjoy being self-reliant, and avoid questions about their private life as it takes up too much energy to discuss emotional aspects. In contrast, persons with a low indepen- dence desire enjoy closeness and com- monality. They are supportive, cooperative, and community-oriented. Let us now look at the combination possibilities of these two motives: • P ersons with pronounced power and pronounced independence are particularly suited to being owners of individual practices. They can also work well in a system with employed dentists as department head or clinic manager or with partners who do not wish to take on their leadership role. • Persons with pronounced power and low independence could suffer from a conflict of desires. They want take decisions alone and take the lead but then feel they are too dominating and look for support from the team. A joint practice with equal partners could prove to be an ideal working environment. • Persons with low power and low independence are strong team players. It could be that this type positions him/ herself at the same level as the employees and is perceived as being very humane. A job as employed dentist could therefore be the job of choice. • The type with low power and high independence could also suffer from a conflict of desires: these persons want to be part a team and yet remain emotionally autonomous. They would prefer to allow others to make decisions and to play a subordinate role. They need their freedom and therefore often search for opportunities to withdraw, even though they enjoy the social interaction. In this case, a practice partner or practice management who enjoy leading could be regarded as being pleasant. The combination with a practice partner with high power and high independence could be good for both parties. No inclination is better or worse than the other. The strength of the desire says noth- ing about whether a person can lead or not but only indicates whether a person enjoys leading and how he or she leads. Viewed objectively, there is no rating of desire man- ifestations. Ratings always correspond with one’s own view, and it is exactly this limited thought structure that helps to eliminate the Reiss structures and to adopt a neutral and appreciative manner. As everything in this article revolves around a manager, the next contribution based on this article, will be devoted to the topic “Assessing employees correctly according to the Reiss profile”. Andrea Stix, M.Sc., MBA Consultant for Communication Strategy and Practice Marketing Syst. Business Coach, Reiss-Profile-Master, NLP Coach EVENTS 35