Understanding people is at the heart of running a successful plastic surgery practice. From the front desk to the operating theatre, every interaction depends on clear communication, trust, and collaboration. Yet, one of the biggest challenges practice owners and managers face is figuring out how to get the best out of their team — and themselves. That’s where behavioural profiling comes in.
Plastic surgery staff personality profiling is essential training for building better teams, improving your culture and performance. Learning how to use behavioural profiling to understand people is the most valuable team training you can provide.
By using structured profiling tools, you can uncover what drives your staff and patients, how they prefer to communicate, and the environments where they will thrive. Whether you’re hiring new team members, training staff, or leading surgeons and nurses, these frameworks reduce guesswork and create a stronger, more cohesive culture.
This article explores some of the easiest and most trusted behaviour profiling systems — DISC, StrengthsFinder, MBTI, Kolbe, and Enneagram — and shows how they can help plastic surgery practices improve teamwork, communication, leadership, and patient care.
Behavioural profiling is the structured assessment of how people prefer to act, think, and interact with others. For medical and surgical practices, this is not just a “nice to have” — it can directly improve patient experiences and practice performance.
When used well, profiling helps:
Profiling is not about putting staff in boxes. Instead, it’s about providing leaders with tools to understand and adapt — so every team member can work at their best.
Here are six behavioural profiling tools that can help your practice:
DISC is one of the most widely used frameworks in business and healthcare settings. It maps behaviour across four traits:
Using DISC in team-building sessions or training allows practices to reduce conflict, improve communication with patients, and support smoother day-to-day workflows.
Many plastic surgery suppliers, like Allergan, train their staff and surgeons to use a Four Colour Profiling System similar to DISC.
In most DISC frameworks, each behavioural quadrant is paired with a strong, memorable primary/secondary colour for easy recognition. The most commonly used associations are:
This colour coding is now almost universal in DISC training materials, because it gives an instant visual anchor to each style (e.g., “Red personalities” = decisive and driven).
For a great overview of the four personality types – read the best-selling book Surrounded by Idiots by Thomas Erikson.
There are many FREE DISC profiling tools available online – I recommend you PAY for at least one DISC profile with full DISC assessment book to really understand yourself.
See below for more DISC Resources.
Gallup’s StrengthsFinder (now called CliftonStrengths) shifts the focus from weaknesses to natural talents. It identifies each person’s top five strengths across 34 categories, grouped into four domains:
By aligning people with roles that suit their strengths, you improve both staff satisfaction and patient experience.
See below for best StrengthsFinder resources.
The MBTI categorises people into 16 personality types based on four preference pairs (E/I, S/N, T/F, J/P). While not perfect, it’s one of the most recognised profiling tools.
In medical practices, MBTI can highlight:
This awareness reduces frustration and supports better collaboration in a busy clinical environment.
See below for best MBTI Resources.
The Kolbe Index is unique because it doesn’t measure personality or feelings — it measures instinctive “doing energy.”
Its four action modes are:
By recognising these instincts, leaders can assign tasks more effectively and reduce stress from role misalignment.
Visit the Kolbe website for more information – Website: www.kolbe.com
The Enneagram describes nine personality types, each driven by a different core motivation. Unlike other tools, it blends behaviour, psychology, and deeper drivers.
For example:
In practices, the Enneagram builds empathy and helps leaders understand not just what staff do — but why. This deepens trust and reduces burnout.
Beyond behaviour and strengths, values drive why people work the way they do. Tools like Motivation Mapping or Values Assessments help practices align hiring and retention with culture.
Aligning roles with values reduces turnover and improves staff engagement.
Profiling is powerful when applied consistently across the business:
Q: How can DISC reduce miscommunication between surgeons and reception staff?
Surgeons often lean toward Dominance (D) and Conscientiousness (C), while reception staff often display Influence (I) and Steadiness (S). DISC teaches each group to adapt — surgeons soften their approach, reception staff become more concise — reducing daily tension.
Q: Can DISC help in managing theatre teamwork?
Yes. Surgeons (D/C) and nurses (S/C) often clash under pressure. DISC improves mutual understanding: surgeons slow down and explain, while nurses feel empowered to voice concerns, improving theatre safety.
Q: How does DISC guide patient coordinator communication in consultations?
Coordinators can flex their style to the patient — giving clear, decisive answers to high-D patients, building rapport with high-I patients, reassuring high-S patients, and offering detailed data to high-C patients.
Q: What role does DISC play in conflict resolution between staff?
By mapping profiles, managers can see if conflict is style-driven (e.g., D vs S speed mismatch). With this insight, they coach staff to adjust rather than blame personalities.
Q: Can DISC predict who will thrive in sales and conversion roles?
High-I staff are natural rapport builders, but high-D staff excel at asking for decisions. Pairing them in consultations increases patient conversion rates.
Q: How can DISC be used in recruitment?
Profiling highlights whether a candidate’s natural pace and focus align with the role. For instance, a high-S candidate may excel in patient care but struggle in a fast-paced surgical coordinator role.
Q: What’s the danger of using DISC too rigidly in a practice?
Over-labelling. Saying “She’s just a high-S, so she won’t manage change” ignores adaptability. DISC should guide development, not limit opportunity.
Q: How does DISC improve practice manager leadership?
Managers with balanced awareness of all four traits adapt their leadership style — being firm with high-D surgeons, warm with high-I staff, patient with high-S nurses, and precise with high-C administrators.
Q: Can DISC help staff manage difficult or demanding patients?
Yes. Staff learn to recognise patient styles quickly — e.g., a high-D patient wants efficiency, while a high-S patient wants reassurance. Tailoring responses reduces friction.
Q: How can DISC support staff well-being?
By recognising that high-S staff may avoid confrontation or burnout quietly, while high-D staff may push themselves too hard. Managers can provide targeted support.
Q: How does DISC apply in marketing and front-office roles?
High-I staff shine in social media and patient engagement, while high-C staff ensure accuracy in website copy and compliance with AHPRA/TGA standards.
Q: Can DISC be used for succession planning?
Yes. A patient coordinator with natural Influence (I) and Dominance (D) may evolve into a sales leader, while a high-C/S nurse may grow into compliance or operations leadership.
Q: How does StrengthsFinder complement DISC in staff management?
DISC shows how people behave; StrengthsFinder shows what they do best. Together, they give a clearer picture for role alignment.
Q: Can StrengthsFinder help when staff feel underutilised?
Yes. A receptionist with “Communication” strength may enjoy contributing to social media or patient education, preventing disengagement.
Q: How does StrengthsFinder improve team balance?
It ensures teams aren’t overloaded with one type of strength. For instance, too many “Achievers” may cause burnout, while balancing with “Empathy” creates harmony.
Q: Can StrengthsFinder be applied in staff appraisals?
Yes. Reviews can highlight how staff are applying their top strengths, making appraisals more positive and motivating.
Q: How does StrengthsFinder impact patient care?
Staff who use their natural strengths — e.g., “Empathy” in nurses, “Analytical” in surgeons — create better patient experiences and outcomes.
Q: Can StrengthsFinder support career development within the practice?
Yes. Identifying untapped talents (like “Learner” or “Arranger”) helps managers create growth paths without needing external hires.
Q: Can MBTI improve scheduling and workload planning?
Yes. J-types prefer structure, while P-types handle unpredictability. Assigning accordingly reduces stress and errors.
Q: How does MBTI help in understanding stress reactions?
T-types may become overly critical, while F-types may get emotional under pressure. Managers can adjust communication to support both.
Q: Does MBTI explain why some staff resist change?
Yes. J-types often dislike sudden shifts, while P-types adapt more easily. This explains differences in how staff handle new systems.
Q: How can MBTI improve leadership training?
Leaders can learn to adapt — e.g., an Extravert manager giving space for Introverts to speak in meetings.
Q: How can MBTI improve patient interactions?
Introverted nurses may shine in one-to-one patient care, while Extraverted coordinators excel in busy front desks.
Q: Should MBTI be used in hiring?
It can provide insights, but shouldn’t be the sole basis for decisions. Its best use is development, not selection.
Q: How can Kolbe reduce role stress in admin staff?
By aligning instincts: Quick Starts handle patient unpredictability, while Follow Thrus manage structured billing and compliance.
Q: How does Kolbe differ from DISC and MBTI?
It measures conative energy — how people instinctively act — not personality or feelings.
Q: Can Kolbe help in theatre team coordination?
Yes. Fact Finders ensure details are correct, Implementors handle hands-on tasks, and Quick Starts adapt to sudden changes.
Q: How can Kolbe improve marketing and business development?
Quick Starts thrive in creative campaigns, while Fact Finders ensure content accuracy and compliance.
Q: Can Kolbe prevent burnout?
Yes. Staff forced to act against instincts (e.g., a Quick Start in a repetitive billing role) become drained. Matching instincts reduces stress.
Q: How do managers use Kolbe for task delegation?
By assigning roles to instinctive strengths — e.g., Follow Thru staff manage systems, Quick Starts brainstorm new services.
Q: How does the Enneagram help prevent staff burnout?
By identifying core motivations — Type 2 Helpers burn out when unappreciated, Type 3 Achievers when overworking for success, etc.
Q: Can Enneagram explain staff conflict?
Yes. Type 1 Reformers may clash with Type 7 Enthusiasts — one values rules, the other flexibility. Awareness reduces tension.
Q: How does Enneagram benefit surgeons?
Many surgeons are Type 3 Achievers or Type 8 Challengers. Knowing this helps them balance ambition with empathy.
Q: Can Enneagram improve nursing and support roles?
Yes. Many nurses are Type 2 Helpers or Type 6 Loyalists, driven by service and security. Recognising this helps with motivation and retention.
Q: How does Enneagram impact leadership development?
It reveals blind spots — e.g., Type 8 leaders may overlook staff sensitivity, while Type 9 leaders may avoid necessary conflict.
Q: Should Enneagram be used in staff retreats?
Yes. It encourages empathy, self-awareness, and understanding of deeper motivations, making retreats more impactful.
Q: Why is values alignment critical in a plastic surgery practice?
Because misaligned values — e.g., hiring someone driven by stability into a fast-growth clinic — cause turnover and frustration.
Q: How do values assessments help in recruitment?
They highlight whether a candidate’s drivers align with practice culture — service, innovation, excellence, or stability.
Q: Can values profiling guide leadership vision?
Yes. Leaders who understand their own drivers (achievement, service, security) can align their vision with the team’s values.
Q: How does motivation profiling improve retention?
By ensuring staff feel their personal values (e.g., growth, recognition, stability) are recognised and supported.
Q: Why use multiple profiling systems instead of just one?
Each answers a different question — DISC (how), StrengthsFinder (what), MBTI (processing), Kolbe (instincts), Enneagram (why).
Q: How can profiling improve external relationships (anaesthetists, referrers)?
Understanding different styles reduces tension and builds smoother collaborations.
Q: Can profiling improve financial conversations with patients?
Yes. Staff learn to adapt pricing discussions to the patient’s style — data-driven for high-C, benefits-driven for high-S.
Q: How can profiling be used in daily staff meetings?
By using “style reminders” — e.g., acknowledging high-D staff want efficiency, high-S staff want patience.
Q: How does profiling support succession planning?
It identifies leadership potential early by mapping strengths, motivations, and behaviours.
Q: What’s the biggest risk in using profiling tools?
Misuse — turning results into stereotypes or gossip. The solution is ethical use, confidentiality, and framing results as development tools.
Q: Should behavioural profiling be used in recruitment?
Yes, when applied responsibly. Profiling ensures a candidate’s natural style aligns with role demands. For example, a high-S (supportive) applicant may thrive in nursing but struggle as a surgical coordinator, where speed and decisiveness are critical. Profiles shouldn’t replace interviews or skills checks but should complement them.
Q: What profiling insights are useful when hiring a practice manager?
Successful practice managers often need:
Q: How do values and motivation profiling improve recruitment outcomes?
Mis-hires often occur because values don’t align, not because of skill. A candidate motivated by stability may not thrive in a fast-paced growth practice. Profiling values during recruitment helps secure staff who will remain engaged long term.
Q: Can profiling predict who will thrive in patient conversion or sales roles?
Yes. High-I staff (Influence) naturally build rapport, while high-D staff (Dominance) are more comfortable asking for decisions. Pairing these in consultations improves patient conversion rates.
Q: How does DISC reduce miscommunication between surgeons and reception staff?
Surgeons often lean toward D and C (fast, precise), while receptionists lean toward I and S (warm, patient). Without awareness, surgeons may see reception staff as slow, while receptionists may see surgeons as blunt. DISC provides a common language to bridge these gaps.
Q: Can MBTI improve scheduling and workload planning?
Yes. J-types (Judging) prefer structured schedules, while P-types (Perceiving) handle last-minute changes well. Assigning accordingly reduces stress and errors in daily operations.
Q: Can profiling improve cross-location culture in multi-site practices?
Yes. A shared framework ensures consistency. For example, one site heavy with D-style leaders and another with S-style managers may operate very differently. Profiling brings alignment across sites.
Q: How do you use profiling in staff meetings?
Leaders can acknowledge styles at the start: “Our high-D colleagues want efficiency, our high-S team want to be heard.” This simple reminder builds awareness without long lectures. Using the 4MAT structure for training can also help – explain WHY (C), then WHAT (D) then HOW (S) and finish with WHATIF (C) – the I types just want everyone to be involved.
Q: Can profiling support diversity and inclusion in a practice team?
Yes. Profiling reinforces that quieter or less dominant staff (like Introverts or high-C types) bring just as much value as more outspoken colleagues. This creates a culture of respect and inclusion.
Q: How does profiling improve practice manager leadership?
Managers aware of different profiles adapt their approach: being firm with high-D surgeons, warm with high-I staff, patient with high-S nurses, and precise with high-C administrators.
Q: Can profiling identify future leaders?
Yes. DISC and StrengthsFinder highlight leadership potential — e.g., a coordinator with Influence and Command may evolve into a sales leader, while a high-C nurse with Responsibility may suit compliance leadership.
Q: How does Enneagram support leadership growth?
It reveals blind spots. Type 8 Challengers (often surgeons) may overlook staff sensitivity, while Type 9 Peacemakers may avoid conflict. Awareness builds balanced leadership.
Q: Can profiling help with succession planning?
Yes. It identifies who has the behavioural style, strengths, and motivations to step up. A receptionist with Communication and Quick Start instincts may develop into a marketing leader, while a nurse motivated by stability and precision may excel in operations.
Q: Can DISC improve patient communication?
Yes. Staff can learn to flex styles but it requires mental energy to operate in their adapted style:
Q: How can profiling improve handling of complaints?
Q: Can profiling help surgeons in consultations?
Yes. Surgeons with high-D/C tendencies may rush, overwhelming cautious patients. By recognising this, they can slow down and adapt to patient styles, improving trust and conversion.
Q: Does profiling have a role in patient upselling or pricing discussions?
Yes. High-S staff often avoid financial discussions, while high-C staff hesitate without detailed certainty. Profiling helps managers coach staff to approach pricing in ways that feel natural and authentic.
Q: How can profiling reduce staff burnout?
Q: Can Kolbe help reduce stress?
Yes. Stress often comes from working against instincts. A Quick Start trapped in repetitive admin will burn out, while a Follow Thru forced into chaotic roles will feel overwhelmed. Aligning tasks with Kolbe instincts prevents this.
Q: How can StrengthsFinder boost retention?
By allowing staff to use their top strengths daily. A nurse with “Learner” thrives when given training opportunities; a coordinator with “Woo” thrives in patient-facing activities. This keeps staff engaged.
Q: Can Enneagram be used to build empathy within teams?
Yes. When staff see each other’s motivations (e.g., a Type 6 Loyalist needs stability, a Type 7 Enthusiast needs variety), empathy increases and blame decreases.
Q: How does motivation profiling reduce turnover?
By ensuring staff feel their drivers are met — recognition, growth, service, or stability. If these are ignored, turnover rises even in well-paid roles.
Q: Can profiling improve marketing and business development?
Yes. Quick Start staff (Kolbe) excel in testing new campaigns, while Fact Finders ensure compliance with AHPRA/TGA. High-I staff shine in patient engagement, while high-C staff excel in data accuracy.
Q: How does profiling support training and professional development?
Training can be tailored — e.g., high-C staff benefit from structured, detailed learning, while high-I staff learn best in interactive workshops.
Q: Can profiling be used with external partners like anaesthetists or referrers?
Yes. Many conflicts arise from style clashes. For example, a high-D surgeon may frustrate a high-C anaesthetist. Profiling awareness improves collaboration.
Q: Why use multiple profiling tools instead of just DISC?
Because each answers a different question:
Q: What’s the biggest risk of using profiling in a practice?
Misuse — treating results as stereotypes or gossip. Ethical use requires confidentiality, context, and framing profiles as growth tools, not labels.
Behavioural profiling is not about boxing people in — it’s about unlocking potential. In plastic surgery practices, where patient trust and teamwork are critical, these tools transform culture, improve communication, and align people with the roles where they thrive. From hiring to leadership development, from patient care to long-term succession planning, profiling provides a roadmap for both staff growth and business success.
Plastic surgery practices are built on people — and understanding people is the fastest way to build a stronger, more resilient business. Behaviour profiling gives leaders and owners a practical toolkit for improving communication, reducing conflict, and creating a workplace where both staff and patients thrive.
At Specialist Practice Excellence, we help practices introduce these tools through workshops, leadership retreats, and coaching for a plastic surgery private practice.