The FIRO-B test includes three main areas:

 Inclusion
 Control
 Affection

When referencing these specific words used in this assessment, it is important to

understand the author’s definition of each.

Inclusion is defined by the relationships one prefers to form with others. It explains
the extent of which an individual enjoys or feels an aversion to being involved and
invited by others. It can be the amount of recognition they prefer to receive or
acknowledgement for a job well done or their preference to be invited to an after-
hours work event. This word can also be associated with how much attention a
person prefers to have from others.

Control is a word that can often carry a negative connotation, but in reference to the
definition for this assessment, this word has to do with a preference for having an
influence over others. It deals with a person’s preference for making decisions and
amount of responsibility one may want to have. Most people who score high in this
area have a keen power of persuasion and are professional leaders.

Affection is a word which is often misunderstood when used in the context of the
FIRO-B. Many believe the definition of this word to mean a felling of love or strong
attachment. However, Schultz used this word to describe individuals interpersonal
need for simple one-on-one relationships. It has to do with the want to know others
on a personal level or how much an individual prefers to share their personal life with
others. It has to do with the warmth of their demeanor and how supportive or
empathetic an individual prefers to be and receive. Most individuals who score high
in this area are known to be open with others, as well as, supportive of other’s
needs.

Each area is also modified by two further factors:

 Expressed Behavior
 Wanted Behavior

In short, Expressed Behavior is related to how comfortable we feel about exhibiting a

behavior toward other people. Wanted behavior, on the other hand, is related to the
level we want other people to exhibit a behavior toward us.

When you apply Expressed Behavior and Wanted Behavior to the three main
areas of the FIRO-B test—Inclusion, Control, and Affection—you end up with
six main sections of the FIRO-B test as followed:

 Expressed Inclusion: This score dictates the level to which you make an
effort to include others in your activities, as well as the extent that you
work to get others to include you in their events. The higher the score, the
 more likely you are to want to engage socially and join a larger amount of
social groups.
 Wanted Inclusion: This score will show you the extent that you want
others to include you in their activities (without you instigating it), and your
need to belong. The higher the score, the more likely you are to want to
be invited to social gatherings and social groups. Unlike Expressed
Inclusion, this doesn’t mean you will necessarily initiate the request, but
you do want to be invited and included.
 Expressed Control: This section tells you about the extent that you feel
comfortable influencing others and the degree that you make an effort to
control a situation. Scoring higher is also is related to one’s comfort with
organizing and taking responsibility for others.
 Wanted Control: This score is connected with your comfort level of being
in a situation with clear instructions and expectations, where your situation
is pre-defined by others. In other words, your comfort level with someone
else in charge and influencing the direction of your actions.
 Expressed Affection: This score is associated with the extent to which you
try and engage with people on a personal level. The higher the score is,
the more comfortable you are with supporting others and being open with
them.
 Wanted Affection: This score tells you how comfortable you are with
others taking a personal interest in you and acting warmly toward you in
general. If you have a higher score in this section, then you tend to be
more comfortable with others encouraging you and sharing personal
matters with you.

Each category receives a score ranging from 0 to 9. Based on your score, each
section will fall into one of three categories:

 0-2 Low
 3-6 Medium
 7-9 High

How to use the FIRO-B® Test Results?

An individual’s results can be used as a tool in helping you predict how comfortable
they will be interacting with others in specific situations. Also, you can use your
results to:

 Identify patterns in your interpersonal behavior

 Discover interpersonal behaviors for use as a guide for expected behavior
 Foster questions about your satisfaction with other’s and your behavior
 Find alternate behavioral patterns which can increase your efficiency
 Build stronger, well-rounded, communication-forward teams
 Develop personal relationships
 Augment your career development strategies

Roles as per FIRO B.

The Clarifier: High Expressed Inclusion

A person in this role generally will want to make sure that everyone in their group
understands every component necessary to the group’s efficiency. The individual will
often be the one to introduce new team-members to the group, making sure that
everyone knows about the change to their organization. They often will be the one to
take minutes at a meeting and send out a memo to recap a conversation. Clarifiers
often gather facts and data for others to review in order to provide an overall
“clarification” for everyone to have. People with High Expressed Inclusion generally
have no trouble articulating their preference for involvement.

The Tension-Reducer: High Wanted Inclusion

These individuals may be generalized as the “class clowns” or jokesters of a group.

They tend to look for common interests among their peers in order to find ways to
include themselves in conversations and events. However, their behavioral
preference for involvement may come off as subtle and/or confusing to others at
times, especially when combined with a Low Expressed Inclusion score. Having a
team who understands these individual’s behavioral patterns will often lead the
“Tension-Reducer” to a place where his or her interpersonal needs are being met
and they can in turn provide a low stress environment for others.

The Individualist: Low Wanted Inclusion

This type of person may come off as standoffish or with a disregard for the group’s
needs. They may see meetings as an unnecessary distraction from their work and
may rarely participate in any type of group discussion. They may be known as the
“silent work horse” who prefers to not be interrupted, but it is important to know that
this type of person can be a vital part of an organization. Knowing these behavioral
tendencies, others in your group can realize that the “Individualist’s” behavior is not a
personal dismissal, but instead an interpersonal behavioral preference.

The Director: High Expressed Control

Individuals who tend to do most of the decision-making within your organization are
most likely playing the role of the “Director”. This type of person is known to “shoot
for the stars” and may tend to have unrealistic expectations for the group. During
meetings, these individuals may prefer to have the center of attention and, in doing
so, may have a tendency to interrupt others. They often like to delegate and having
subordinates for doing so is generally their preference for providing efficiency and
success for their organization. Those who assess with High Expressed Control are
often part of the management team or are striving to do so.

The Questioner: High Wanted Control

These people may be those who criticize decisions of their superiors while also
providing constructive means for improvement in doing so. They may ask for
clarification and fact checks are very important to them. They may tend to ask a
multitude of questions, often delaying an important decision while they gather data.
They tend to work best with a superior who assesses with High Expressed Inclusion,
as opposed to one with High Expressed Control as the two tend to compliment each
other.

The Rebel: Low Wanted Control

This type of role is held generally by individuals who may have a difficult time finding
common ground with the rest of their group. They tend to criticize other members of
their organization often offering alternate means of completing a task but then
dropping the ball when implementation of their ideas comes into play. These
individuals often are those who constantly challenge established processes and
procedures and refuse to conform to group consensus. However, these individuals
can also be members of a group who simply have no behavioral preference for
influencing others and may want to keep their head low and work without disruption.
Just as the “Individualist” they can turn to be a vital member of an organization if
given the appropriate leadership.

The Encourager: High Expressed Affection

Individuals who assess with High Expressed Affection are generally those who are
constantly lifting others up. They are the compliment givers, who prefer a
harmonious environment. They may even stretch the truth in order to keep the peace
within their organization. These people are often the friendly, do-gooders of the
group who provide empathy, diplomacy, and warm conversation. These individuals
are those who know everything about everyone and are known as an “open book”
themselves.

The Listener: High Wanted Affection

These people tend to be quiet in group interactions but will offer personal information
when asked. They generally keep a positive attitude towards others as their
interpersonal behavioral preference is to be a part of these interactions. They often
show their want for stronger one-on-one relationships non-verbally with their body
language and facial expressions. They may come off as shy or reserved, but when
peeled out of their shell they tend to be life long companions for others.

The Cautioner: Low Wanted Affection

These individuals are known to be the “devil’s advocates” of the group. They may
display their doubts and concerns for decisions being considered. Even though they
may come off as argumentative, they are a vital part to any organization. Generally,
it is important to consider all angles of an important decision, and “Cautioners” take a
careful analysis of all sides, often not afraid to express their concerns. These
individuals are often hesitant to be captivated by ideas which persuasive individuals
introduce which are not backed up with facts. They generally do not prefer to have
close one-on-one relationships with others or share personal details of their life in the
same fashion.