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compatibility A unique, world-leading indicator of interpersonal style. Ideal for team building, development and coaching. The FIRO-B® instrument identifies: How you tend to behave toward others and How you want them to behave toward you. Your FIRO-B results can help you increase your self understanding in a number of important areas, including how you handle interpersonal relationships and your own social needs, how others perceive you, and how you see them.
It is an exceptionally powerful tool for increasing selfawareness. Business applications Teambuilding and development The FIRO-B instrument is a powerful tool when used in executive coaching or self-development. team or group situations.Behaviour (FIRO-B ) instrument is a unique tool that focuses on interpersonal relationship styles to examine how a person typically behaves towards others. and for helping to understand difference workplace relationships and the impact of one person s style on others. Management and Leadership Development The FIRO-B instrument is ideal to use with new and experienced managers. and how they would like other to behave towards them. by identifying and understanding their interpersonal style. to involve others in decision-making and to delegate responsibility. it will enable them to understand their natural style and what impact this has on the way they communicate. . The FIRO-B instrucment is a flexible tool that can be used in one-toone. It helps individuals to increase their self-awareness and interpersonal effectiveness.FIRO-B questionnaire The Fundamental Interpersonal Relations Orientation .
When used as part of a team programme. undertaking the FIRO-B assessment enables the team to open up. This tool can be easily combined with others. the FIRO-B will help an individual to understand their motivation. choices and flexibility in working with others. giving them an objective. to present a comprehensive view of personal style for use in self and group development. For example. such as the MBTI instrument. practical framework that can be used to overcome barriers to effective team operation and communication. Professionally led feedback sessions and comprehensive narrative reports give practical suggestions for how to improve relationships or increase effectiveness. . when used in coaching.Benefits for the organisation The FIRO-B instrument is a unique tool which can offer insight into interpersonal needs and behaviours. This tool can be introduced easily to existing HR practices for greater effectiveness.
a measurement instrument with scales that assess the behavioral aspects of the three dimensions. which led to the creation of a theory of Five Temperaments. For each area of interpersonal need the following three types of behavior would be evident: (1) deficient. he identified the following types: . The theory is based on the belief that when people get together in a group. Schutz himself discussed the impact of extreme behavior in the areas of inclusion. Excessive was defined as indicating that an individual was constantly trying to satisfy the need. FIRO-B was created. which define how much a person expresses to others. Schutz developed a measuring instrument that contains six scales of nine-item questions that he called FIRO-B. This technique was created to measure or control how group members feel when it comes to inclusion. there are three main interpersonal needs they are looking to obtain . however. and affection as indicated by scores on the FIRO-B. and affection/openness or to be able to get feedback from people in a group. and can and do change. From this. This theory mainly explains the interpersonal underworld of a small group. based on this theory. the four temperaments were eventually mapped to the FIRO-B scales.Fundamental Interpersonal Relations Orientation (FIRO) is a theory of interpersonal relations. introduced by William Schutz in 1958.affection/openness. Ideal referred to satisfaction of the need. and did not encourage typology. leadership and responsibilities. These categories measure how much interaction a person wants in the areas of socializing. control. Scores are graded from 0-9 in scales of expressed and wanted behavior. control. and how much he wants from others. Schutz believed that FIRO scores in themselves were not terminal. and more intimate personal relations. control and inclusion. (2) excessive. and (3) ideal. Deficient was defined as indicating that an individual was not trying to directly satisfy the need.
high WC) the autocrat (high EC. low WC) the democrat (moderate EC. low WA) the overpersonal (high EA.Inclusion types. moderate WI) Control types the abdicrat (low EC. the undersocial (low EI. low WI) the oversocial (high EI. high WI) the social (moderate EI. high WA) the personal (moderate EA moderate WA) . moderate WC) Affection types the underpersonal (low EA.
Relationships How do Leaders Develop Effective Relationships? How do Leaders Stress their relationships? How do Leaders relate to their people? What skills are needed to effectively relate to subordinates? .
Group Dynamics Instillation of Hope Universality Imparting of Information Altruism Recapitulation of the Primary Family Socialising Techniques Imitative Behaviour Interpersonal Learning Group Cohesiveness Catharsis Existential Factors .
Expressed and Wanted Inclusion Control Expressed Control Wanted Control Affection Expressed Affection Wanted Affection Expressed Behavior Wanted Behavior Expressed Inclusion Wanted Inclusion .
I try to get clear expectations and instructions .FIRO-B measures « « how a person typically behaves towards others and how that person would like others to behave towards him or her. I am comfortable expressing personal feelings and I try to be supportive of others. INCLUSION expressed I make an effort to include others in my activities. I want others to act warmly with me and when they towards me. to join social groups ² to be with people as much as possible I want other people to invite me to belong. I enjoy it when people share their feelings with me and encourage my efforts. I enjoy organising things and directing others. I try to belong. AFFECTION I make an effort to get close to people. wanted I feel most comfortable working in well-defined situations. I enjoy it when others notice me. CONTROL I try to exert control and influence over things.
Build and Maintain Effective Relationships A person with High Expressed In Low Expressed In High Expressed Co Low Expressed Co High Expressed Aff Low Expressed Aff matched with a person with High Wanted In Low Wanted In High Wanted Co Low Wanted Co High Wanted Aff Low Wanted Aff .
but >50% of Chinese or Indian (or other Asian) population. Optimist: Not only initiate warm. Dependent-Independent Conflict:2% of Western population. will either strike up conversation with strangers or make long phone calls to family.Who are you? Inclusion Control Affection Expressed Wanted H H People Gather H H Dependent Independent Conflict H H Optimist People Gatherer: Not only outgoing but also compulsively driven towards people. close or intimate relationships but also quite comfortable when others initiate this behaviour. Natural part of hierarchical culture. . friends or colleagues. High need to belong and to be centre of attention. Somewhat indiscriminate in sharing with his/her network. If physically isolated ± eg on business trip to strange city/country.
. it will be at superficial level. Could be a good leader but will only move at own pace.Who are you? Inclusion Control Affection Expressed Wanted L L L L L L Loner rebel pessimist Loner: most comfortable when they can distance themselves. Close relations will be few and far between. Rebel: Not only avoid decisions but also most comfortable when not controlled by others. If and when they share. or be very selective with whom they associate. Pessimist: Very cautious about becoming emotionally involved.