the firo-b instrument fsli 2011 to show.pdf

7/29/2019 The FIRO-B Instrument FSLI 2011 to show.pdf

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The FIRO-B InstrumentFundamental Interpersonal Relationship Orientation-

Behavior

Understanding yourresults

Claudia Fernandez, DrPH, RD, LDN


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What does the FIRO-B tell me?

z A practical tool that helps you understandhow your behaviors might be interpreted in

organizational settings.

z Interpersonal behaviors are related to the

dynamic of what we express towards othersand want from others.


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Where did it come from?

Supported by USGovernment during the

Korean war.

Helped the Navy

understand how to putpeople together intohigh stress situations.

Who gets the key to the

nuclear missiles?


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The FIRO-B addresses 3 aspects of interactionbetween you & others

Inclusion

Affection

Who will you select to interact with?

How does the initial phase of interaction work out?

Control:Who directs the flow of interaction?

How do the parameters of that interaction get set?

How OPEN is the interaction with another?

What is the nature of support in that interaction?


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There is a cycle to how interactions evolvebetween people

Inclusion

Control

Affection/

Support

Inclusion

Control

Affection/Support

As interaction between

people start out

As an interactionbetween people ends


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What is INCLUSION about?

Inclusion

A person walks into the room.

What behaviors do you do to helpthat person feel included?

Wave

Ignore them

Introduce them

Make eye contact

motion them over:

hey, sit here!


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With all of these behaviors you are sending

signals that they are IMPORTANT: keywordsbelonging, involvement,participation, recognition, distinction.

What is INCLUSION about?


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What is CONTROL about?

How does the interaction

FLOW between people?

Jump in!

Call on someone

Make eye contact

Raise your hand

How is there control over

who speaks and when?

Stand up

Take notes..or not

Its about cueing others

Share goals and objectives


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With all of these behaviors you are directing the

interaction between people: key wordspower, authority, influence, responsibility,consistency.

What is CONTROL about?


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What is AFFECTION about?

How do you express support,encouragement, or appreciation

for others?Thank them

Employee of the MonthI liked your

presentation!

Dove Bars!

How do you acknowledgethe contribution of another?

Hug or handshakeApplaud!

How was your

weekend?


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With all of these behaviors you are sending

signals of personal worthits close andpersonal. Key words: personal ties,consensus, sensitivity, support, openness.

What is AFFECTION about?


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Just a little more about thesebehaviors


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Inclusion

Control

Affection

What happens when its too much, ortoo little, of the behaviors?

Too litt le Too much

People might perceive

you as a cold f ish,

prickly or abrupt

Get stuck, dont

progress, lose

credibility

Chaos reigns or your

agenda goes by the

wayside

Others feel left out,

lectured to, their

ideas arent invited

People feel their work

or contribution is

unappreciated, theyare a cog in the wheel

People are

uncomfortable, at the

extremesexual

harassment lawsuits


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How does the instrument assessall of this?

FREQUENCY

NUMBER OF

PEOPLE

Of including, controlling andexpressing encouragement ininteraction with others

With whom you express orwant these behaviors

2 aspects of interpersonal interaction:wanted and expressed


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What do the scores mean?

0-2 You are pretty selective and display these behaviorson rare occasions to a few people

3-6You are pretty situational in these behaviors,displaying them with some people

7-9You express these behaviors with with many people,much of the time


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What does it mean to have high vs.low scores?

But either wayyou have a

pond with fishin it!

High Scores: You have a biggerpond with more fish in it

Low Scores: You have asmaller pond with fewer fish


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What kind of feedback do you get from others?

How do your behaviors potentially MEETthe needs of others?

How do they MISS the needs of others?

What are the intended consequences of your

behaviors?What are the unintendedconsequences of your behaviors?

Use this insight into your behaviors withothers


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Inclusion

Control

Affection

Insights from the FIRO-B:If you have

HIGH WantedThen you may perceive

LOW WantedThen you may perceiveLack of acknowledgement

as negative, rejections asdevastating, being away as

missing the action

Most invitations as

obligatory, group time aswasteful

Any structuring as inadequate,

standard procedures as

comforting

Any control as too much;

plans and structures aspressure, competitive

behavior as annoying

Lack of expressed concern

as insensitive, infrequent

feedback frustrating

Reassurances as superficial,

personal questions asintrusive, emotions as

distracting/trying


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What does it mean to havea high expressed affection

score?


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Example insights from the FIRO-B I

31thats a moderate amount of energy put intorelationships, the higher the score the more

likely they are to be gregarious

Wanted

C A

Expressed

76

16196

5 12

812 11

I

31

This person might bea do-it-yourself

Sometimesthey invite youto lunch,sometimes they

want to beinvited

>4 pt difference: aware that youeither initiate/want more interaction

from others


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Example insights from the FIRO-B II

Wanted

C A

Expressed

21

2563

1 8

46 4

I

14This personmight feel leftoutthey want

to be includedbut whoknows?

Probably pretty satisfiedwith their wants and gets

in interpersonal actions

14-a selectively social person who is probablyan MBTI introvert

When warm and close itswith family members andclose friends

Wh t if k d ith thi ?


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What if you worked with this person?

41a very social person who is probably andextravert and very gregarious: the J ulie McCoy-Love Boat Cruise Director type

Wanted

C A

Expressed 49

29

229

8 19

618 17

I

41This personwants everyoneto come along

and doesntwant to missout

Will this person feel comfortable talking to you? Feel

important? As though you think they are competent?How can you express behaviors to

connect, motivate, influence and leadthis person?


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What motivates you the most?

Wanted

C A

Expressed 4.104.25

2.652.90

12.404.05

5.00 10.55

6.757.15 9.05

I

22.95

Where are your scores the highest?


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A lot is required of effective leadership!

Leaders need to know their

organizations, the culture, and how

targeted others operate (their needs,

beliefs, biases, perspectives)

Leaders need to be able to sublimate their needs, beliefs,

biases, & perspectives to meet those of others & move

their agenda forwardall while remaining authentic

and comfortable in their own skin

Leaders need to understand

themselves, their needs,

beliefs, biases,

& perspectives

The

Artof it

ishere


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But there is SO much more.

z The FIRO-B can be a great tool to help you worktogether better in an environment of tolerance

support, where people are different and working on acommon goal.

z BUT it can also help you understand some of thedeeper aspects of WHY you interact with others inthe way you do


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FIRO-B is based on Self Concept

Significance(Inclusion)

Competence(Control)

Lovability(Affection)

A sense ofbelonging to theworld, that onespresence matters

leading to behaviorsrelated to inclusion

A sense that we are lovable, deserving of love and being

loved, seeking connection with others, leading tobehaviors related to affection and openness.

A sense that we canact, decide and

direct our actionssuccessfully, leading

to behaviors ofcontrol.


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The Iceberg Model of UnderstandingInclusion

Below the water l ine

Above the water line

How do I approach others?How do I want them to

approach me?

How significant do I really feel?Do I feel involved here? Important?Do my ideas matter at all?

Do I belong?


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The Iceberg Model of UnderstandingControl



How competent do I really feel?Do others see me as competent?Do I think others are competent?

Do I over control the situation because of myfeelings about the competence of myself orothers?

What kind of direction/cueing do I want to give others?What kind of direction/cueing do I want others to give tome?


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The Iceberg Model of UnderstandingAffection



Do I fail to show emotional support towardsothers because I dont feel a strong sense

of my own worth?

Do I seek a lot of connection with others tobolster my sense of self-worth?

What kind of connection do I want to have with others?What kind of support and encouragement do I show and do Iwant?


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What are your insights from the

FIRO-B instrument?

How can these insights impact

how you work on your teams?

How can these insights help you feel

more satisfied about your interactions

with others?

Summing up.


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How to start to interpretyour scores


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How to start to interpretyour 12 scores

1. Look at your summative scores The overall need scorehigh, med, low?

How are Total Expressed and Total Wantedrelated?

2. Look at your Expressed vs. Wanted scores For Inclusion For Control

For Affection

Relationship between them

Any discrepancy?Where?


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How to start to interpret your12 scores, cont

3. Look at your relative sum scores Which has the highest total need (I,C,A)?

Which has the lowest total need (I,C,A)?

FIRO-B Theory poses that these totals

represent, respectively, the need one ismost likely to pursue

How does this play out in your day-to-day

encounters?


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How to start to interpret yourscores, cont

4. Look at each of the 6 Need scores

Are they high, medium, or low? What does this suggest about your pattern of

interpersonal behavior?

5. How do the 6 needs affect each other? How do they combine to define and explain a

unique interpersonal style?

the firo-b instrument fsli 2011 to show.pdf

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