The FIRO-B Instrument Fundamental Interpersonal Relationship Orientation-Behavior

1. The FIRO-B InstrumentFundamental Interpersonal Relationship Orientation-Behavior Understanding your results

2. What does the FIRO-B tell me? A practical tool that helps you understand how your behaviors might be interpreted in organizational settings. Interpersonal behaviors are related to the dynamic of what we express towards others and want from others. The FIRO-B is NOT a personality instrument. It�s about behaviors and those should not be labeled as �personality traits�. The FIRO-B is NOT a personality instrument. It�s about behaviors and those should not be labeled as �personality traits�.

3. Where did it come from? The FIRO-B is about US. It helps you get beyond the YOU. It helped the Navy understand how people work together under very high stress situations and how to put people together in submarine environments during the Korean war. Created by William Shutz. He was a part of the war effort and they were looking at how to decide to whom to give the keys to the nuclear missiles. What to we NEED to think about these people to whom we give the keys? It�s a VERY HIGH STRESS situation. After the war he continued to work on this instrument and its applications to people, families, etc. The FIRO-B is about US. It helps you get beyond the YOU. It helped the Navy understand how people work together under very high stress situations and how to put people together in submarine environments during the Korean war. Created by William Shutz. He was a part of the war effort and they were looking at how to decide to whom to give the keys to the nuclear missiles. What to we NEED to think about these people to whom we give the keys? It�s a VERY HIGH STRESS situation. After the war he continued to work on this instrument and its applications to people, families, etc.

4. The FIRO-B addresses 3 aspects of interaction between you & others The theory of the FIRO-B is that people have needs�and people need people. We express our needs, at least in part, through our behaviors with other people. There are 3 major areas into which you can classify these needs: Inclusion, Control and Affection. The theory of the FIRO-B is that people have needs�and people need people. We express our needs, at least in part, through our behaviors with other people. There are 3 major areas into which you can classify these needs: Inclusion, Control and Affection.

5. There is a cycle to how interactions evolve between people There is a basic cycle to how interactions evolve between people: it starts with behaviors around INCLUSION. Then the behaviors move to those dealing with CONTROL. Then to behaviors around AFFECTION�or more palatable to many is the word SUPPORT. As an interaction closes it goes through the same steps only in reverse�AFFECTION/SUPPORT, followed by CONTROL and finally it closes out with INCLUSION. The research says this applies to any and all human interaction. The specific behaviors shows relate to the basic need of the individuals at that moment in time. There is a basic cycle to how interactions evolve between people: it starts with behaviors around INCLUSION. Then the behaviors move to those dealing with CONTROL. Then to behaviors around AFFECTION�or more palatable to many is the word SUPPORT. As an interaction closes it goes through the same steps only in reverse�AFFECTION/SUPPORT, followed by CONTROL and finally it closes out with INCLUSION. The research says this applies to any and all human interaction. The specific behaviors shows relate to the basic need of the individuals at that moment in time.

6. What is INCLUSION about? Inclusion behaviors: it�s about TOGETHERNESS & PARTICIPATION Look at the person�make eye contact, Or you might ignore them, which sends a signal too. You might greet them�Hi! Glad you could join us. Introduce them, wave With all of these behaviors you are sending signals that they are IMPORTANT�or not. Inclusion behaviors: it�s about TOGETHERNESS & PARTICIPATION Look at the person�make eye contact, Or you might ignore them, which sends a signal too. You might greet them�Hi! Glad you could join us. Introduce them, wave With all of these behaviors you are sending signals that they are IMPORTANT�or not.

7. With all of these behaviors you are sending signals that they are IMPORTANT: key words�belonging, involvement, participation, recognition, distinction. What is INCLUSION about?

8. What is CONTROL about? Control behaviors: it�s about POWER, INFLUENCE, AUTHORITY, STRUCTURE do you INVITE interactions or NOT? It�s about CUEING people. Look at the person�make eye contact, raise your hand to signal that you�d like to speak, ignore someone who wants to contribute, sometimes you hear that intake of breath and that�s the signal that someone wants to contribute, sometimes people just jump right in and take control themselves! With all of these behaviors you are sending signals of who is in charge and when you would like someone to do a behavior�speak out, be quiet, pay attention, etc. Control behaviors: it�s about POWER, INFLUENCE, AUTHORITY, STRUCTURE do you INVITE interactions or NOT? It�s about CUEING people. Look at the person�make eye contact, raise your hand to signal that you�d like to speak, ignore someone who wants to contribute, sometimes you hear that intake of breath and that�s the signal that someone wants to contribute, sometimes people just jump right in and take control themselves! With all of these behaviors you are sending signals of who is in charge and when you would like someone to do a behavior�speak out, be quiet, pay attention, etc.

9. With all of these behaviors you are directing the interaction between people: key words�power, authority, influence, responsibility, consistency. What is CONTROL about?

10. What is AFFECTION about? AFFECTION behaviors: it�s about: OPENNESS AND WARMTH, ACKNOWLEDGEMENT AND APPRECIATION There are many ways we show others that their contribution has meant something to us. A big thing is to create an environment that is comfortable and non-judgmental. You might applaud at the end of a talk�or there might be that awkward silence (or worse, booing!). You might tell someone�that was a great job! With people you know well, you might give them a hug to express your thankfulness or support. In a more formal setting you would probably shake their hand. Employee of the month designations is one way industry expresses �affection�. With all of these behaviors you are sending signals of personal worth. AFFECTION behaviors: it�s about: OPENNESS AND WARMTH, ACKNOWLEDGEMENT AND APPRECIATION There are many ways we show others that their contribution has meant something to us. A big thing is to create an environment that is comfortable and non-judgmental. You might applaud at the end of a talk�or there might be that awkward silence (or worse, booing!). You might tell someone�that was a great job! With people you know well, you might give them a hug to express your thankfulness or support. In a more formal setting you would probably shake their hand. Employee of the month designations is one way industry expresses �affection�. With all of these behaviors you are sending signals of personal worth.

11. With all of these behaviors you are sending signals of personal worth�it�s close and personal. Key words: personal ties, consensus, sensitivity, support, openness. What is AFFECTION about?

12. Just a little more about these behaviors�

14. How does the instrument assess all of this? 2 aspects of interpersonal interaction: wanted and expressed

15. What do the scores mean? That is why you answered all of those questions�which probably felt like �Geez, I answered this already!� That�s because you answered them basically for I don�t do this� I do this rarely Well, I do this sometimes� Yeah, I do this pretty often� Oh, I do this all the time! Both with behaviors and with the number of people�so that�s how the scores come across. That is why you answered all of those questions�which probably felt like �Geez, I answered this already!� That�s because you answered them basically for I don�t do this� I do this rarely Well, I do this sometimes� Yeah, I do this pretty often� Oh, I do this all the time! Both with behaviors and with the number of people�so that�s how the scores come across.

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

17. Use this insight into your behaviors with others Now some of my pictures here aren�t that accurate�for example, the intended consequences of your behaviors might be to get someone to GO AWAY or leave you alone. Think about when someone stops by your office to socialize�and you are on a deadline. What behaviors do you do to signal them�tell them to get lost, multi task? Now some of my pictures here aren�t that accurate�for example, the intended consequences of your behaviors might be to get someone to GO AWAY or leave you alone. Think about when someone stops by your office to socialize�and you are on a deadline. What behaviors do you do to signal them�tell them to get lost, multi task?

19. What does it mean to have a high expressed affection score?

20. Example insights from the FIRO-B I

21. Example insights from the FIRO-B II

22. What if you worked with this person?

23. What motivates you the most?

25. But there is SO much more�. The FIRO-B can be a great tool to help you work together better in an environment of tolerance support, where people are different and working on a common goal. BUT it can also help you understand some of the deeper aspects of WHY you interact with others in the way you do�

31. How to start to interpret your scores

32. How to start to interpret your 12 scores

33. How to start to interpret your 12 scores, con�t

34. How to start to interpret your  scores, con�t