Firo b test scoring key

FIRO

B

Consulting Psychologists Press

FIRO-B

Fundamental

Interpersonal

Relations

Orientation

Behavior

I changed this slightly from the one given to you in January.

FIRO

B

Consulting Psychologists Press

History

1958 Will Schutz, Ph.D. Submarine Personnel
1978 Consulting Psychologists Press
1996 Revised Self-Scorable
Overhead with history timeline

1958 development of theory by Schutz, but remember that we do not want to emphasize him during the presentation as he now publishes and markets another instrument which he claims is better (and newer) than the FIRO-B, called “Elements ofAwareness”. Both UK and US users have told us that the Elements tests are much more difficult both for counselors to interpret and for clients to understand

1978 publication of manual by CPP

1996 resurge of research and development of product due to customer feedback of usefulness in corporations; translations in Japanese, French, and extensive use in the United Kingdom. We are alsoconducting a large scale norming study this summer/fall to collect a nationally representative sample of over 4000 (along with MBTI data and demographic data such as their opinion on stress, values, etc)

FIRO

B

Consulting Psychologists Press

Self-Awareness = Key

Personal/Professional Development
Employee/Management Relations
Career Development
Team Building
Leadership Development
Emotional Intelligence
FIRO

B

Consulting Psychologists Press

FIRO-B

The Six Basics:
Expressed Inclusion (eI)
Wanted Inclusion (wI)
Expressed Control (eC)
Wanted Control (wC)
Expressed Affection (eA)
Wanted Affection (wA)
Janet did this slide for you this summer and I put it at the beginning of the presentation to help you set a context for your participants. This is also the main theme behind our promotional piece on the FIRO-B.

FIRO

B

Consulting Psychologists Press

Your FIRO-B Results: How to Score the Self-Scorable

eI

wI

wC

wA

eA

eC

Inclusion

recognition
belonging
participation
Control

influence
leading
responsibility
Affection

closeness
warmth
sensitivity
Expressed

Behavior

what I prefer to do
how much I initiate
observable action
Wanted

Behavior

how much I want
others to initiate

how much I prefer
to be the recipient

TOTAL

INCLUSION

eI+wI

TOTAL

CONTROL

eC+wC

TOTAL

AFFECTION

eA+wA

TOTAL

EXPRESSED

eI+eC+eA

TOTAL

WANTED

wI+wC+wA

OVERALL

expressed

+

wanted

FIRO

B

Consulting Psychologists Press

How Others May See You

Inclusion

High Wanted Inclusion

1. May take rejection as devastating.

2. May think being away is missing the action.

3. May take lack of acknowledgment as negative

FIRO

B

Consulting Psychologists Press

How Others May See You

Inclusion

Low Wanted Inclusion

1. May feel invitations are obligations.

2. May not want to be singled out.

3. May consider group time wasteful.

FIRO

B

Consulting Psychologists Press

How Others May See You

Affection

High Wanted Affection

1. May find a lack of concern as insensitive

2. May need continuous feedback.

3. May find distance from others a personal loss.

FIRO

B

Consulting Psychologists Press

How Others May See You

Affection

Low Wanted Affection

1. May find reassurances as superficial

2. May become offended by personal questions.

3. May find emotions as distracting - even your own.

FIRO

B

Consulting Psychologists Press

How Others May See You

Control

High Wanted Control

1. May perceive any structuring as inadequate

2. May consider standard procedures as important

3. May take sole responsibility as burdensome

FIRO

B

Consulting Psychologists Press

How Others May See You

Control

Low Wanted Control

1. May not want any control.

2. May feel pressured by plans and stressed by structure.

3. May find competitive behavior annoying.

FIRO

B

Consulting Psychologists Press

FIRO-B

An instrument for emotional intelligence awareness
Self-Awareness
Communication
Building Relationships
Conflict Management
Janet did this slide for you this summer and I put it at the beginning of the presentation to help you set a context for your participants. This is also the main theme behind our promotional piece on the FIRO-B.

FIRO

B

Consulting Psychologists Press

FIRO-B

What it does:
Aids in understanding one’s behavior and its effect on others
Increases your awareness of your natural strengths and weaknesses
Suggests possibilities for improving the way you relate to others
Janet did this slide for you this summer and I put it at the beginning of the presentation to help you set a context for your participants. This is also the main theme behind our promotional piece on the FIRO-B.

FIRO

B

Consulting Psychologists Press

FIRO-B

When to use it:
Almost anytime - It is short, quick to take and score, and surprisingly insightful. It is often used to compliment other instruments.
Janet did this slide for you this summer and I put it at the beginning of the presentation to help you set a context for your participants. This is also the main theme behind our promotional piece on the FIRO-B.

FIRO

B

Consulting Psychologists Press

Learning Objectives

History
Theory
FIRO-B Model
Administration & Interpretation Guidelines
results = strengths
patterns
Application Exercises
Cindee and I decided to name this slide “learning objectives” as you need that terminology if CEU credits are to be given. In any case, it can serve as your agenda and you can re-name this if it makes you more comfortable.

FIRO

B

Consulting Psychologists Press

Learning Objectives (cont.)

Case Studies
personal relationship growth
team building
career development
management development
Research
organizational
correlations with the MBTI®
Tools for Interpretation
FIRO

B

Consulting Psychologists Press

Theory

Individual Motivated by THREE Interpersonal Needs
Inclusion: the amount of belonging, attention, and recognition desired in social settings.
Control: the level of influence, structure, and responsibility desired.
Affection: the level of rapport, warmth, and support desired.
FIRO

B

Consulting Psychologists Press

Theory

The FIRO-B helps give insight into a client’s degree of interpersonal understanding on several levels:
Inclusion: The willingness to include others or be included.
Control: The willingness to manage and be managed.
Affection: The willingness to express and receive affection
The Flexibility to know when to call these things into play.
FIRO

B

Consulting Psychologists Press

Theory

Group Development

Control Issues

Affection Issues

Inclusion Issues

FIRO

B

Consulting Psychologists Press

Theory

Group Development

Who is running the motor?

What is my relationship

to others on the boat?

Should I go for

a boat ride?

Self-Awareness

FIRO

B

Consulting Psychologists Press

The FIRO-B Model: Page 4 Introduction to FIRO-B in Organizations

Expressed

(e)

Wanted

(w)

INCLUSION (I)�

CONTROL (C)�

AFFECTION (A)�

�

�

�

�

�

�

�

�

�

FIRO

B

Consulting Psychologists Press

The FIRO-B Model

Expressed

(e)

Wanted

(w)

INCLUSION (I)�

CONTROL (C)�

AFFECTION (A)�

�

I make an effort to include others in my activities. I try to belong, to join social groups— to be with people as much as possible.�

I try to exert control and influence over things. I enjoy organizing things and directing others.�

I make an effort to get close to people. I am comfortable expressing personal feelings and I try to be supportive of others.�

�

�

�

�

�

FIRO

B

Consulting Psychologists Press

The FIRO-B Model

Expressed

(e)

Wanted

(w)

INCLUSION (I)�

CONTROL (C)�

AFFECTION (A)�

�

�

�

�

�

I want other people to invite me to belong. I enjoy it when others notice me.�

I feel most comfortable working in well-defined situations. I try to get clear expectations and instructions.�

I want others to act warmly toward me. I enjoy it when people share their feelings with me and when they encourage my efforts.�

�

FIRO

B

Consulting Psychologists Press

The FIRO-B Model

Expressed

(e)

Wanted

(w)

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

I make an effort to include others in my activities. I try to belong, to join social groups— to be with people as much as possible.

I try to exert control and influence over things. I enjoy organizing things and directing others.

I make an effort to get close to people. I am comfortable expressing personal feelings and I try to be supportive of others.

I want other people to invite me to belong. I enjoy it when others notice me.

I feel most comfortable working in well-defined situations. I try to get clear expectations and instructions.

I want others to act warmly toward me. I enjoy it when people share their feelings with me and when they encourage my efforts.

FIRO

B

Consulting Psychologists Press

FIRO

B

Consulting Psychologists Press

FIRO-B Administration-General

Average time = 10 minutes
54 Items
Six questions with nine variations
Group or individual administration
Guttman scoring method
Self-scorable/on-site scoring
Al explains the Guttman scoring method as follows:

Not an easy question, but here is the Cliff notes version. Basically it is a scoring method that assumes that items can be ordered from most to least difficult, or in the case of the FIRO from most to least endorsed. The more questions that you answer as you move along the order for a given scale, the more of that behavior you should manifest. It also means that although there are six response options for each FIRO item, the items are scored 0 or 1. For example, item #16 is “I try to participate in group activities” is scored on eI. If the person answers Usually, he/she gets one point for eI. If, however, he/she gives any other answer, he/she gets 0 points for eI. Because the items says “try” and the kind of group is left vague, only a “usually” response indicates eI. In contrast, however, is item #3 which says “I join social groups” which is more definite in two ways: it doesn’t say “try” and it specifies the kind of group. So, if the person says occasionally, sometimes often or usually, they get 1 point for eI. If they say rarely or never they get 0 points. Item #3 is more indicative of eI and so more responses are scored. How this is all arrived, I’m not sure I know.

FIRO

B

Consulting Psychologists Press

FIRO-B Administration-Specific

Establish a non-threatening atmosphere
Give an overview of the purpose
Emphasize non-judgmental/developmental
Repetitive items yet independent
Pass it out/others sit quietly
Prediction of scores before scoring
Steve suggested this overhead from the presentation he did in early October.

FIRO

B

Consulting Psychologists Press

Revised Self-Scorable (10 Minutes)

“ Some items may seem similar to others. However, each item is different, so please answer each one without regard to the others or without trying to be consistent.”

This slide is designed to emphasize the similarity of items which will diffuse complaints about redundancy. Al suggested you give the FIRO-B at the beginning of the session and then take the participants through the history and theory information.

FIRO

B

Consulting Psychologists Press

Two Dimensions of Interpersonal Needs

eI

wI

wC

wA

eA

eC

Inclusion

recognition
belonging
participation
Control

influence
leading
responsibility
Affection

closeness
warmth
sensitivity
Expressed

Behavior

what I prefer to do
how much I initiate
observable action
Wanted

Behavior

how much I want
others to initiate

how much I prefer
to be the recipient

FIRO

B

Consulting Psychologists Press

FIRO-B Individual Cell Scores: View Your Personal Cell Scores

0, 1, 2 LOW Behaviors are rarely displayed by you
3, 4, 5, 6 MEDIUM Behaviors will be a noticeable characteristic of you, but only some of the time
7, 8, 9 HIGH Behaviors are a noticeable characteristic of you in most situations
eI

expressed

inclusion

wI

wanted

inclusion

eC

expressed

control

eA

expressed

affection

wC

wanted

control

wA

wanted

affection

FIRO

B

Consulting Psychologists Press

Strength of Your Interpersonal Needs:

Highest Score =

Most comfortable interpersonal area

 Need area you will be the least willing to sacrifice in social situations

Situations that satisfy this need will be those you return to often

Total Need

for Inclusion

Total Need

for Control

Total Need

for Affection

Low = 0 to 5 Medium = 6 to 12 High = 13 to 18

FIRO

B

Consulting Psychologists Press

Total Behavior: Expressed

0 to 7 (Low)

8 to 19 (Medium)

20 to 27 High

These scores are best explained in relation to one another, since they explain the general pattern of how you go about satisfying interpersonal needs.

For example, when Expressed needs are greater, you may keep others at a distance in order to avoid receiving unwanted behaviors. When Wanted needs are greater, you may feel inhibited or be dissatisfied that you are not getting what you want from others. When the needs are equal, you may be cautious about expressing a behaviour before you are sure how the person will respond.

This information is from page 8 of Introduction to FIRO-B in Organizations.

FIRO

B

Consulting Psychologists Press

Total Behavior: Wanted

0 to 7 (Low)

8 to 19 (Medium)

20 to 27 High

These scores are best explained in relation to one another, since they explain the general pattern of how you go about satisfying interpersonal needs.

For example, when Expressed needs are greater, you may keep others at a distance in order to avoid receiving unwanted behaviors. When Wanted needs are greater, you may feel inhibited or be dissatisfied that you are not getting what you want from others. When the needs are equal, you may be cautious about expressing a behaviour before you are sure how the person will respond.

This information is from page 8 of Introduction to FIRO-B in Organizations.

FIRO

B

Consulting Psychologists Press

Total Behavior

Expressed Needs > Wanted Needs

keep others at a distance to avoid unwanted behaviors
only accept behaviors from particular people
mislead people making conclusions based on expressed behavior
Expressed Needs < Wanted Needs

may feel inhibited
may be dissatisfied that you are not getting what you want
could grow attached to people who give you what you want
Expressed = Wanted

may be cautious
These scores are best explained in relation to one another, since they explain the general pattern of how you go about satisfying interpersonal needs.

For example, when Expressed needs are greater, you may keep others at a distance in order to avoid receiving unwanted behaviors. When Wanted needs are greater, you may feel inhibited or be dissatisfied that you are not getting what you want from others. When the needs are equal, you may be cautious about expressing a behaviour before you are sure how the person will respond.

This information is from page 8 of Introduction to FIRO-B in Organizations.

FIRO

B

Consulting Psychologists Press

Strength of Your Interpersonal Needs: Overall Need Score (page 7)

0-15 LOW Involvement with others not primary source of need satisfaction. Intellectual stimulation or solitary pursuits predominate.

16-26 MEDIUM-LOW Involvement sometimes a source of satisfaction, depending on people and context.

27-38 MEDIUM-HIGH Involvement is usually source of satisfaction.

39-54 HIGH Involvement with others enjoyable and satisfying.

See Bottom Right-Hand Corner

FIRO

B

Consulting Psychologists Press

General Interpretation Guidelines

Compare actual scores with predicted ones
Note highest and lowest scores
Look for relationships within scales
Highest score = most socially comfortable
No good or bad results
Examine relationship between total expressed and total wanted scores
Steve also added this slide after presenting to a group.

FIRO

B

Consulting Psychologists Press

Patterns of Need Fulfillment--Inclusion (page 10)

High Expressed Inclusion (eI)

Low Expressed Inclusion (eI)

High Wanted

Inclusion (wI)

Low Wanted

Inclusion (wI)

I include others and like to be included.

I enjoy the opportunity to provide input.

I don’t like to get cut off from information and updates.�

I form relationships based on common interests and skills.

I’d rather “play it safe” than let others know that I want to be included.

I wait for others to invite me to join them.�

�

I get many invitations but I often turn them down or don’t show up.

I pick and choose which company social events to attend.

I have a select group of people that I enjoy working with.�

I prefer working with a small group of people.

I avoid forming too many friendships at work.

I may discourage invitations to company social events.�

�

FIRO

B

Consulting Psychologists Press

Patterns of Need Fulfillment--Control (page 11)

High Expressed Control (eC)

Low Expressed Control (eC)

High Wanted

Control (wC)

Low Wanted

Control (wC)

I like to provide structure for others.

I work very hard and then “kick back” and let others run the show.

I relate well to authorities in the organization.�

I accept control from those in authority.

I am not interested in gaining influence.

I am a loyal and cooperative follower.�

�

I enjoy taking control and being recognized.

I am uncomfortable delegating responsibility.

I can be very competitive and demand perfection from others.�

I prefer not to make important decisions.

I don’t want to be closely supervised.

I can be stubborn and rebellious.�

�

FIRO

B

Consulting Psychologists Press

Patterns of Need Fulfillment--Affection (page 11)

High Expressed Affection (eA)

Low Expressed Affection (eA)

High Wanted

Affection (wA)

Low Wanted

Affection (wA)

I am friendly, open, and optimistic.

I value trustworthiness.

I have difficulty controlling interruptions at work.�

I believe that too much self-disclosure is unprofessional.

I know more about colleagues than they know about me.

I may have difficulty saying “no” to requests to take on more work.�

�

I am generally friendly but I am selective about close relationships.

I use praise to motivate others but find it unnecessary myself.

I limit close working relationships to a select few.�

I tend to be task-oriented and business-like.

I feel uncomfortable with expressiveness or affection at work.

I enjoy my privacy.�

�

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

I make an effort to include

others in my activities. I try

to belong, to join social

groups— to be with people

as much as possible.

I try to exert control and

influence over things. I enjoy

organizing things and

directing others.

I make an effort to get close

to people. I am comfortable

expressing personal feelings

and I try to be supportive of

others.

I want other people to invite

me to belong. I enjoy it when

others notice me.

I feel most comfortable

working in well-defined

situations. I try to get clear

expectations and instructions.

I want others to act warmly

toward me. I enjoy it when

people share their feelings

with me and when they

encourage my efforts.

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

I make an effort to include

others in my activities. I try

to belong, to join social

groups— to be with people

as much as possible.

I try to exert control and

influence over things. I enjoy

organizing things and

directing others.

I make an effort to get close

to people. I am comfortable

expressing personal feelings

and I try to be supportive of

others.

INCLUSION (I)

CONTROL (C)

AFFECTION (A)

I want other people to invite

me to belong. I enjoy it when

others notice me.

I feel most comfortable

working in well-defined

situations. I try to get clear

expectations and instructions.

I want others to act warmly

toward me. I enjoy it when

people share their feelings

with me and when they

encourage my efforts.

I include others and like to be included.

I enjoy the opportunity to provide input.

I don’t like to get cut off from information

and updates.

I form relationships based on common

interests and skills.

I’d rather “play it safe” than let others

know that I want to be included.

I wait for others to invite me to join them.

I get many invitations but I often turn

them down or don’t show up.

I pick and choose which company social

events to attend.

I have a select group of people that I enjoy

working with.

I prefer working with a small group of

people.

I avoid forming too many friendships at

work.

I may discourage invitations to company

social events.

I like to provide structure for others.

I work very hard and then “kick back” and

let others run the show.

I relate well to authorities in the

organization.

I accept control from those in authority.

I am not interested in gaining influence.

I am a loyal and cooperative follower.

I enjoy taking control and being recognized.

I am uncomfortable delegating

responsibility.

I can be very competitive and demand

perfection from others.

I prefer not to make important decisions.

I don’t want to be closely supervised.

I can be stubborn and rebellious.

I am friendly, open, and optimistic.

I value trustworthiness.

I have difficulty controlling interruptions

at work.

I believe that too much self-disclosure is

unprofessional.

I know more about colleagues than they

know about me.

I may have difficulty saying “no” to

requests to take on more work.

I am generally friendly but I am selective

about close relationships.

I use praise to motivate others but find it

unnecessary myself.

I limit close working relationships to a

select few.

I tend to be task-oriented and business-

like.

I feel uncomfortable with expressiveness

or affection at work.

I enjoy my privacy.

I

C

A

e

7

3

5

w

8

5

5

I

C

A

e

0

9

1

w

1

0

4

I

C

A

e

High

High

Low

w

Low

Low

High

I

C

A

e

Low

Low

High

w

Low

High

High

I

C

A

e

Low

Low

High

w

High

Low

High