LCM presentation

1. Influence on
Organisational Culture
Conflict Management
Leadership Development
• Most people enter into a conflict when they do not feel heard, feel frustrated, are in a
power struggle, or not getting what they need
 Inclusion: “Are there times when I feel left out and my feelings are hurt?”;“Do I feel
defensive at times when I am denied information at office?”
 Control: “Do I ever take the stance of ‘My way or the Highway’?”; “Are people afraid to
share their idea with me because they fear my reaction?”
 Affection: “Do I feel the need that others always agree with me?”; “Is it difficult to
collaborate with some who doesn’t like me or I don’t like him/her?”
 When highest scoring is inclusion: In order to feel satisfied with your level of conflict, be
vocal about the kind of info you need from the other party and make it clearly known.
 When highest score is control: Think about the hierarchy that is there. The way everyone
understands their roles and responsibility correctly, will assist in controlling the conflict.
 When highest score is affection: Think about the importance of the people involved in
the conflict. Your assertion will depend on the level of bond with them during conflicts.
• Most leadership roles require top-notch interpersonal skills. Since leaders need to
possess interpersonal effectiveness -the FIRO B measures just that.
• Leadership reporting presents key insights for relating to direct reports, superiors,
and peers, influencing and negotiating, making decisions, and setting priorities.
• If we examine what drives leadership-related behaviors, we can trace it to needs and
the satisfaction of those needs
• Anyone who assumes a leadership role must develop some kind of power through
which he or she attains influence over others:
Social
Power
Formal
Power
Affiliate
Power
 Attaining influence by “Including” people in their activities in order
to help others and have an impact
 Exercising “Control” to achieve a personal goal of being influential
and then using influence to succeed in fulfilling objectives
 Becoming influential by nurturing and supporting people –
”Affection”- so that personal and organizational values are fulfilled
Team Building
• With FIRO B test, organisation could scrutinise what an individual needs to be a
successful team coordinator. Team Compatibility is designed to provide working
hypotheses about team member compatibility based on the results of FIRO B.
• FIRO B is used to cultivate highly effective teams by helping team members to discover
how their needs for participation, influence and closeness form their team’s success.
High
Ec
High
Ec
High
Ec
High
Wc
 FIRO B is a powerful coaching tool as it indicates our preferred ways of taking in
information, making decisions, and interacting with the world around us : it
illuminates what we express to others and what we expect back.
 The FIRO-B is used for gaining insight into executives’ interpersonal relationship
orientations.
Coaching
“Often we see executives who display significant technical proficiency in their field lack
the ability to connect with other people. This is where a coach can come in and help to
increase their self-awareness and level of effectiveness.”
 FIRO-B data can be useful for mentoring and coaching executives