What is FIRO-B? FIRO-B (Fundamental Interpersonal Relations Orientation Behavior) which was developed by William Schutz created in the late 1950s. Schutz developed the FIRO-B theory to aid in the understanding and predicting of how high-performance military teams would work together. The FIRO-B instrument measures behaviors driven by interpersonal needs in three areas—Inclusion, Control, and Affection—and addresses how such behaviors can affect one’s interactions with others The FIRO-B is intended to assist individuals and organizations in understanding interpersonal needs and their impact on interpersonal functioning. FIRO-B provides awareness of interpersonal preferences in three areas, 1.Inclusion 2.Control 3.Affection Inclusion How much do I create opportunities to meet/include them in my activities? How much do I demonstrate our Team’s Vision & Values to this person? How much do I want to be an invited participant at their meetings? How much do I want to be a team player? What can I do differently? Control How much do I try to direct the actions/ideas of this person? Do I fit with this person’s needs for Control or do we both ‘over control’? How much am I prepared to let this person get their way? How much am I prepared to be told what to do by them? What am I going to do differently to build a better relationship? Affection How much do I share about myself with this person? How often do I show this person I ‘like’ them? How do I react when this person attempts to build a relationship with me? How much do I want a better working relationship with them? What am I going to do differently?

1. Provides awareness of interpersonal preferences in three areas, enabling relationships to become more effective FIRO-B ® (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999 FIRO-B is a registered trademark and the CPP logo is a trademark of CPP, Inc.

2. Inclusion (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999

3. Control (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999

4. Affection (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999

5. Expressed/Wanted (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999

6. Scoring measures frequency and selectivity. Who with and how often. 0 – 1 – 2 3 - 4 – 5 – 6 7 – 8 - 9 LOW MEDIUM HIGH (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999

7. Inclusion forming new relationships associating with people determines the extent of contact Control decision-making influence and persuasion between people extent of power/dominance that a person seeks Affection emotional ties warm connections between people extent of closeness that a person seeks FIRO-B (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999

8. INCLUSION Distinction Recognition Attention Participation Involved Association Acknowledgment Contact Belonging Acceptance (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999 Characteristics associated with the inter-personal need :

9. Power Authority Influence Responsible Managerial Directive Leader Decisive Consistent Regulated CONTROL (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999 Characteristics associated with the inter-personal need:

10. Personal Consensus-orientated Sensitive Empathetic Open Affirming Supportive Closeness Faithfulness Warmth AFFECTION (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999 Characteristics associated with the inter-personal need:

11. The Six-Cell Model (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999 w e Affection Control Inclusion I make an effort to include others in 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 organising 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 include me in their activities and 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 I want others to act warmly towards me. I enjoy it when people share their feelings with me and encourage my efforts

12. (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999 Talking and joking with others Taking a personal interest in others Involving others in projects and meetings Recognising the accomplishments of others Incorporating everyone’s ideas and suggestions Assuming positions of authority Advancing an idea within a group Taking a competitive stance and making winning a priority Managing the conversation Influencing others’ opinions Establishing, policy, structure, tasks and procedures Reassuring and supporting colleagues, both verbally and physically Giving gifts to show appreciation Exhibiting concern about the personal lives of others Being trustworthy and loyal Coaching and developing Expressed Behaviours Associated with the Three Needs Affection Control Inclusion

13. (C) Copyright Key Talent Partners July 2008 www.keytalent-partners.com 01344 774 999 Wanted Behaviours Associated with the Three Needs Frequenting high-traffic areas Decorating the work space with personal items Seeking recognition or responsibility Get involved in high-profile projects and activities Going along with the majority opinion Asking for help on the job Involving others in decision making Requesting precise instructions and clarification Deferring to the wishes, needs and requests of others Raising issues for others to consider Being flexible and accommodating Listening carefully to others Displaying an open body posture Sharing feelings of anxiety, sadness, loneliness Giving others more than they want or need Affection Control Inclusion

14. Relationship Management Inclusion How much do I create opportunities to meet/include them in my activities? How much do I demonstrate our Team’s Vision & Values to this person? How much do I want to be an invited participant at their meetings? How much do I want to be a team player? What can I do differently? (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999

15. Relationship Management Control How much do I try to direct the actions/ideas of this person? Do I fit with this person’s needs for Control or do we both ‘over control’? How much am I prepared to let this person get their way? How much am I prepared to be told what to do by them? What am I going to do differently to build a better relationship? (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999

16. Relationship Management Affection How much do I share about myself with this person? How often do I show this person I ‘like’ them? How do I react when this person attempts to build a relationship with me? How much do I want a better working relationship with them? What am I going to do differently? (C) Copyright Key Talent Partners July 2012 www.keytalent-partners.com 01344 774 999