of the Week
Journal | Issue #0123 | October 21, 2003 | 9,000 Subscribers
out this basic teleclass for Facilitators. Starts October 22nd at
here for details.
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questions about facilitation? Click
to learn more
about our new Virtual University for Facilitators.
article was submitted by John
G. Finley, a consultant with High Performing Systems,
Inc. His article explains the FIRO-B assessment and
how understanding the dimensions of Inclusion, Control
and Openness helps teams improve their performance.
still have a few spaces left in our next "Random
Acts of Facilitation" Teleclass starting tomorrow,
Wednesday, October 22nd. This class meets once weekly
November 12th, from 7:00-8:30 PM EDT.
Please see details below.
We continue to receive great questions via our "Ask
Campaign." Feel free to give it a try yourself.
What's the single most important question you have
about facilitation? Click
here to just ask and we'll do our best to reply
with some helpful comments. Thanks for playing!
If any of you have had interesting experiences with
groups as either a
participant or as a facilitator, please tell us about
it. We are always on the lookout for great case studies
and techniques that will benefit everyone for our future
Thanks for your support!
For Improving Team Performance
Schutz's Fundamental Interpersonal Relations Orientation
(FIRO™) theory is based on his research for the U.S.
Navy during the Korean Conflict. The Navy needed a way
to quickly form high performing teams to man Combat
Information Centers, the battle control centers aboard
their ships. Schutz created FIRO Element B™ as an instrument
to predict the interaction between people based on their
preferences in three interpersonal behavioral dimensions:
Inclusion, Control and Openness.
believed that all human interpersonal relations were
defined by these three behaviors. According to FIRO,
each of us includes, controls and is open with those
we come in contact with. Likewise, to some degree, others
include, control and are open with us. The behaviors
are easily observable - they are out there for the world
to see. What you cannot observe is how much I want to
do these things to you, or how much I want you to do
them to me. Element B measures our desire for each of
these behaviors on four scales.
The Inclusion scale gives us information regarding how
much interaction an individual wants with others. Some
people like a lot of interaction. They are very sociable,
enjoy parties or other group activities and, generally,
have outgoing personalities. They tend to go out of
their way to make others feel included by involving
them in their activities. Other people are less outgoing,
preferring to spend more time alone. They are more private
and prefer to interact in smaller groups. They may feel
uncomfortable meeting new people and tend to make friends
The four scales for Inclusion are: I Include People;
I Want To Include People; People Include Me; and I Want
People To Include Me. If you have low scores on the
"I Want To Include People" scale, and work
in an environment where you are required to interact
with others all day, it won't be very long before you
begin to feel dissatisfied.
Control is concerned with the how much power and structure
people want in their interpersonal interactions. Some
people like to be in charge. They want to be the leader
and tend to be the dominant person the groups they join.
They like to be the "influencers" rather than
the "influenced" in the crowd. Conversely,
some people don't like to be the leader - they can lead
when the situation demands it, but they would much rather
have someone else take charge and give directions. They
may seek out positions where someone else structures
the workweek and provides guidance for the team.
The four scales for control are: I Control People; I
Want To Control People; People Control Me and I Want
People To Control Me. A person who has low scores on
the I Want People To Control Me scale may find a highly
structured, hierarchical work environment such as the
military an uncomfortable match.
The Openness dimension examines the depth of one's personal
interactions and how much one is willing to reveal of
their innermost thoughts and feelings. When Schutz developed
FIRO theory, he initially named this scale Affection.
He later changed it to openness, because he wanted to
measure behaviors rather than emotions. Some people
are very open and talk freely about their thoughts and
feelings. They may have many close friends with whom
they share virtually everything about their lives. They
confide in their friends and enjoy discussing their
personal lives with others. Other people are more private
with their thoughts and feelings. They feel more comfortable
in relationships that are more businesslike and impersonal.
They may share their personal lives with only a select
group of family and friends and feel more comfortable
when people do not get too close.
The four scales for openness are: I Am Open With People;
I Want To Be Open With People; People Are Open With
Me and I Want People To Be Open With Me. An individual
with low scores in the I Want People To Be Open With
Me scale may not be particularly comfortable working
as a psychoanalyst, for example, listening to other
peoples' thoughts and feelings every day.
B™ is currently in use in over seventeen countries
and has been translated into nine languages. The validated
results of the instrument can be used to form hypotheses
to predict how well team members might interact and
work together and, more importantly, how each person
on the team can adjust his or her behavior to make the
relationships more efficient. Research has shown that
a team's compatibility increases when members are matched
according to their preferences in the three behavioral
dimensions. What sets Element B™ apart from other personality
instruments is that it does not presume that people
are "hardwired" at birth in their preferences
in the measured dimensions. While some personality theories
suggest that our personalities don't change significantly
from the time we reach maturity, Element B™ scores are
seen as a point of departure for self-awareness, exploration,
growth and change. Each of us has the option of modifying
our interpersonal behaviors in order to get more satisfaction
and efficiency from our relationships.
first glance, FIRO Element B may seem very simple, but
as one continues to analyze the data it provides it
becomes apparent that this tool delves deeply into the
very core of who we are and sheds light on the reasoning
behind our interpersonal behaviors. The links between
Inclusion and our feelings about significance become
apparent. A deeper examination of Control will lead
us to our perceptions about competency, and an in-depth
look at Openness will cause us to consider our feelings
regarding "likeability" in others as well
the years Element B™ has proven to be one of the most
effective tools available to help people understand
interpersonal relationships and build stronger, more
efficient teams. Readers who are interested in learning
more about Element B™, or who would like to take it
online can do so by visiting the High Performing Systems,
Inc. website at www.hpsys.com.
the Author: John Finley is a consultant with High
Performing Systems, Inc., an international consulting
firm headquartered in Watkinsville, GA.
is a trademark of CPP, Inc. Element B is a trademark
of Bcon WSA International, Inc.
you like to republish this or other articles from the
are free to do so providing you follow these guidelines.
try the FIRO-B online at www.hpsys.com
and tell us what you think. We'd love to hear about
them, so please email
us your comments.
MFJ "Ask" Campaign
trying something new here at MFJ in our efforts to tune
into what our readers are up to and what they need to
support their facilitation work.
What's the single most important question you have
about facilitation? We'll
do our best to reply with some helpful comments. Thanks
Steve Davis helps facilitators, coaches, consultants and leaders
who are struggling to
present themselves confidently, empower their groups, enhance
their facilitation skills,
and build their businesses on and off line. Please email
or call me at 805-489-4130 to schedule a Free exploratory session,
or to share your suggestions and ideas for the journal. If you
find this newsletter helpful, please forward it to your friends.
If you'd like to reprint this article in another publication,
you are free to do so providing you follow the guidelines
here. Thanks for reading!
Teleclass for facilitators and
skills and attitudes for the new and experienced
facilitator who wants to get their group into
Random Acts of Facilitation Teleclass
This class will meet for four consecutive Wednesday's,
October 22nd through November 12th, 2003 at 7:00-8:30
PM EDT (NY Time) to cover 25+ discrete facilitative
actions you can take to empower and move groups forward.
This course is for facilitators at any level or group
members that simply want to know more about facilitation
so that they can make the groups they are a part of
more effective. Being discrete acts of facilitation,
they also lend themselves to being taught to your group
members who desire to become more self-facilitative.
the Training works...
1. You dial into your class every Wednesday from October
22nd through November 12th for a 90-minute focused training
segment using a telephone conferencing bridge.
2. You work a 25-point checklist during the course (about
an hour a week of study and field work).
3. You will have the opportunity to discuss issues on
the subject matter with the instructor and your classmates
via an online listserve during the course.
4. During the week, you may access the instructor via
email for help or situational questions.
Acts of Facilitation Training Agenda...
Here's what you'll be learning and doing during the
Introduction to the Facilitation,Self
Facilitation and Relating Skills.
1. Set the Stage.
2. Share the Dream.
3. Get Facilitation
5. Me First.
6. Be Ignorant.
7. Make Smiles Happen.
Relating and Group Dynamics
8. Hold 'em High.
9. Acknowledge the Elephant.
10. Turn on Your Crap-Detector.
11. Build the Container.
12. Build trust.
13. Mine the Unexpected.
and Presenting yourself
14. Evolve Your Team.
15. Honor the Process.
16. Facilitate Full Participation
17. Prepare for Success.
18. Get Real.
19. Make Experiences, Not Speeches
20. Be your message
Intervening to shift group
21. Tame the Tormentors.
23. Use the Struggle.
24. Break through barriers.
25. Facilitate from Within.
to you of participating from the Random Acts of Facilitation
1. Get a great introduction to the concept and practice
of facilitation skills if you are contemplating becoming
a facilitator, team leader, board member, manager, mediator,
2. Learn some "easy to remember," discrete
tools you can use to empower any group.
3. Learn how to challenge and empower every group you
come in contact with.
4. Learn to appreciate and use surprises by getting
comfortable dealing with the "unexpected"
in your groups.
5. Gain reinforcement for the facilitative work you're
already doing and learn some language and theory to
back it up.
6. Collaborate and learn from a community of your peers,
who are all passionate about empowering groups.
with your training...
In addition to the training described above, you also
1. Free access to the participant-only website (lots
of resources, forms, etc.).
2. Free access to the RealAudio version of the training.
3. Free copy of the Portable Article Bank ($29 value).
The full cost of training/access is only $79 for MFJ
readers ($89 for the general public) including a free
copy of the Portable Article Bank ($29 value). Everything
you read about above is included. And, we offer a 100%-satisfaction-guaranteed
October 22-November 12, 2003, 7:00-8:30 PM EDT (NY Time)
here to register. Immediately upon completion
of your registration, you will receive an email with
instructions to access the course and free article bank.
This course is limited to 20 individuals, first come,
the satisfaction guarantee
If, for any reason, you are not satisfied with this
package, simply email us with a request to refund/credit
your credit card in the full amount and we will do so
immediately. It's our policy to do this and we honor
this in every single case. (Why? Because we are sensitive
to the fact that you are buying an e-course/product
from us and we feel that if this package isn't EXACTLY
what you expected or wanted, that you should be able
to get 100% of your money back. This policy completely
removes the buying risk for you and keeps our customer-satisfaction
rates extremely high.)
here for a one-minute audio testimonial from
several participants on the final day of the teleclass.
you for reading this issue of the Master Facilitator Journal. Look
for your next issue on October 28, 2003.
©2003. All Rights Reserved