Control Results

At Work:

“You may prefer to work in an environment in which you can influence decisions or lead but one that also provides a democratic atmosphere where you share responsibility for success and failure. Plenty of opportunity to consult with others before making final decisions is likely to stimulate your work enjoyment as well as your confidence. You are probably a team player who is happiest making decisions with support and input from others.”

At Your Best:

“Operating at your best means not only honoring your own needs, but also altering your behavior when it is appropriate. Some of the examples below illustrate being true to the typical needs of someone in this score category. Others illustrate ways to adjust behavior in order to operate optimally. Given your scores, you probably function best when you are able to do the following:

  • Collaborate with someone whose knowledge or skills you admire, or seeks out a mentor to whom you can look for guidance
  • Work within an overall framework of expectation that still leaves you enough individual freedom to express your own opinions
  • Work on teams where decisions can be distributed or delegated
  • Take advantage of community or company educational opportunities—either through volunteer activities and work assignments or through formal class work—in order to increase your leadership, knowledge, and skills”

Areas of Possible Challenge For You:

“You may feel comfortable with your scores and have no wish to change anything in your behavior. On the other hand, your results can be used to understand common problems that might limit the effectiveness of your relationships or interfere with some of your other important needs:

  • You may find it difficult to set your ambitions at the appropriate level, neither so high that they feel unattainable nor so low that you feel resentful at lost opportunities.
  • When it is not feasible for you to consult with others or share the responsibility, you may find it difficult to go it alone.
  • When others disagree with you or criticize your decisions, you may feel they are trying to take over.
  • You may worry excessively about failure, competency, and performance, especially in uncharted or rapidly changing areas.
  • Some people in this score category let others take control more often than they really like—out of tolerance rather than desire. If this applies to you, you probably fail to communicate your real wish to take a more active part in directing activities, especially when someone else wants to take over. This may lead others to mistakenly believe that you have little interest in positions of responsibility.”

All results provided by Introduction to the FIRO-B Instrument.


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