FIRO-B & STENGHTHS MARCH 29, 2012 Hi, during the conference we have been hearing about how to be successful from our leaders. I want to continue in that mindset, just maybe in a neighboring swim lane. FIRO-B & STENGHTHS MARCH 29, 2012

MARCH 29, 2012 Course Administration ABILENE PARADOX FIRO-B Panel Assimilations Industry Groups 4/19 Final Exam ABILENE PARADOX FIRO-B Group Exercises

Panel Group Meeting Decide on number of behavioral interview questions that you will be using. Select the questions for each person. Make sure you understand the requirements around the AD. Order of interviewees, establish timelines FOR EACH PERSON. The order of interviewers. The more you organize beforehand the smoother 8/1 will be. QUESTIONS?

PACKET REVIEW IN THIS ORDER LINKED IN PROFILE – 50 POINTS CAREER WORKSHEET – 25 PTS. RESUME – 25 POINTS POSITION AD – 25 PTS. BEHAVIORAL INTERVIEW QUESTIONS – 25 PTS. PEER EVALUATION – 25 PTS. COMPLETION OF EXERCISE – 25 POINTS TOTAL: 200 POINTS

Most job-hunters who fail to master the job-hunt or find their dream job, fail not because they lack information about the job market, but because they lack information about themselves. -Richard Nelson Bolles

AWARENESS “Awareness should not be confused with introspection or insight; rather, ‘at its best, awareness is a continuous means for keeping up to date with one’s self…It is always there, like an underground stream, ready to be tapped into when needed, a refreshing and revitalizing experience’ “ (Polster & Polster, 1973, pp. 211-212).

BOOK RECOMMENDATOIN “Teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability” Lencioni, p. 63 Lencioni, P. (2002). The Five dysfunctions of a team: A leadership fable. San Francisco: Jossey-Bass.

FINAL PREPARATION YOU WILL SEPARATED INTO YOUR INDUSTRY GROUPS ONE PERSON WILL SELECTED TO BE THE “VOICE” FOR THE TEAM ONE PERSON WILL BE SELECTED TO BE THE SCORE KEEPER IT WILL THE GROUP’S RESPONSIBILITY TO COME PREPARED WITH ALL THE INFORMATION AVAILABLE TO YOU. FORMAT: JEOPARDY OBJECTIVE: TO REACH 100 POINTS BEFORE THE CLASS ENDS.

3 TOP THINGS Corporations look for in new hires at the management level … List what you think. ASK THE PARTICIPANTS TO JOT DOWN WHAT THEY THINK THE TOP 3 THINGS ARE. Give them 5 minutes to jot down on their paper what they think the top 3 things are. Note: [The order begins at 3 and counts down , so you can play it like Letterman’s Top Ten. If you are so inclined you can change the way the slides appear and put in some animation. I didn’t b/c I wasn’t for sure if you would want or would have capable once over in Germany.]

#3 INITIATIVE [Self Motivation] The power or ability to begin or follow through energetically with a plan a task; enterprise and determination. Source: American Heritage Dictionary [Read definition of initiative]. I think most of us would agree that initiative is needed in our business. This made it to number 3. What do you think is number 2? Allow them to shout out what they think #2 is………..

#2 Interpersonal Skills The ability to relate to other people in an effective manner. #2 is Interpersonal skills. Can you relate with other people. I am sure each of you could share a scenario of someone who was excellent at the technical aspect of their job but had difficulty relating with others. These gaps can and do affect morale and team effectiveness. Ok on to the number one attribute, ok what do you think it is? Allow crowd to answer.

#1 COMMUNICATION SKILLS! The art and technique of using words effectively in imparting one’s ideas. Drum roll, you can have the best brain in the world. Top of your class and still not be effective and/or successful. Your ideas are nothing [dead in the water] if you lack the ability to effectively communicate with others. If you are unsure how you communicate, ask your loyalists, friends or family. They can probably tell you. This also shows the paradigm shift that has taken place in today’s world.

ABILENE PARADOX- JERRY HARVEY

FIRO – B TAKE THE ASSESSMENT

FIRO – B Provides Insight at Both Individual and Group Levels Our individual needs for Inclusion, Control and Openness Our relationships with other people How we fulfill social needs in groups Compatibility FIRO-B can facilitate our understanding of team dynamics and how to improve team effectiveness

FIRO-B Measures Interpersonal Needs INCLUSION: The extent of contact and prominence that a person seeks CONTROL: The extent of power or dominance that a person seeks. AFFECTION: The extent of closeness that a person seeks.

Measures How Much Needs are EXPRESSED and WANTED EXPRESSED: The extent to which a person will initiate the behavior. The behavior you are most comfortable in demonstrating toward others. WANTED: The extent to which a person prefers to be the recipient of the behavior. The behavior you prefer others use in their attempts to get together with you.

Where you have very high or very low scores, go hum…… MY RESULTS EXPRESSED Expressed Inclusion 3 (5) Expressed Control (3) Expressed Affection 9 (8) Total Expressed Behavior 12 (16) Wanted Inclusion Wanted Control 2 Wanted Affection 8 Total Wanted 10 Total need for Inclusion Total Need for Control Total Need for Affection 17 Overall Interpersonal Needs 22 (26) WANTED Where you have very high or very low scores, go hum……

What’s considered a high and a low score? 0 – 2 (Low): The behavior described will rarely be displayed by the person. 3 – 6 (Medium): Although not extreme, the person may display a tendency toward the behavior described. 7 – 9 (High): The behavior will be noticeably characteristic of the person.

GROUP EXERCISE GET INTO YOUR INDUSTRY GROUPS SHARE YOUR LOWEST SCORE AND TALK ABOUT WHY YOU THINK IT IS LOW. SELECT YOUR HIGHEST SCORE AND TALK ABOUT WHY YOU THINK IT IS HIGH. DO YOU THINK YOUR OVERALL INTERPERSONAL NEEDS SCORE FEELS ACCURATE FOR WHERE YOU ARE IN YOUR LIFE RIGHT NOW?