FIRO-B® Interpretive Report for Organizations + TKI Profile & Interpretive Report
Become a better employee by learning how you best communicate and resolve conflict in the workplace.
Ever wish you could become more effective and efficient when interacting and/or discussing options with others? By learning about your interpersonal communication styles in an organizational setting with the FIRO-B® Interpretive Report for Organizations and your style for resolving conflict with others with the TKI profile, you may develop your work-place behaviors to become a better and more understanding worker.
FIRO-B® Interpretive Report for Organizations
Use information about your FIRO-B®-assessed communication style toward benefiting yourself in your job and career as a whole. By learning about your communication style, as well as the communication styles of others in your organization, you’ll work toward a more efficient work life and getting what you want out of your employment.
The areas that influence communication styles are: a need for inclusion (or involvement in a situation), a need for control (or authority in a situation), and a need for affection (or support in a situation). With a FIRO-B test, you’ll learn which of these are most wanted by you (how much you want others to perform this act) and which you express the most (how much you initiate those very behaviors), and then how to utilize each to your advantage.
After understanding your needs and patterns in interpersonal communication, you’ll learn more about how to best use this information in your workplace. This includes:
- How to develop your career with these styles
- How to augment your effectiveness in a team (whether a leader or not)
- How to best manage others in leadership positions.
Your TKI Profile measures your conflict resolution tendencies across five styles, showing you to what percentage you align with each mode. Each style is also explained on a graph, being depicted as assertive or cooperative, showing you whether the style is used to resolve conflict with only your own needs in mind or if the needs of others often come before yours. The TKI profile provides you with several details on your specific style preferences as well as how the other styles work.
The five conflict resolution styles are as follows:
- Competing: this style is congruent with those who use conflict to gain power or authority over another, asserting their dominance by only considering their own wants.
- Collaborating: this style hopes that resolving the conflict will benefit both (or all) participants. Collaborators work to get to the bottom of an issue instead of hastily trying to come up with a solution.
- Compromising: this style works to meet the needs of both parties as quickly as possible, finding a solution that can be agreed upon but that doesn’t necessarily resolve problems on a long-term basis
- Avoiding: this style tries to resolve conflict by not acknowledging it. He or she doesn’t place his or her needs or another’s needs at the forefront of a discussion simply because they hope that no discussion will take place
- Accommodating: this style is the opposite of competing—the individual works to resolve the conflict with only the others’ need(s) in mind, choosing to ignore their own present desires
After learning which conflict style (or styles) you prefer, you’ll discover how to best use this style to effectively resolve issues, why you choose this style over others, what emotional or personal factors are at play in this style, what questions you may ask yourself to more fully understand your conflict style, and how you may be relying too much or too little on your conflict style—all information that can be beneficial on a business platform or when applied to you personally.