Authentic Leadership Institute

Firo Theory

In 1958, Dr. Will Schutz published, FIRO: A Three-Dimensional Theory of Interpersonal Behavior in which he presents his theory of interpersonal behavior. FIRO, an acronym for Fundamental Interpersonal Relations Orientation, is based on a dynamic psychology of growth and development. Dr. Schutz postulates that all behavior is derived from three dimensions: inclusion, control, and affection (which was subsequently changed to openness). Dr. Schutz also developed FIRO-B®, a widely used instrument to measure and predict the characteristic orientation of an individual in each dimension.

Used first as a theory to understand group behavior of two or more people, Dr. Schutz hypothesized that groups go through each dimension developmentally. Though all dimensions are functioning at all times, the issues of one dimension predominates within the group. As the issues in each dimension are resolved to the satisfaction of most of the members in the group, new issues arise that are characteristic of the subsequent dimension. This process continues throughout the life of the group until it is ready to end at which time the process reverses until group members are able to complete and let go.

Revised throughout his lifetime, Will Schutz continued to update the FIRO theory as his understanding grew. This led him to revise the dimensions and change affection to openness as well as to create additional assessment tools. Looking into the individual, Dr. Schutz determined that underlying the behaviors associated with the inclusion, control, and openness dimensions are beliefs which he called feelings: significance, competence, and likeability respectively. However, more primary than these are the corresponding aspects of the self-concept: in terms of behavior of the self toward the self; aliveness, self-determination, and self-awareness as well as what one believes about oneself, which Dr. Schutz also called feelings; self-significance, self-competence, and self-likeability. Dr. Schutz postulates further that all defensive behavior stems from negative self-concept issues. For instance, if individuals have inner conflicts about significance, they might become defensive when not included in a meeting or ignored socially. If the inner conflicts revolve around competence, those individuals might get reactive if they were challenged, had too little supervision or were micro-managed. Inner conflicts regarding ones' likeability might catalyze defensive reactions when personal issues were addressed.

FIRO and FIRO-B is a registered trademark of CPP, Inc.

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