Anyone who is interested in improving his or her interactions with others.
Of course, for positive changes in relationships to take hold and endure, it is best to involve others in the change process. Many people find that sharing the results of the iea with others is a good way to clear up misunderstandings, establish new and more effective patterns, and promote more satisfying and productive relationships.
If you formulate an action plan and work on developing areas that were indicated as needing improvement, you will likely assess yourself differently and your results will change. Much of your Role Type is personality-based and might not change dramatically. However, your results on the Interaction Pattern and Effectiveness Profile might change considerably if you are consistent in executing your development plan.
Research conducted jointly by SCG and the Center for Creative Leadership (CCL) showed no significant differences between what is effective for males and females, using the set of SYMLOG value items. No targeted research on possible gender issues has been conducted using the behavior item set which is used in the iea. A dissertation study (Cowen, 1998) on the relationship between values and behaviors indicated that the more your behavior is perceived by others to be appropriate to the situation, the more likely you will also be perceived as showing values that others consider effective.
See also Hare, Koenigs & Hare (1996). Perceptions of observed and model values of male and female managers in SYMLOG field theory, pp 127-136.
The iea is available only in English. However, professionals may order a "Simplified English" version for use with individuals who have a limited reading ability or understanding of English. Click here to learn more.
The dimension letters are directional indicators, with only a spatial meaning until used to evaluate an image, a person, an important concept for interaction, and the like.
U stands for Upward, and its opposite, D for Downward.
The dimension is measuring dominant versus submissive behavior.
P stands for Positive, and its opposite, N for Negative.
The dimension is measuring friendly versus unfriendly behavior.
F stands for Forward, and its opposite, B for Backward.
The dimension is measuring controlled versus expressive behavior.
The profile and range (effectiveness norm) used in the iea were derived from data collected by the SYMLOG Consulting Group over the last thirty years. The file consists of a random sample of ratings (N=4000) drawn from a sample of over 100,000 sets of ratings made by participants in leadership and team development programs in English speaking countries. Participants rated their actual behavior and the behavior they considered most effective. Their co-workers in turn rated participants on their actual behavior and what behavior would be most effective for them to show.
Yes. The original norm (1983) was first revised in 1990. The sample in 1990 was considerably larger than the original. Periodic reviews of the norm are done as data from different demographic groupings are collected, particularly with younger people entering the work force. The latest revision, requiring minimal but strategic changes, was formulated in 2012.
It is likely you will find your iea results not only confirm what you have learned about yourself from other assessments, but also inform those results.
The Myers-Briggs Type Inventory (MBTI) is a personality assessment and measures your preferences. These preferences influence your behavior, how you rate yourself on the iea, and your iea Role Type and interaction pattern.
If you have taken the FIRO-B needs assessment, your expressed and wanted needs will likely influence how you behave toward others. If these needs are strong, they will be reflected in some of the interaction patterns you show, and specific behaviors you might under- or over-emphasize.
If you know one of the four behavioral styles noted in the DISC assessment, these will be apparent in your Interaction Pattern, particularly in the iea areas denoting task-focused and social aspects of your personality (Areas P, PF and F).
Research has shown that 8 of the 9 team roles in the Belbin model fall within the task-focused areas in the Interaction Pattern, some with an emphasis on inclusion with a group-orientation, and some with a more self-oriented emphasis. As with any role you adopt, the flexibility of showing various behaviors across time is important. If your results, as noted in the Belbin assessment, are very strong in one type, you may find your iea results indicate a need for modifying your behavior to be more, or less, group-oriented.
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