The ICO Model for Personal & Business Success

The ICO Model

Emotional Intelligence (EQ) is about being aware of your own feelings, fears and behaviors - and those of others. By regulating these feelings and behaviors in yourself and others, you will use emotions that are appropriate to the situation. It is a simple language that can categorize most underlying motives that drives human behavior. 

Inclusion: The area concerned with achieving just the right amount of contact with others. Sometimes I like a great deal of inclusion, at other times, I prefer to be alone. We differ as to how much and in what ways we want to be included with one another and with groups at work.

Control: The area concerned with achieving just the right amount of control over other people. Sometimes we prefer to be in charge of others, making decisions, giving orders, and being the boss. At other times we prefer to have no control over others, or we may be comfortable being controlled by someone else. We may even seek out situations where we have no responsibility. We vary in the amount we like to control others, and the amount we like to be controlled.

Openness: The area concerned with achieving just the right amount of openness. Sometimes we enjoy relating in a disclosive way, revealing our innermost thoughts and feelings. At other times, we would rather keep things impersonal. We differ in when, how much, and with whom we wish to be open or private.

Behaviors: Actions and reactions in various personal and work scenarios.

Feelings: Emotions that drive these behaviors, affecting productivity and workplace harmony.

Fears: Deep-seated fears that create negative feelings, influencing decision-making and interactions.

Self-Concept: Core beliefs about oneself that impact fears, insecurities, and consequently feelings, behaviors, and outcomes.

Will C. Schutz, PhD

William C. Schutz, PhD (December 19, 1925 - November 9, 2002) was an American psychologist and a pioneering figure in the human potential movement, best known for developing the Fundamental Interpersonal Relations Orientation (FIRO) theory, which examines individuals' interpersonal needs across dimensions of inclusion, control, and openness. His work emphasized group dynamics, encounter groups, and personal awareness to foster healthier relationships and organizational behavior, influencing training programs in psychology and management. 

Schutz enlisted in the U.S. Navy participating in naval operations and training during the final years of World War II. During his service, he observed interpersonal tensions within military hierarchies. This included authority conflicts between officers and enlisted personnel as well as the bonds of camaraderie formed under stress, providing early insights into human behavior in group settings. These experiences shaped his foundational understanding of dynamics like control and inclusion, influencing his later psychological research. During the Korean War in 1952, he was recalled to the U.S. Navy to conduct research on group dynamics and leadership. He was given the task of learning how people work most productively together and function cooperatively at the highest level of efficiency. His research led to the creation of FIRO theory and FIRO-B® (now Element B), a psychometric instrument that predicts the behavior of people on teams. He was given the task of learning how people work most productively together and function cooperatively at the highest level of efficiency. His research led to the creation of FIRO theory and FIRO-B® (now Element B), a psychometric instrument that predicts the behavior of people on teams.

Optimum size 6 to 24 participants

Examples:

• Intact Work Teams
• Assorted Company Representatives
• Department Managers
• Executive & Leadership Teams
• Board Members
• Union Members
• Association & Club Members
• Religious & Spiritual Groups
• Couples & Families