LIFO method

The LIFO method is a tool within psychology for assessing behavioral styles . It represents a form of behavior typology . It helps to describe behavior objectively and serves to represent and clarify personal behavior patterns . The term LIFO stands for "Life Orientations", i. H. Life orientation. LIFO is a registered trademark of Business Consultants Network Inc.

With this method the own are goals , beliefs, feelings , preferred behavioral styles or combinations of styles in different situations, as well as the communication partner recognized and effective communication strategies for. B. developed with employees, customers, coachees or seminar participants.

history

The method was developed by the two social psychologists Allan Katcher and Stuart Atkins in 1967 under the aspect of performance management and performance appraisal. The four basic human behavioral orientations that go back to Erich Fromm were statistically checked by Stuart Atkins and Allan Katcher and the 72 statements in the questionnaire were filtered out with the help of factor analysis . The questionnaire was validated and the reliability checked over time as well as the equality of the answer alternatives.

The LIFO method is now represented in more than 30 countries worldwide. It was introduced in Germany in 1989 and is used primarily in the areas of communication , leadership , team building , sales , self-management , stress and conflict management and trainer training, as well as to support interviews with applicants .

background

The LIFO method has its origin in theories of Erich Fromm , Carl Rogers and Peter Drucker .

The strengths-weaknesses paradox was adopted from Erich Fromm. This means that strengths are to be seen in the context of weaknesses in the sense that strengths (i.e. strong behaviors) become weaknesses when used excessively or when used in unsuitable situations. Example : If patient listening is a strength, then it can prevent a much-needed decision in an emergency situation.

Carl Rogers used the concept of uniformity ( congruence ) of intention , behavior and effect in communication. Carl Roger's approach of mutual respect was also reflected ( unconditional positive appreciation ; you can only help someone if you like him; in order to like him, you have to accept him; as a prerequisite for this you have to understand him ).

Strength management and strength development are two further components of the LIFO method, which come from Peter Drucker. He assumes that effective managers inspire and stimulate their employees by supporting their strengths and using them in conjunction with resources in a goal-oriented manner, in order to then measure progress towards goal achievement and to control the use of resources.

motivation

The philosophy of the method is the practice of tolerance, the recognition of opposites as a complement, the imparting of the ability to adjust to others (better), the recognition and use of one's own strengths and those of others, as well as avoiding the excessive use of strengths .

In contrast to other methods ( MBTI , MPE), it is not intended or suitable for numerical evaluation of a profile of strengths and weaknesses (see also criticism).

Basics

The LIFO method is based on a theory of human behavior and communication based on the following principles:

Everyone has their own style of dealing with many different life situations. There is no such thing as an average style, a good style or a bad style. We have learned to behave towards others in such a way that our various psychological and physical needs are satisfied as far as possible, which also depend on the situation (favorable or unfavorable) and the respective role. The resulting - mostly complex - behavior pattern becomes our natural or "preferred" orientation towards others. This preferred orientation is the source of our strengths. However, it can be used even more productively if we fully understand and develop it.

However, the combination of behavioral styles that make up our orientation is not always helpful in all situations. If we use our strengths too much, they can also turn into the opposite: They then become weaknesses. This creates disadvantages for us, which we usually do not want to admit. This tendency to exaggerate our strengths is particularly detrimental in stressful and conflict-ridden situations. However, we can get rid of behavioral styles that run counter to our goal of personal self-actualization.

model

The LIFO method differentiates between four basic styles with different needs, strengths and weaknesses (from the LPC trainer manual). In the term pairs, the first term (e.g. supporting) expresses the productive use, the second term (e.g. providing) the exaggeration.

LIFO needs and values

Supporting / giving (U / H) with a focus on performance and values The needs of this style are: To be an accessible and valuable person, to be valued, understood, accepted and the knowledge that ideals are not lost. His strengths are: Admires, supports the achievement of others; makes high demands on himself and others; trust and believe others; helps others and protects them. His weaknesses (= exaggerated strengths): Gives unnecessary help and advice; is easily disappointed and critical; if he sees no value, he does not tackle; gets too involved with others.

Determining / Accepting (B / Ü) with a focus on activity and results The needs of this style are: To be an active and capable person; Overcome obstacles; see other options. His strengths are: Assumes leadership, decisive influence; gives a sense of urgency; enjoys challenges; seeks hidden resistance. His weaknesses (= exaggerated strengths): Dominates and interrupts others, interrogated; creates an atmosphere of uncertainty; accepts risky, unnecessary challenges; follows new developments at the expense of the current.

Preserving / Holding (B / F) aiming at reason and order The needs of this style are: being objective and reasonable; Avoid and eliminate risks; Do not let damage arise. Its strengths are: Analyzes, interprets and emphasizes facts; give reasons for opinion, consider alternatives; methodical, neat, prudent, deliberate; maximizes what is already there. His weaknesses (= exaggerated strengths): In love with facts, loses the interest of others; confused by too many choices; Control through systems, structures; reluctantly accepts new things.

Adapting / Harmonizing (A / H) with the aim of cooperation and harmony. The needs of this style are: to be a lovable, popular person; everyone should be satisfied with the result; Seizing opportunities to please others. His strengths are: Fine feeling for feelings and needs; makes relationships even more positive; reacts flexibly, no set patterns; mediates with opposing opinions. His weaknesses (= exaggerated strengths): likes to joke, even when it is inappropriate; holds back own views, adapts; likes to spend time in meetings and cozy get-togethers.

questionnaire

The behavioral styles are determined by means of a questionnaire (print or online version), which can be evaluated within a few minutes in the form of adding up the evaluation numbers. The questionnaire consists of 18 statements as well as four half-sentences for each of these statements, i. H. a total of 72 items. The half-clauses always describe one of the four basic styles. They are to be assessed by the participant in each case according to the degree of their accuracy with 4 (most applicable), 3, 2 and 1 (least applicable).

The interpretation takes place in a one-on-one conversation or within the group together with a trainer, advisor or coach and usually takes between 15 and 90 minutes. The results are brought in an understandable, clear and value-free form in relation to the LIFO behavioral styles. In order to meet individual features such as B. to be able to work out and interpret the development / learning history or the professional and private contexts, role, goals, challenges / problems, etc., a dialogue with an experienced, licensed LIFO analyst is recommended.

When constructing the item, care was taken to ensure that the same social desirability is given, i.e. This means that you can basically agree to an item with equal ease or with equal difficulty. Furthermore, understandable, colloquial and memorable terms were used in the formulation of the items.

Preferred styles

The highest value indicates the preferred LIFO style. Preference means that the person likes to use this style often and with pleasure; it has brought her success so far. The higher the value in the preferred LIFO style and the greater the difference between this and the second highest value, the more the person relies on that style.

The second highest value indicates the substitute LIFO style. These first two styles can be seen in combination with one another and thus help to avoid a one-sided “interpretation of the drawers”. Looking at the mix of styles between these two styles says much more about the person than looking at the pure preferred behavioral style.

The lowest-scoring style is the neglected LIFO style, but this does not mean that these behaviors are not used. Rather, it shows that this person is not used to these behaviors or that they find them uncomfortable. All four styles have to be seen in combination with each other, only then do you get the overall picture of a profile.

Favorable and unfavorable conditions

Half of the statements relate to favorable conditions, the others to unfavorable conditions (stress and conflict), as it is assumed that many people behave differently under favorable conditions than in stress and conflict situations.

Intention - behavior - effect

Within the set of questions, a distinction is made between the levels of intention, behavior and impact or perception of impact. This goes back to the congruence principle of Carl Rogers .

The level of intent is shaped by personal values and attitudes ("beliefs")
The level of behavior is influenced by the particular situation in which one finds oneself (roles, expectations, educational patterns, trained ("programmed") behaviors)
The level of impact is influenced by the feedback (actual, fears, wishes)

Using these 3 levels, incongruities are considered based on value jumps (> 3 points) and hypotheses are created.

Areas of application

The LIFO method can be combined with other models (e.g. MBTI , Belbin group roles ) and can complement the well-known and often used forms of typing leadership behavior, forms of communication, sales techniques, in team building, etc. It complements z. B. with the approaches of Friedemann Schulz von Thun and the situational leadership according to Hersley and Blanchard.

Areas of application are: Individuals (e.g. creation of individual strength profiles, analysis of the need for change, individual support, problem solving in the interpersonal area) Working groups (analysis of the composition of working groups, improvement of cooperation through strength profiles, seminars / internal training events and active conflict management and composition of project groups) Organizations to support the corporate culture , support change processes and as an aid to personnel selection

Specific questionnaires are offered for these different contexts: life orientation / basic styles, styles of another person, leadership styles, leadership styles of another person, sales styles, learning styles, teaching styles trainers, stress management styles, work-life balance styles, service orientation Styles.

criticism

The authors point out that the LIFO method is an intervention instrument and not a personality instrument, and therefore test-theoretical criteria are not very useful.

literature

A. Katcher, R. Czichos: Learning Dynamics. Xlibris 2009, ISBN 978-1441530585
S. Atkins: The name of your game. Ellis & Stuart, Beverly Hills 1981.
R. Bergermaier, R. Czichos: The LIFO method. In M. Schimmel-Schloo, LJ Seiwert & H: Wagner (Ed.), Personality Models. Gabal Verlag, Mainz 2002.
R. Czichos: Professionals manage themselves. The LIFO book for your personal strength management. Reinhardt, Munich and Basel 2001.
R. Czichos, R. Bergermaier: Typologies and LIFO method. Munich 1994: Working paper for the LIFO license seminar.
Trainer manual for the license seminar, LPC, edition 2005.
A. Katcher, K. Pasternak: Managing Your Strengths. Xlibris Corporation, Philadelphia 2002.
W. Sarges, H. Wottawa: Handbook of economic psychological test procedures. Pabst Science Publishers Verlag, Lengerich 2005.
Walter Simon: Personality Models and Personality Tests. GABAL Verlag GmbH, Offenbach 2005.