How other models relate to SYMLOG®
In 1996 the author and inventor of the SYMLOG system, Robert F. Bales, was interviewed
and answered a number of questions. His answer to the question, “How is SYMLOG different
from other instruments?” will inform your journey through this section on how other
models and instruments relate to the SYMLOG system.
In part, Bales’ answer is that SYMLOG measures a great many more important things
about an organization, about the individual persons, and teams, than any other instrument.
Most other instruments are training instruments. They tell individuals in an educational
kind of situation something about themselves, the way they think, or ways to think
about the job they do. But other instruments don’t purport to give a picture of
a team, or an organization, and its various parts, and how they conflict with each
other, and what can be done about it. SYMLOG is a method of diagnosis, rather than
a kind of educational addition to the individual.
Many aspects that other instruments describe, however, are contained within the
dimensions measured by the SYMLOG system. To understand the overlap, it is important
to have a picture of how the three critical dimensions of social interaction that
SYMLOG measures are displayed.
SYMLOG is a field theory, and one way results from SYMLOG measurements are displayed
visually is in a "field" diagram. It is a field of unifying and polarizing forces
that influence behavior. The "field" encompasses the major characteristics of social
interaction, and, as such, each area within the field has specific meanings attributed
to it.
Study the graphic to the right for a moment, to become familiar with words typically
used to describe effective and ineffective leaders, or individuals with whom you
interact.
(click image to enlarge)
These same words, when grouped into the SYMLOG dimensions, explain the meaning of
various locations within the SYMLOG "field" or evaluative space.
(click image to enlarge)
This diagram uses the same words that were randomly displayed, but have now been
grouped according to the dimensions that SYMLOG measures. Note three different font
sizes are used in all the groupings. The x-axis, labeled P-N, measures relationship
to others, whether group or individually oriented. The y-axis, labeled F-B, measures
relationship to external authority and whether accepting or rejecting.
The three font sizes are used to depict the third dimension: if the characteristic
noted is generally experienced as dominant, submissive, or in between (neither dominant
nor submissive).
An example diagram containing images of famous people will further aid in understanding
the different characteristics associated with the evaluative space.
(click to enlarge)
Most other models in use today are descriptive, and thus have serious limitations
on their ability to predict behavior. They describe and label, but do not integrate
findings. They deal primarily, if not exclusively, with characteristics associated
with the upper right hand quadrant of the SYMLOG space.
Descriptive models can provide good information to respondents about their personality,
preferences, styles, decision-making processes, and the like. Since they lack a
measurement system, however, or underlying theoretical basis (field theory in the
case of SYMLOG), these instruments fail in some critical respects.
Models that are primarily descriptive, not predictive, are unable to:
- articulate the impact of one’s behavior on others, and whether the consequences
of the behavior are perceived as positive, negative, or neutral;
- allow for more images than the self to be assessed;
- use the same item set to measure individual, or team, or cultural phenomena;
- take into account the environment as experienced by others;
- measure effectiveness of the preferences (because normative/effective data is not
available);
- do anything other than describe, suggest, or inform, not predict (as is the case
with SYMLOG);
- compare the current state to a desired most effective condition;
- benefit from using repeated measures over time, as SYMLOG does, to measure change;
- target desired changes to integrate with organizational, team, and individual needs.
The presentation of models and existing assessment instruments that follow are based
on their compatibility with the SYMLOG theory and model. As such, not only are the
offerings complementary, but the further use of SYMLOG, in addition to what we are
presenting, could greatly enhance your use of the tools and their impact on personal
insight and understanding of developmental issues.
SYMLOG theory incorporates three dimensions proven to be those used by individuals
when evaluating interaction. These dimensions encompass those presented in the assessments
that follow, and can be used not only to explain interpersonal interaction, but
also demonstrate how the behavior of individuals is likely to impact and influence
the reactions of others.
There are essentially 3 important dimensions in any social interaction:
U-D deals with issues of dominance, power, level/degree of involvement with others,
personal prominence, need for status and recognition
P-N deals with your relationship to others, whether friendly and group oriented
or more isolated and individually focused, if you show self or other directed behavior
F-B deals with your approach to work, problem-solving, relationship to authority,
your degree of conformity to social norms, whether your behavior is more controlled
or expressive
Your major orientation is one of the determining factors in how you behave toward
others and how you are perceived by others.
Most of the models describe characteristics associated with the PF part of the space,
and deal, at best, with conflict in the F to P direction. This is the classic polarization
between the concern for task (F) and the concern for people (P).
The diagram below indicates the four quadrants of SYMLOG, the general area covered
by many of these models (a little larger than the PF quadrant alone). While this
shaded PF area encompasses orientations that most people desire to be perceived,
what they rate as most effective in social interaction, what is desired in the future,
and where they rate those they have known as most effective leaders, many individuals
are rated by others as showing value-orientations that are not in this PF area.
(Click to enlarge)
The diagram below has hundreds of circles of all sizes, located throughout the SYMLOG
space. Each circle represents the rating of a co-worker made at the request of a
boss or co-worker attending a leadership workshop.
(Click to enlarge)
You will note how many of the circles fall outside of the PF quadrant. How can models
that do not take into account these other value-orientation deal effectively with
these individuals?
A SYMLOG diagnostic provides feedback on all areas of relevant behavior or perceived
values in interaction.