communication workshop 2012 jan 21st

8/3/2019 Communication Workshop 2012 Jan 21st

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COMMUNICATION SKILLS


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Introduce Yourself

Your name

Your interests

Something unique about you as aperson


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Gathering Expectations

My Expectations from

this program


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Objectives

To understand the communication model

To understanding the Johari Window

and construct a self-profile

To understand and practice self

disclosure

To understand and practice seekingfeedback.


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Interpersonal Communication

Is the process that we use to communicate our ideas, thoughts, and

feelings to another person.

It deals with relationships between people, usually in face-to-face

private settings.

It is a primary way by which relationships are created, maintained,

and changed.

Our interpersonal communication skills are learned behaviors that

can be improved through knowledge, practice, feedback, and

reflection.


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Interpersonal Communication


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Variables impacting communication

Communication skills Listening , speaking, reading,writing, non-verbal communication, thinking & reasoning

Attitude of sender & receiver

Knowledge level of sender & receiver

Social position/ authority of sender & receiver

Culture of sender & receiver

Conflicting feelings , goals & opinions

Personal limitations & abilities

Environmental barriers


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You always complain that I dont know

how to show my emotions, so I made

these signs


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I will pay more for the ability to deal with

people than for any other ability under thesun

.John Rockefeller


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Developed by American psychologists Joseph

Luft and Harry Ingham in the 1950's.

The Johari Window is a communication model

that can be used to improve understandingbetween individuals within a team or in a

group setting.

Based on disclosure, selfdisclosure and

feedback, it can also be used to improve agroup's relationship with other groups

What is Johari window?


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There are two key ideas behind the tool:

Individuals can build trust between

themselves by disclosing information aboutthemselves.

Individuals can learn about themselves and

come to terms with personal issues with the

help of feedback from others.

Johari window


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Johari Quadrant 1

Open self/area or free area or public area,

or arena

It is the area known by the person ('the self')

and known by the group ('others').

It gives information about the persons

behaviour, attitude, feelings, emotion,

knowledge, experience, skills, views, etc

The aim is to develop the 'open area ,

because when we work in this area withothers we are at our most effective and

productive, and the team is at its most

productive too

It is the space where good communications

and cooperation occur, free from


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Johari Quadrant 2

Blind self' or blind area or blind spot

It is the area what is known about a person

by others in the group, but is unknown by

the person him/herself.The aim is to reduce this area by seeking or

soliciting feedback from others and thereby

to increase the open area, i.e., to increase

selfawareness

Discovery through communications, active

listening and experience, will reduce the

unknown area.


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Johari Quadrant 3

Hidden self' or 'hidden area' or 'avoided

self/area' or 'facade

What is known to ourselves but kept hidden

from, and therefore unknown, to others

Represents information, feelings, etc,anything that a person knows about

him/self, but which is not revealed or is

kept hidden from others

Also include sensitivities, fears, hiddenagendas, manipulative intentions, secrets

anything that a person knows but does not

reveal.

Relevant hidden information and feelings,

etc, should be moved into the open area


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Johari Quadrant 4

Unknown self, 'area of unknown activity,

'unknown area'

Information feelings, aptitudes, experiences

etc, that are unknown to the person and

unknown to others in the group.

It could include repressed or subconscious

feelings rooted in formative events and

traumatic past experiences, which can stay

unknown for a lifetime.It can be prompted through selfdiscovery or

observation by others, or through collective

or mutual discovery

Counseling can also uncover unknown issues


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Complete Johari Window

Model


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0 10 20 30 40 50 60 70 80 90 100

10

20

30

40

50

60

70

80

90

100

Feedback

SelfDisclosure

SelfDisclosure

OPEN BLIND

HIDDEN UNKNOWNSector

Self

Disclosure Feedback

Student 35 40


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Self Centered ??

No Experience

Feeling of unease

Unfamiliar with

message

Message Centered

Tendency to

Monologues

Information

download

More focus on

message than

listener

Other Centered

Commitment to

listening &

relevance

Dialogue & true

communication

Sensitivity &

every increasing

effectiveness

Communication


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Listen with your body !


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LISTEN

L

istening

Effective

ness

Self Other

(Focus)

Level 1 Listening

yI only hear what is importantto me

yI am doing something else,while trying to listen at the

same time

y

I am preparing my responseon what to say nextyI am thinking about something

else, while trying to listen

yI get distracted by noise or

other external barriers

Level 2 Listening

yI am focused on hearing the

speaker, regardless ofpersonal interest

yI dont let any other

distractions interfere withpaying attention to the

speakers message

yI am not thinking about

anything else when someoneis speaking

yI use non-verbal gestures,like a head nod. to let the

speaker know I understandtheir message

yI prepare a response whenthe speaker is finished

yI ask clarifying questions tounderstand the speakers

message better

Level 3 Listening

yI notice voice inflections

and body language thatgive me deeper insight into

the speakers message

yI make consistent eyecontact with the speaker

yI suspend judgment about

the speaker or the topicbeing discussed

yI listen with the intent to

completely understandwhat is being said,

regardless of whether ornot I agree with it

yI am comfortable withsilence in the conversation


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Aspects of Constructive

Feedback

Fit

Focus

Timely

Direct expression of

feelings

Non-evaluative

Rectifiable


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Receiving Feedback

Listen carefully to what is being

said. Is there any truth in it?

Evaluate to see if you are taking the criticism personally

Understand why it is being given.

Seek clarification if required.

Get yourself into a continuous improvement mood.

Decide to change if it is useful.

Find something you can agree with & express that

agreement

Do not assume that you know what the other person thinks

or feels


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EARS model

Example Is specific in regards to frequency and time.

Answers the question, Where and when did the behavior take place?

Action

Is specific in term of observable behavior

Answers the question, What specific behavior are we discussing?

Result

Talks about the business and people impact of the behavior.

Answers the questions, So what? Why is this behavior relevant and what is the impactof the behavior?

Strategy

Looks at options in terms of behavior change.

Answers the question, Now what? What are the alternatives?


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Positive Feedback

Be given frequently

Given publicly Combined with rewards where

possible

Given as soon as possible

Expressed with appropriate

body language


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Negative Feedback

Be given privately

Avoid when angry

Constructive

Clearly understood

Be given before an opportunity to

repeat it


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Practice

Form triads

Person A Provide feedback to person B about his

communication style

Person B Disclose more information to negate or

corroborate the feedback given

Person C Observe use of EARS, Inquiry, Advocacy &

Listening techniques by Person A

Swap till all of you have played all 3 roles

Spend 5-8 minutes for each round


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THANK YOU

communication workshop 2012 jan 21st

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