COMMUNICATION SKILLS

Introduce Yourself
Your name Your interests Something unique about you as a person

Gathering Expectations

My Expectations from this program

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 seeking feedback.

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.

Interpersonal Communication

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

You always complain that I dont know how to show my emotions, so I made these signs

I will pay more for the ability to deal with people than for any other ability under the sun
.John Rockefeller

What is Johari window?

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 understanding between individuals within a team or in a group setting. Based on disclosure, self disclosure and feedback, it can also be used to improve a group's relationship with other groups

Johari window

There are two key ideas behind the tool: Individuals can build trust between themselves by disclosing information about themselves. Individuals can learn about themselves and come to terms with personal issues with the help of feedback from others.

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 with others 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

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 self awareness Discovery through communications, active listening and experience, will reduce the unknown area.

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, hidden agendas, 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

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 self discovery or observation by others, or through collective or mutual discovery Counseling can also uncover unknown issues

Complete Johari Window Model

OPEN
0

Feedback
10 20 30 40 50 60 70 80 90

BLIND
100

Self Disclosure

10 20 30 40 50 60 70 80 90 100

HIDDEN
Sector Student

Self Disclosure 35

UNKNOWN
Feedback 40

Communication

Other Centered Commitment to listening & relevance Dialogue & true communication Sensitivity & every increasing effectiveness

Message Centered Tendency to Monologues Information download More focus on message than listener

Self Centered ?? No Experience Feeling of unease Unfamiliar with message

Listen with your body !

LISTEN
Level 3 Listening

Listening Effectiveness

Level 2 Listening
yI am focused on hearing the speaker, regardless of personal interest yI dont let any other distractions interfere with paying attention to the speakers message yI am not thinking about anything else when someone is speaking yI use non-verbal gestures, like a head nod. to let the speaker know I understand their message yI prepare a response when the speaker is finished yI ask clarifying questions to understand the speakers message better

yI notice voice inflections and body language that give me deeper insight into the speakers message yI make consistent eye contact with the speaker yI suspend judgment about the speaker or the topic being discussed yI listen with the intent to completely understand what is being said, regardless of whether or not I agree with it yI am comfortable with silence in the conversation

Level 1 Listening
yI only hear what is important to me yI am doing something else, while trying to listen at the same time yI am preparing my response on what to say next yI am thinking about something else, while trying to listen yI get distracted by noise or other external barriers

Self (Focus)

Other

Aspects of Constructive Feedback

Fit Focus Timely Direct expression of feelings Non-evaluative Rectifiable

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

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 impact of the behavior? Strategy  Looks at options in terms of behavior change.  Answers the question, Now what? What are the alternatives?


Positive Feedback

Be given frequently Given publicly Combined with rewards where possible Given as soon as possible Expressed with appropriate body language

Negative Feedback
Be given privately Avoid when angry Constructive Clearly understood Be given before an opportunity to repeat it

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

THANK YOU