Amity Business School

PROGRAMME : MBA
COURSE : BEHAVIOURAL SCIENCE
NAME OF FACULTY: Prof.(Col.) A.K.RAJPAL
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UNIT - III
Building Interpersonal
Relationship through Trust
and Constructive Self-
Disclosure
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Self – Disclosure Defined

“Self-disclosure is the process of letting another
person know what you think, feel or want. It is one
of the important ways you let yourself be known by
others. The primary goal of self-disclosure is to build
strong and healthy interpersonal relationships.”

Self Self-
-Awareness Disclosure

Feedback
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Benefits Gained from Self-

Disclosure

• Reduction of Stress.

• Increased accuracy in communication.

• Increased self-awareness.

• Stronger Relationships.
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The Johari Window: A Model for

Self-Understanding
•It is dynamic process. For example, sharing
information and receiving feedback from someone can
change the size of the panes in the window.
•The Johari Window identifies four kinds of information
about you that affect your communication with others.
With the aid of this model, you can explore your
potential for increasing your levels of awareness and
acceptance through sharing. In other words, the more
time and energy your spend hiding information and
feelings, the less clearly and effectively you
communicate with others.
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Solicit Feedback

Johari Window Information not

Give Feedback (Self-Disclosure)

Known to Self
Information Known
to Self 1 2
to Others
Information

Open Blind
Known
Known to Others
Information Not

3 4

Hidden Unknown
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Appropriate Self-Disclosure
•Use Self-Disclosure to Repair Damaged Relationships
•The Art of Apologizing
•Avoid Being Judgmental
•Discuss Distributing Situations as They Happen
•Accurately Describe Your Feelings and Emotions
•Select the Right Time and Place
•Avoid Overwhelming Others with Your Self-Disclosure
•Be Aware of Your Nonverbal Cues
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Role Relationships Vs Interpersonal

Relationships
 Self-disclosure is more apt to take place within an organisation
when people feel comfortable stepping outside their assigned roles
and displaying openness and tolerance for the feelings of others.
 They draw a sharp distinction between role relationships and
interpersonal relationships. They are impersonal, are aloof,
thinking that this is appropriate ‘role’ behaviour. Employees
usually respond to these actions by becoming defensive or less
trusting.
 Role expectations should be clearly stated within an organization,
but role differentiation should not lead to a breakdown of
interpersonal relationships.