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Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
Interpersonal Self-disclose and Feedback
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Interpersonal Self-disclose and Feedback

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  • 1. Interpersonal Self-Disclosure and Feedback
  • 2. <ul><li>Self-disclosure </li></ul><ul><li>Sharing biographical data, personal ideas and feelings that are unknown to the other person </li></ul><ul><li>Feedback </li></ul><ul><li>Verbal and physical responses to people and/or their messages </li></ul>
  • 3. Appropriate Self-disclosure <ul><li>Self-disclose the kind of information you want others to disclose to you. </li></ul><ul><li>Self-disclose more intimate information only when you believe the disclosure represents an acceptable risk. </li></ul><ul><li>Move self-disclosure to deeper levels gradually. </li></ul><ul><li>Reserve intimate or very personal self-disclosure for ongoing relationships. </li></ul><ul><li>Continue intimate self-disclosure only if it is reciprocated. </li></ul>
  • 4. Reciprocal self-disclosure has the greatest positive effects.
  • 5. Women tend to engage in “rapport talk” to share experiences and establish bonds. Microsoft Photo
  • 6. Men tend to engage in “report talk” to share information, negotiate, and preserve independence. Microsoft Photo
  • 7. <ul><li>Masking Feelings </li></ul><ul><li>Concealing verbal or nonverbal cues that would enable others to understand how a person is feeling </li></ul><ul><li>Displaying Feelings </li></ul><ul><li>Expressing feelings through facial reactions, body responses, or paralinguistic reactions </li></ul>
  • 8. Describing Feelings <ul><li>Describing feelings is the skill of naming the emotions you are feeling without judging them </li></ul><ul><li>Increases the likelihood of having a positive interaction and decreases the chances of creating defensiveness </li></ul><ul><li>BUT…many people don’t describe their feelings regularly. Why? </li></ul>
  • 9. Why Don’t We Describe Feelings? <ul><li>People believe that when they say “I feel” they are evaluating others. </li></ul><ul><li>No active vocabulary for describing feelings </li></ul><ul><li>Afraid that describing feelings makes you vulnerable </li></ul><ul><li>Afraid that if you describe your feelings you will be judged </li></ul><ul><li>Afraid to harm relationship </li></ul><ul><li>Some cultures encourage members to mask their feelings </li></ul>
  • 10. Personal Feedback Praise Highlights positive behaviors and accomplishments Constructive Criticism Identifies negative harmful behaviors
  • 11. Giving Constructive Criticism <ul><li>Describe the behavior by accurately recounting precisely what was said or done, without labeling the behavior good or bad, right or wrong. </li></ul><ul><li>Preface a negative statement with a positive one whenever possible. </li></ul><ul><li>Be as specific as possible. </li></ul><ul><li>When appropriate, suggest how the person can change the behavior. </li></ul>
  • 12. Asking for Criticism <ul><li>Think of criticism as being in your best interest. </li></ul><ul><li>Before you ask, make sure that you are ready for an honest response. </li></ul><ul><li>If you take the initiative to ask for criticism, you will avoid surprises. </li></ul>
  • 13. Guidelines to Improve Feedback <ul><li>Specify the kind of criticism you are seeking. </li></ul><ul><li>Try to avoid negative verbal or nonverbal reactions to the criticism. </li></ul><ul><li>Paraphrase what you hear. </li></ul><ul><li>Give reinforcement to those who take your requests for criticism as honest requests. </li></ul>
  • 14. Describe how a person can know that trusting another person with confidential information is appropriate?
  • 15.  

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