Managing interpersonal relationships lc
This document discusses improving interpersonal effectiveness through understanding relationships, communication, influencing skills, managing conflicts and teams. It describes defensive versus supportive communication and effective interpersonal communication strategies like clarity, empathy, listening and managing emotions. The Johari Window model of self-awareness is introduced showing open, blind, hidden and unknown aspects of self. Benefits of giving feedback are listed as reducing uncertainty, solving problems, building trust and improving work. Guidelines for giving feedback include being descriptive, specific, focusing on behavior not person, timely, ongoing and intended to help. Receiving feedback advice includes avoiding quick acceptance/denial, being open without defensiveness, getting information and considering feedback seriously.
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Managing interpersonal relationships lc
- 1. IMPROVING INTERPERSONAL EFFECTIVENESS PROF LEENA CHATTERJEE
- 2. INTERPERSONAL SKILLS • UNDERSTANDING AND MANAGING RELATIONSHIPS • INTERPERSONAL COMMUNICATION • INFLUENCING SKILLS • MANAGING CONFLICTS/ NEGOTIATIONS • MANAGING TEAMS
- 3. INTERPERSONAL COMMUNICATION (J.R. Gibbs) DEFENSIVE COMMUNICATION 1. EVALUATION 2. CONTROL 3. STRATEGY 4. SUPERIORITY 5. NEUTRALITY 6. CERTAINTY SUPPORTIVE COMMUNICATION • DESCRIPTION • PROBLEM-SOLVING • SPONTANIETY • EQUALITY • EMPATHY • PROVISIONALISM
- 4. EFFECTIVE INTERPERSONAL COMMUNICATION • Clear objectives • Share / clarify objectives • Clarity of expression • Avoid hidden agendas • Direct communication preferable • Understanding others – empathy • Listening Skills • Ability to give and receive feed-back • Managing emotions • Positive attitude toward others (willingness to build trust and openness) • Positive self concept
- 5. JOHARI WINDOW JOSEPH LUFT & HARRY INGRAM OPEN SELF BLIND SELF HIDDEN SELF UNKNOWN SELF D I S C L O S U R E GET FEEDBACK KNOWN TO OTHERS UNKNOWN TO OTHERS KNOWN TO SELF UNKNOWN TO SELF
- 6. BENEFITS OF GIVING FEEDBACK • IT REDUCES UNCERTAINTY • IT HELPS SOLVE PROBLEMS • IT BUILDS TRUST • IT STRENGTHENS RELATIONSHIPS • IT IMPROVES WORK QUALITY
- 7. GIVING FEEDBACK • BE DESCRIPTIVE, NOT EVALUATIVE • FEEDBACK SHOULD BE SPECIFIC • FOCUS ON THE BEHAVIOUR NOT THE PERSON • FEEDBACK SHOULD BE TIMELY • FEEDBACK MUST BE ONGOING • FEEDBACK MUST BE INTENDED TO HELP
- 8. RECEIVING FEEDBACK • AVOID QUICK ACCEPTANCE OR DENIAL/ USE OF HUMOUR • BE OPEN TO FEEDBACK • DO NOT BE DEFENSIVE/ TRUST INTENT • GET AS MUCH INFORMATION AS POSSIBLE • GIVE FEEDBACK SERIOUS CONSIDERATION