Learning objectives

At the end of the session, the participants

will be able to:

1. Determine the appropriate amount of

disclosure to others
2. Identify a variety of strategies for building trust
3. Use situational cues to guide self-disclosure
and trust
4. Recognise the factors that effect trust in their
relationship with others
 CONTENTS

1. What is self-disclosure
Benefits of self-
disclosure
Fears associated with
self-disclosure 4. Organisational
2. The Johari Window trust-builders
3. Trust Managerial tips for
Basis for trust developing trust
Personal trust-
builders
5. Recapitulate
Strategies for building
trust
Factors affecting trust
 Self-disclosure

the process of Revealing to

letting another how you are
others know reacting to the situation
what you and sharing experiences
think, feel and that are relevant to
want that situation

Revealing selected information about

yourself that is not easily transparent to
others
 Self-disclosure to be effective

Feeling more When you share

than facts feeling about or
reactions to
Greater others, let them
breadth and get to know the
depth over real you
time
A focus on the
present rather
than the past
Reciprocity
 Self-disclosure to be effective

Have you ever cared

Feeling more about someone but
than facts felt uncomfortable
sharing your feeling?
Greater In order to facilitate
breadth and the building of
depth over relationship, it has
to grow gradually in:
time depth (becoming
A focus on the more revealing
about your feelings)
present rather breadth (discussion
than the past to cover more
issues, such as
Reciprocity work, family, leisure
and religious
beliefs)
 Self-disclosure to be effective

Feeling more
than facts While sharing about
your past might help
Greater explain why you
breadth and behave the way you
do
depth over
But not advisable to
time share all your past
skeletons
A focus on the Might leave you
present rather feeling vulnerable

than the past

Stay in the present
Reciprocity
 Self-disclosure to be effective

Feeling more
than facts Try to match the
level of self-
Greater disclosure offered by
breadth and people with whom
you become familiar
depth over
Be careful not to
time over disclose
A focus on the prematurely
Dont be afraid to
present rather take the first
than the past important step to
building relationship
Reciprocity
Lead by example and
others will follow suit;
 Self-
Self-disclosure descripti
on

has an element of risk Disclosure of non threatening

information shared might information
affect others perceptions eg. Age, address, place of work
and acceptance of you as
a person
however, the benefits far
outweigh the risks
 Self-disclosure benefits
sense of strengthened,
psychological enhanced
relief relationships
help us validate increase
our perceptions of productivity
reality enjoy working
better understand together
the current
situation
reduce stress and
tension
improves us
physiologically
positive mind-body
 Joe Luft & Harry Ingham
a model for self-awareness
it shows 2 dimensions to
understanding ourselves:
1. our behaviour & style that are known and
not known to us
2. Our behaviour and style known and not
known to those we have contact with
(others)
 You know You dont know

They Arena Blind

know (free & open (others know,
communication) you dont)

They
Closed Unknown
dont
(secrets) (unconscious)
know
 Combinations of
these 2 dimensions
reveals 4 areas of Size of boxes varies
knowledge about Try to increase arena
ourselves: size

1. Arena = public Reduce blind & closed

areas:
self
Ask feedback
2. Blind area
Show more of
3. Closed area yourself

4. Unknown area
 Activity
1
Fears associated with
self-disclosure
= a multifaceted concept
Faith / belief in the integrity/ reliability of another person or
thing.
Essential building block in developing relationships.

Competence Consistency Loyalty Openness

Integrity
(without integrity all other elements may be meaningless)
Schindler &
Thomas
Integrity = honest +
sincerity
Competence = knowledge +
ability
Consistency = conformity with previous
practice
Loyalty = faithful

Openness = not closed to new ideas, willing

to share ideas with others
 Follow through on Be consistent
promises and
Be realistic
commitments
Dont over commit break
Dont promise what you
cant produce promises
Dont reveal confidences Develop personal
told you in private competence
Avoid participating in Gain a reputation for
unnecessary gossip honesty & truthfulness
Dont make self-flattering say what you mean and mean
or boasting statements what you say
about your capabilities Make sure your actions are
Develop a reputation for consistent with your spoken
loyalty words:
safe face for others walk the talk
 Trust others
Foster a team player
image
Admit when you are wrong &
when you do not know
Be fair
Display concern for others
Demonstrate that you are capable
Communicate effectively & convincingly
 Activity
2
Sharing experiences
- Factors affecting trust
and approaches to trust
building
 depth of
relationships

Understanding
Honoring
of roles and
promises & responsibilit
commitmen ies
ts

High levels Frequent, timely

of skill and
forthright
compete
communicatio
nce n

Clarity of shared Member self-

purpose, esteem
direction and and self-
vision awareness
Practice what you Open lines of Accept disagreements,
differences of opinion & conflict
preach communication
seek out solutions

Keep confidential Let others know what Create an open environment:

you stand for & what
information make it safe for others to be
you value
confidential with you and to share with you

Maintain a high Know yourself & how

others perceive you & Avoid
level of integrity
and honesty your actions micromanaging
build on your
I dont trust
Build credibility : competencies &
you
consistent & accept your limitations
reliable
 SELF
TRUST
DISCLOSURE
 There are fears and risks
associated with disclosure,
however;
knowing what, when and
how to disclose can serve to
mitigate the fears and risks.

Trust is

not a right : it is earned

person dependent
fragile