Johari Window and Transactional Analysis

1 Johari Window and Transactional Analysis An Employee Shows Up Late for Work According to Connor and Pokora (2012), a parent can either be nurturing or critical. The supervisor plays the role of a critical parent. His parent ego is the disciplining, critical, and restricting type as he expresses his disapproval of the employee’s behavior in a critical manner.

The supervisor communicates in a way that shows that he is in charge. He does not behave like an adult as his communication is not aimed at seeking facts and asking questions to understand the root cause of the employee’s behavior.

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JOHARI WINDOW AND TRANSACTIONAL ANALYSIS

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Conversely, the employee is playing the role of a rebellious or natural child (Brown, 2014). According to Taylor (2013), the employee possesses the natural child ego as he is impulsive and undisciplined. He is not sorry for his mistake of lateness but feels that his behavior is acceptable because other employees also go to work late. The employee is rebelling against the supervisor’s method of communication as a critical parent. The employee makes it clear that he is not willing to change his behavior of coming late because others are also doing it, and they have not been scolded for it. He feels that the supervisor is picking on him instead of treating all the employees equally. According to Connor and Pokora (2012), a person’s behavior can trigger a certain response. For example, a critical manager can trigger a rebellious child in an employee.

In this case, the supervisor’s critical parent behavior triggered the employee’s response as a rebellious child.

An Employee Receives a Performance Review The supervisor plays the role of an adult as he acts in a sensible manner (Taylor, 2013).

He does not only point out the employee’s shortcomings but also highlights areas where he performed well. If he was a critical parent, he would have focused on the areas where the employee performed poorly while ignoring his good performance in other areas (Brown, 2014).

Moreover, he does not point out areas where he has performed poorly in a critical manner but suggests that the employee needs to improve on them.

The employee also acts like an adult as he responds rationally, seeking to know how to make changes to his performance. According to Taylor (2013), the adult ego seeks out facts and asks questions. The employee asks the supervisor how he thinks he can improve his performance in a composed manner. Moreover, the employee responds to the performance review in a calm and collected manner, and he thanks the supervisor for the feedback.

JOHARI WINDOW AND TRANSACTIONAL ANALYSIS

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A Leadership Development Coach is Brought into a Company When receiving and giving feedback, the coach should be aware that the process poses various risks for participants. For example, if the feedback is not provided in an appropriate manner, people can end up being defensive and hurting each other’s feelings. Therefore, the coach should ensure that the feedback is provided respectfully. Moreover, the coach should ensure that people provide feedback only about the issues which the recipient is willing to pursue (Lowy & Hood, 2004). The coach should also inform the participants that they should not be judgmental while providing feedback and should share honest opinions about others.

Furthermore, the coach should ensure that the recipients of feedback are quiet during the process to avoid missing important information or deflecting (Lowy & Hood, 2004).

JOHARI WINDOW AND TRANSACTIONAL ANALYSIS References Brown, D. (2014). Understanding transactional analysis to communicate [Video]. Skillsoft Ireland Limited. https://library-books24x7-com.ezproxy2016.trident.edu/VideoViewer.aspx?bkid=59647 Connor, M., & Pokora, J. (2012). coaching and mentoring at work: Developing effective practice. McGraw-Hill Education.

Lowy, A., & Hood, P. (2004). The power of the 2 x 2 matrix: Using 2 x 2 thinking to solve business problems and make better decisions. Jossey-Bass.

Taylor, R. (2013). Confidence at work: Get it, feel it, keep it (2nd ed.). Kogan Page.

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