Build open relationships · Identify learning goals · Learn how to learn
From Johari Window to SCARF to the Net Model
Self-Awareness · Social Awareness · Self-Management · Relationship Skills
Foundational principles for interpersonal learning
How Learning is Evaluated
Experiential Learning Cycle
The engine of the entire course. Real learning happens by iterating through action and reflection.
The 15% Zone of Learning
Growth happens just beyond your comfort zone. The sweet spot is about 15% outside comfort.
Conscious / Unconscious × Skilled / Unskilled
Four stages of learning progression — awareness is always the first step.
Four Core Skill Domains
Interpersonal effectiveness across four interconnected areas.
Psychological Safety
The shared belief that the team is safe for interpersonal risk-taking. Not comfort — freedom to be candid.
The Johari Window
Understanding self-awareness and mutual understanding. Expand the "Open" area through disclosure and feedback.
Building Trust
Trust is built through repeated cycles of reciprocal vulnerability and bid-response.
The Disclosure Onion & Types
Disclosure has layers from surface to authentic self. Three types vary in risk and impact.
T-Group Design
The experiential laboratory: One Task, No Formal Leader, Few Rules. A dialogic process for learning.
The Net Model
Every interaction has three realities. Miscommunication happens when we confuse intent with impact.
Intent · Needs · Feelings
Words · Tone · Gestures
Reaction · Judgments
Foundation for Productive Conflict
Six building blocks: Care → Curiosity → Context → Compassion → Connection → Creative Conflict.
The Communication Sentence Stem
A practical framework for sharing your experience without blame or judgment.
I thought/felt/assumed [reaction]...
and I would like to ask [request]..."
The REAP Model
A four-step process for working with emotions skillfully, drawing on Susan David's emotional agility.
Feelings vs. Social Feelings vs. Beliefs
Not everything we label as a "feeling" actually is one. A critical distinction for emotional literacy.
The Wisdom of Feelings
Emotions carry valuable information: connection, value, insight, triggers, and conflict guidance.
The SCARF Model
Five domains of social experience that trigger threat or reward responses in the brain.
Five Levels of Communication
Communication depth ranges from surface ritual to profound emotional truth.
Mutual Emotional Flooding
Based on Gottman's research: when emotions overwhelm clear thinking, productive conversation becomes impossible.
Feelings-Based Feedback
The most powerful feedback is "Here & Now" — sharing how someone's behavior affects you in this moment.
System of Inequalities
Adapted from Shakti Butler / World Trust: inequality operates at internal, external, and central levels.
Connecting Across Differences
The four core skills adapted for cross-difference contexts — from social identity awareness to creating inclusion.
Differential Power & Social Identity
Power flows through social identity: race, gender, class, sexuality, ability. Understanding stages of identity development.
Components of Interpersonal Influence
Influence is two-way and not zero-sum. Three pillars: Personal Referent Power, Role Model Norms, Influence Skills.
Warmth vs. Competence
Amy Cuddy's research: warmth is assessed first and carries more weight. Lead with warmth.
Situational Factors in Influence
Timing, relationship history, power dynamics, and group norms all shape how influence works.
Group Dynamics & Norms
Groups move through stages. Norms keep us stuck or help us grow. Leaders name what's happening.
Interactional Patterns
Common group patterns: Hot Seat, Sustained Pair, Unequal Airtime, By-pass, Sub-groups, Popcorn.
Honorable Closure
Ending with intention: What's unfinished? Accept it or raise it? Reflect at intrapersonal, interpersonal, and group levels.
From T-Group to Real Life
The final session brings together all learnings into a portable skillset. Click to explore how each tenet translates to everyday life.