ancing Self-Awareness and Interpersonal Skills through Johari Model Analysis and Personal Development Strategies

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[...] They can be explained by the thoughts we have about ourselves and the image we want to project to others based on this internal dialogue. In the case of a work collective, having a healthy image of oneself and others brings balanced and more productive working relationships for the organization. Working on the aspect of self-confidence would allow me to have a balanced approach to work: invested and engaged as I always am; while also knowing how to set limits when they can be exceeded. [...]

[...] I could eventually address with them the hidden area of personality traits that I can hide in everyday life, such as a lack of confidence in myself. It is necessary to say that the Johari theory quadrant also includes an unknown area, which includes information and aspects of my person that are known neither to them nor to me. Following this exchange, to make progress and improve certain traits of our personality, it may be necessary to work on two essential aspects: the cognitive component of personality (i.e. acting on our thoughts) and the emotional component (i.e. [...]

[...] According to psychologist Annie Leibovitz, a person lacking self-confidence may tend to suffer from the impostor syndrome. This is a concept that has been updated by American psychologist P. R. Clance, in 1985. He showed that this syndrome manifested itself by the feeling of 'not being up to par', the tendency to attribute one's successes to external causes(chance, hasard, coïncidence, relations?) and not to oneself, the impression of being overestimated, the fear that someone will one day prove their incapacity. Thus, to go beyond this impostor syndrome, the book advises working on several objectives aimed at improving self-perception, becoming aware of one's true skills, avoiding self-sabotage, overcoming the fear that can hinder success, and also remaining master of one's thoughts. [...]

[...] I realize that I have also been assimilated to this animal here. Regarding the instrument, I had chosen the violin on my side due to my attraction to classical music and due to its elegant character. My 5 colleagues had chosen the guitar on their side, showing the difference in image that can exist between what I perceive of myself and those of my colleagues. - What were the characteristics that seemed most determinant to you? Among the characteristics that seem most determinant to me, I would choose two of them: - The perception that others have of me, of being able to invest in relationships; - And the perception I have of myself of preferring to work alone. [...]

[...] In a group, this translates into a perceived reliable and invested implication, which reinforces the trust of others in me. I think that in the context of an organization, I would tend to position myself in a normative engagement, that is, to be loyal towards the organization and to feel recognition towards the organization. In other words, to have a sense of moral obligation4. On the other hand, I think I am fully someone who is engaged at work, that is, to have a tendency to fully involve myself in my tasks, with perhaps even a tendency to go beyond the tasks that could be entrusted to me within the framework of my job description5. [...]