5.3 Self-Disclosure

Self-Disclosure

Have you ever said too much on a first date? At a job interview? To an instructor? Have you ever posted something on social media only to return later and remove it? When self-disclosure works out well, it can have positive effects for interpersonal relationships. Conversely, self-disclosure that does not work out well can lead to embarrassment, lower self-esteem, and relationship deterioration or even termination. As with all other types of communication, increasing your competence regarding self-disclosure can have many positive effects.

So what is self-disclosure? It could be argued that any verbal or nonverbal communication reveals something about the self. The clothes we wear, what we laugh at, or even what we order at the drive-through may offer glimpses into our personality or past, but they are not necessarily self-disclosure. Self-disclosure is purposeful disclosure of personal information to another person. If I purposefully wear the baseball cap of my favourite team to reveal my team loyalty to a new friend, then this clothing choice constitutes self-disclosure. Self-disclosure doesn’t always have to be deep to be useful or meaningful. Superficial self-disclosure, often in the form of small talk, is key in initiating relationships that then move onto more personal levels of self-disclosure. Telling a classmate your major or your hometown during the first week of school carries relatively little risk but can build into a friendship that lasts beyond the class.

Theories of Self-Disclosure

Social Penetration Theory

Social penetration theory states that as we get to know someone, we engage in a reciprocal process of self-disclosure that changes in breadth and depth and affects how a relationship develops. Depth refers to how personal or sensitive the information is, and breadth refers to the range of topics discussed (Greene et al., 2006). Although certain circumstances can lead to a rapid increase in the depth and/or breadth of self-disclosure, the theory states that in most relationships, people gradually penetrate through the layers of each other’s personality like peeling the layers from an onion.

The theory also argues that people in a relationship balance needs that are sometimes in tension, which is a dialectic. Balancing a dialectic is like walking a tightrope—you have to lean from one side to the other to keep yourself balanced and not fall. The constant back and forth allows you to stay balanced, even though you may not always be even or standing straight up. One of the key dialectics that must be negotiated in relationships is the tension between openness and closedness (Greene et al., 2006). We want to make ourselves open to others through self-disclosure, but we also want to maintain a sense of privacy.

Social Comparison Theory

We may also engage in self-disclosure for the purposes of social comparison. Social comparison theory states that we evaluate ourselves based on how we compare with others (Hargie, 2011). We may disclose information about our intellectual aptitude or athletic abilities to see how we relate to others. This type of comparison helps us decide whether we are superior or inferior to others in a particular area. Disclosures about abilities or talents can also lead to self-validation if the person to whom we disclose reacts positively. By disclosing information about our beliefs and values, we can determine whether they are the same as or different from others. Last, we may disclose fantasies or thoughts to another person to determine if they are acceptable or unacceptable. We can engage in social comparison as the discloser or the receiver of disclosures, which may allow us to determine whether or not we are interested in pursuing a relationship with another person.

The Johari Window

The final theory of self-disclosure that we will discuss is the Johari window, which is named after its creators Joseph Luft and Harrington Ingham (Luft, 1969). The Johari window, which is shown in Image 5.2, can be applied to a variety of interpersonal interactions in order to help us understand what parts of ourselves are open, hidden, blind, and unknown. To help understand the concept, think of a window with four panes. One axis of the window represents things that are known to us, and the other axis represents things that are known to others. The upper left pane contains open information that is known to us and to others. The amount of information that is openly known to others varies based on relational context. When you are with close friends, there is probably a lot of information already in the open pane, and when you are with close family, there is also probably a lot of information in the open pane. The information could differ, though, as your family might know much more about your past, and your friends may know more about your present. Conversely, there isn’t much information in the open pane when we meet someone for the first time, aside from what the other person can guess based on our nonverbal communication and appearance.

The bottom left pane contains hidden information that is known to us but not to others. As we are getting to know someone, we engage in self-disclosure and move information from the “hidden” to the “open” pane. By doing this, we decrease the size of our hidden area and increase the size of our open area, which increases our shared reality. The reactions that we get from people as we open up to them help us form our self-concepts and also help determine the trajectory of the relationship. If the person reacts favourably to our disclosures and reciprocates disclosure, then the cycle of disclosure continues and a deeper relationship may be forged.

The upper right pane contains information that is known to others but not to us. For example, we may be unaware of the fact that others see us as pushy or as a leader. We can see that people who have a disconnect between how they see themselves and how others see them may have more information in their blind pane. Engaging in perception checking and soliciting feedback from others can help us learn more about our blind area.

The bottom right pane represents our unknown area because it contains information not known to ourselves or to others. To become more self-aware, we must solicit feedback from others to learn more about our blind pane, but we must also explore the unknown pane. To discover the unknown, we have to leave our comfort zones and try new things. We have to pay attention to the things that excite or scare us and investigate them more to see if we can learn something new about ourselves. By being more aware of what is contained in each of these panes and how we can learn more about each one, we can more competently engage in self-disclosure and use this process to enhance our interpersonal relationships.

The Process of Self-Disclosure

There are many decisions that go into the process of self-disclosure. We have many types of information we can disclose, but we have to determine whether or not we will proceed with disclosure by considering the situation and the potential risks. Then we must decide when, where, and how to disclose. Since all these decisions will affect our relationships, we will examine each one in turn.

The four main categories for disclosure are observations, thoughts, feelings, and needs (Hargie, 2011). Observations include what we have done and experienced. For example, you could tell someone that you live in Edmonton, Alberta. If you disclosed that you thought moving from Vancouver to Edmonton was a good decision, you would be sharing your thoughts, because this would include a judgement about your experiences. Sharing feelings includes expressing emotions; for example, “I’m happy to wake up every morning and look out at the sunrise. I feel lucky.” Lastly, we may communicate needs or wants by saying something like “My best friend is looking for a job, and I really want them to move here, too.” We usually begin disclosure with observations and thoughts, then move onto feelings and needs as the relationship progresses. There are some exceptions to this. For example, we are more likely to disclose deeply in crisis situations, and we may also disclose more than usual with a stranger if we do not think we’ll meet the person again or do not share social networks. Although we don’t often find ourselves in crisis situations, you may recall scenes from movies or television shows where people who are trapped in an elevator or stranded after a plane crash reveal their deepest feelings and desires. It is possible that we have all been in a situation where we said more about ourselves to a stranger than we normally would.

Deciding when to disclose something in a conversation may not seem as important as deciding whether or not to disclose at all. But deciding to disclose and then doing it at an awkward time in a conversation could lead to negative results. As far as timing goes, you should consider whether to disclose the information early, in the middle, or late in a conversation (Greene et al., 2006). If you get something off your chest early in a conversation, you might ensure that there’s plenty of time to discuss the issue and that you don’t end up losing your nerve. If you wait until the middle of the conversation, you have some time to feel out the other person’s mood and set up the tone for your disclosure. For example, if you meet up with your roommate to tell her that you’re planning to move out and she starts by saying, “I’ve had the most terrible day!” the tone of the conversation has now shifted, and you may not end up making your disclosure. If you start by asking her how she’s doing, and things seem to be going well, you may be more likely to follow through with the disclosure. You may choose to disclose late in a conversation if you’re worried about the person’s reaction. If you know they have an appointment or you have to go to class at a certain time, disclosing just before that time could limit your immediate exposure to any negative reaction. However, if the person doesn’t have a negative reaction, they could still become upset because they don’t have time to discuss the disclosure with you.

Sometimes self-disclosure is unplanned. Someone may ask you a direct question or disclose personal information, which leads you to reciprocate disclosure. In these instances, you may not manage your privacy well because you haven’t had time to think through any potential risks. In the case of a direct question, you may feel comfortable answering, you may give an indirect or general answer, or you may feel enough pressure or uncertainty to give a dishonest answer. If someone unexpectedly discloses personal information, you may feel the need to reciprocate by also disclosing something personal. If you’re uncomfortable doing this, you can still provide support for the other person by listening and giving advice or feedback.

Once you’ve decided when and where to disclose information to another person, you need to figure out the best channel to use. Face-to-face disclosures may feel more genuine or intimate given the shared physical presence and ability to receive verbal and nonverbal communication. There is also an opportunity for immediate verbal and nonverbal feedback, such as asking follow-up questions or demonstrating support or encouragement through a hug. The immediacy of a face-to-face encounter also means you have to deal with the uncertainty of the reaction you will receive. If the person reacts negatively, you may feel uncomfortable, pressured to stay, or even fearful. If you choose a mediated channel such as an email, letter, text, note, or phone call, you may seem less genuine or personal, but you have more control over the situation in that you can take time to carefully choose your words, and you do not have to immediately face the reaction of the other person. This can be beneficial if you fear a negative or potentially violent reaction. Another disadvantage of choosing a mediated channel, however, is the loss of nonverbal communication, which can add much context to a conversation. Although our discussion of the choices involved in self-disclosure so far have focused primarily on the discloser, self-disclosure is an interpersonal process that has much to do with the receiver of the disclosure.

Reasons for Self-Disclosure

Generally speaking, some people are naturally more transparent and willing to self-disclose, whereas others are more opaque and hesitant to reveal personal information (Jourard, 1964). Interestingly, research suggests that the pervasiveness of reality television, much of which includes participants who are very willing to disclose personal information, has led to a general trend among reality television viewers to engage in self-disclosure through other mediated means such as blogging and video sharing (Stefanone & Lackaff, 2009). Whether online or face-to-face, there are other reasons for disclosing or not, including self-focused, other-focused, interpersonal, and situational reasons (Green et al., 2006).

Self-focused reasons for disclosure include having a sense of relief or catharsis, clarifying or correcting information, or seeking support. Self-focused reasons for not disclosing include fear of rejection and loss of privacy. In other words, we may disclose to get something off our chest in hopes of finding relief, or we may not disclose out of fear that the other person may react negatively to our revelation.

Other-focused reasons for disclosure include a sense of responsibility to inform or educate. Other-focused reasons for not disclosing include feeling like the other person will not protect the information. If someone mentions that their car wouldn’t start this morning and you disclose that you are good at working on cars, you’ve disclosed to help out the other person. On the other side, you may hold back disclosure about your new relationship from your co-worker because that person is known to be loose-lipped with other people’s information.

Interpersonal reasons for disclosure involve the desire to maintain a trusting and intimate relationship. Interpersonal reasons for not disclosing include fear of losing the relationship or deeming the information irrelevant to the particular relationship. Your decision to disclose an affair in order to be open with your partner and hopefully work through the aftermath together or withhold that information out of fear they will leave you is based on interpersonal reasons.

Finally, situational reasons for disclosure may be the other person being available, directly asking a question, or being directly involved in or affected by the information being disclosed. Situational reasons for not disclosing include the person being unavailable, a lack of time to fully discuss the information, or the lack of a suitable (that is, a quiet or private) place to talk. For example, finding yourself in a quiet environment where neither person is busy might be ideal for disclosure, whereas a house full of company may not be.

To summarize some of the content discussed in this section, the benefits of or reasons for self-disclosing are listed below, followed by some of the risks or reasons for not disclosing.

Benefits of Self-Disclosure 

• Catharsis: A sense of relief, to reveal regrets, mental and emotional relief
• Reciprocity: One act of self-disclosure leads to another and honesty creates a safe climate
• Self clarification: To clarify beliefs, opinions, thoughts, attitudes, or feelings by talking about them
• Self-validation: Seeking validation of our behaviour 
• Identity management: To make ourselves more attractive, to market ourselves, to be perceived as more attractive, likable, or sensitive 
• Relationship maintenance and enhancement: Relational success
• Social influence: Revealing can increase control over the other person and/or situation

(Maricopa Community College District, 2016)

Risks of Self-Disclosure

• Rejection: Fear of disapproval, danger of being too revealing; note that this may be exaggerated and/or illogical 
• Negative impression: Not wanting others to have a bad impression of you; for example, not wanting to tell a new friend about the time you broke the law and got into trouble
• Decrease in relational satisfaction: Not wanting to negatively affect a relationships; for example, saying something like, “I think you are too clingy, but I like being close to you”
• Loss of influence: Confessing a weakness to another person can lead to them viewing you differently; for example, a manager confesses they have no real control about wages, resulting in employees viewing the manager as weak
• Hurting the other person: Not wanting to disclose something that can harm another person 

(Maricopa Community College District, 2016)

Effects of Self-Disclosure

The process of self-disclosure is circular. An individual self-discloses, the recipient of the disclosure reacts, and the original discloser processes the reaction. How the receiver interprets and responds to the disclosure are key elements of the process. Part of the response results from the receiver’s attribution of the cause of the disclosure, which may include dispositional, situational, and interpersonal attributions (Jiang et al., 2010). Let’s say a co-worker discloses that they think the new boss got their promotion because of favouritism instead of merit. You may make a dispositional attribution that connects the cause of the disclosure to the co-worker’s personality by thinking, for example, that the individual is outgoing, inappropriate for the workplace, or fishing for information. If the personality trait to which you attribute the disclosure is positive, then your reaction to the disclosure is more likely to be positive. Situational attributions identify the cause of a disclosure with the context or surroundings in which it takes place. For example, you may attribute your co-worker’s disclosure to the fact that you agreed to go to lunch with them. Interpersonal attributions identify the relationship between sender and receiver as the cause of the disclosure. So, if you attribute your co-worker’s comments to the fact that you are best friends at work, you may think your unique relationship caused the disclosure. If the receiver’s primary attribution is interpersonal, then relational intimacy and closeness will likely be reinforced more than if the attribution is dispositional or situational because the receiver feels like they were specially chosen to receive the information.

The receiver’s role doesn’t end with attribution and response. There may be added burdens if the information shared with you is a secret. As was noted earlier, there are clear risks involved in the self-disclosure of intimate or potentially stigmatizing information if the receiver of the disclosure fails to keep that information secure. As the receiver of a secret, you may feel the need to unburden yourself from the co-ownership of the information by sharing it with someone else (Derlega et al., 1993). This is not always a bad thing. You may strategically tell someone who is removed from the social network of the person who told you the secret to keep the information secure. Although unburdening yourself can be a relief, sometimes people tell secrets they were entrusted to keep for less productive reasons. A research study of office workers found that 77% of workers that received a disclosure and were told not to tell anyone else told at least two other people by the end of the day (Hargie, 2011). They reported doing so to receive attention for having inside information or to demonstrate their power or connection. Needless to say, spreading someone’s private disclosure without permission and for personal gain does not demonstrate communication competence.

When the cycle of disclosure goes well for the discloser, there is likely to be a greater sense of relational intimacy and self-worth, and there are also positive psychological effects such as reduced stress and increased feelings of social support. Self-disclosure can also have effects on physical health (Greene et al., 2006).

Alternatives to Self-Disclosure

So, what are some techniques you can use if you don’t want to self-disclose to others? Below, we discuss some alternatives to self-disclosure that can be used. 

• Deception: Sometimes people lie simply to avoid conflict. This is true in cases where the person may become extremely upset—they may lie to gain power or to save face. They may also lie to guide the interaction.
• Equivocate: This means not answering a question or providing comments. Rather, you simply restate what the other person in a different way. For instance, if a friend asks, “How do you like the new clothes I bought?” you can reply by saying “Wow! That’s a new outfit!” In this case, you don’t say how you feel, and you don’t disclose your opinion. You only offer the information that has been provided to you.
• Hint: Perhaps, you don’t want to lie or equivocate to someone you care about. You might use indirect or face-saving comments. For example, if your roommate has not helped you clean your shared apartment, you might say things like, “It sure is messy in here” or “This place could really use some cleaning.”
• Silence: Another option is to simply remain silent and not disclose anything.

(Maricopa Community College District, 2016)

This section of the chapter provided a thorough description of self-disclose, which is an integral part of communication in relationships. Next, we will discuss another important aspect of communication with others—emotions.

References

Derlega, V. J., Metts, S., Petronio, S., & Margulis, S. T. (1993). Self-disclosure. Sage.

Greene, K., Derlega, V. J., & Mathews, A. (2006). Self-disclosure in personal relationships. In A. L. Vangelisti and D. Perlman (Eds.), The Cambridge handbook of personal relationships (pp. 409–428). Cambridge University Press.

Hargie, O. (2011). Skilled interpersonal interaction: Research, theory, and practice (5th ed.). Routledge.

Jiang, L. C., Bazarova, N. N., & Hancock, J. T. (2010). The disclosure-intimacy link in computer-mediated communication: An attributional extension of the hyperpersonal model. Human Communication Research, 37(1), 58–77. https://doi.org/10.1111/j.1468-2958.2010.01393.x

Jourard, S. M. (1964). The transparent self. Van Nostrand Reinhold.

Luft, J. (1969). Of human interaction. National Press Books.

Maricopa Community College District. (2016). Exploring relationship dynamics. Maricopa Open Digital Press. https://open.maricopa.edu/com110/, licensed under CC BY-NC-SA 4.0

Stefanone, M. A., & Lackaff, D. (2009). Reality television as a model for online behavior: Blogging, photo, and video sharing. Journal of Computer-Mediated Communication, 14(4), 964–987. https://psycnet.apa.org/doi/10.1111/j.1083-6101.2009.01477.x

Image Credit

Johari window by Spaynton, CC BY-SA 4.0