Perception-Checking

Perception-checking is a five-step process for testing your impression of someone and avoiding errors in judgment. (See Table 2.1.) Whenever you’re in a situation in which having clear, accurate perceptions of others is a must, follow these steps. First, review your knowledge about the person. Your impression of this individual is only as accurate as the information you have. Never presume that you know the “truth” about someone.

TABLE 2.1

PERCEPTION-CHECKING

SITUATION Imagine that you are working on a group project for your communication class. Your group leader, Heather, doesn’t take suggestions from other members and only moves forward with her own ideas. What steps should you take before confronting Heather about her leadership style?

1

Review your knowledge.

What do you know about Heather as a classmate?

I know that Heather:

  • Is a dedicated student
  • Is on an academic scholarship
  • Usually works alone
2

Assess attributions.

What combination of internal and external attributions may Heather’s behavior stem from?

Internal: Heather is controlling.

External: Heather has a lot of pressure to succeed academically.
3

Question your impression.

Is your conclusion fair?

Is it correct to conclude that Heather is simply a bossy leader?
4

Share your impression.

Present your impression to Heather in an open manner to invite conversation.

“To me, it seems the discussions are a little one-sided. I think all the group members would like to contribute.”
5

Check your impression.

See if Heather understands your viewpoint, and discuss a way to make it better.

“That’s my viewpoint. Do you agree? Can we make discussions more inclusive?”

TAKE AWAY Instead of jumping to conclusions, it’s important to remember that both internal and external attributions affect a person’s behavior. Once you understand that the external pressure to keep her academic scholarship is causing Heather to control the group, you can more competently approach improving communication within the group.

Second, assess attributions you’ve made about this individual. Avoid attributing the person’s behavior exclusively to internal causes. Remember that all behavior stems from a blend of internal and external forces.

Third, question your impression. Make sure you’re not basing it solely on a Gestalt or a stereotype.

Fourth, share your impression with the individual. Present it as “here’s my viewpoint,” not as the “right” or “only” perspective.

Fifth, check your impression with the person: “Do you see it the same way?” As communication teachers, we can’t count the number of times students have asked us, “Do you think he meant this?” or “Do you think she was trying to . . . ?” We always say, “Why don’t you ask them?”

Mastering perception-checking takes practice, but the effort is worthwhile. Perception-checking helps you make fewer communication blunders. It also enables you to tailor your communication to people as they really are. Thus, your messages become more sensitive and effective. Ultimately, others will see you as a more competent communicator if you use perception-checking.