JOHARI WINDOW

A model for self-awareness, personal development, group development and understanding relationship.

Johari window is a psychological tool created by Joseph Luft and Harry Ingham in 1955 in the United States.

JOHARI WINDOW
The Johari Window, named after the first names of its inventors, Joseph Luft and Harry Ingham.
Developed by American psychologists Joseph Luft and Harry Ingham in the 1950's, calling it 'Johari' after combining their first names, Joe and Harry.

it is one of the most useful models describing the process of human interaction.

 You

can use it to help people understand and improve interpersonal communication and relationships.

Luft and Ingham observed that there are aspects of our personality that we're open about, and other elements that we keep to ourselves. At the same time, there are things that others see in us that we're not aware of.

Introduction:

The Johari Window is a communication model that can be used to improve understanding between individuals within a team or in a group setting. Based on disclosure, self-disclosure and feedback, the Johari Window can also be used to improve a group's relationship with other groups.

A simple and useful tool for understanding and training self-awareness, personal development, improving communications, interpersonal relationships, group dynamics, team development and inter group relationships.
Especially relevant due to emphasis on and influence of, 'soft' skills, behaviour, empathy, cooperation, inter-group development and interpersonal development

Two key ideas behind the tool:

Individuals can build trust between themselves by disclosing information about themselves. They can learn about themselves and come to terms with personal issues with the help of feedback from others.

The Model: importance

Using the Johari model, each person is represented by their own four-quadrant, or four window. Each of these contains and represents personal information - feelings, motivation - about the person, and shows whether the information is known or not known by themselves or other people.

Also referred to as a 'disclosure/feedback model of self awareness', and also an 'information processing tool Represents information about - feelings, experience, views, attitudes, skills, intention, motivation, etc - within or about a person in relation to their team, from four perspectives Can also be used to represent the same information for a team in relation to other teams

The four Johari Window perspectives

Johari window model is a behavior model which is based on Four-Square grid representing four different areas of people interaction. Called 'regions' or 'areas' or 'quadrants'. Each contains and represents the information - feelings, motivation, etc in terms of whether the information is known or unknown by the person, and whether the information is known or unknown by others in the team.

Johari window four regions

1. Open area, open self, free area, free self, or 'the arena: what is known by the person about him/herself and is also known by others. 2. Blind area, blind self, or 'blind spot: what is unknown by the person about him/herself but which others know. 3. Hidden area, hidden self, avoided area, avoided self or 'faade: what the person knows about him/herself that others do not know 4. Unknown area or unknown self: what is unknown by the person about him/herself and is also unknown by others

Terminology

Refers to 'self' and 'others Self' - oneself, i.e., the person subject to the Johari Window analysis 'Others' - other people in the team

Explaining the Johari Window:

The Johari Window model consists of a foursquare grid (think of taking a piece of paper and dividing it into four parts by drawing one line down the middle of the paper from top to bottom, and another line through the middle of the paper from side-to-side). This is shown in the diagram below:

The four quadrants are:

Quadrant 1: Open Area What is known by the person about him/herself and is also known by others. Quadrant 2: Blind Area, or "Blind Spot" What is unknown by the person about him/herself but which others know. This can be simple information, or can involve deep issues (for example, feelings of inadequacy, incompetence, unworthiness, rejection) which are difficult for individuals to face directly, and yet can be seen by others.

Quadrant 3: Hidden or Avoided Area What the person knows about him/herself that others do not. Quadrant 4: Unknown Area What is unknown by the person about him/herself and is also unknown by others. The process of enlarging the open quadrant vertically is called self-disclosure, a give and take process between the person and the people he/she interacts with.

Open Area/Arena
Johari region 1 is also known as the 'area of free activity'.
This is the information about the person - behavior, attitude, feelings, emotion, knowledge, experience, skills, views, etc known by the person ('the self') and known by the group ('others').

The aim in any team is to develop the 'open area' for every person, because when we work in this area with others we are at our most effective and productive, and the team is at its most productive too The open free area, or 'the arena - the space where good communications and cooperation occur, free from distractions, mistrust, confusion, conflict and misunderstanding

In the beginning of a communication process, when you meet someone, the size of the ARENA quadrant is not very large, since there has been little time and opportunity to exchange information. The basis idea is to expand the Arena to become the dominant window. How? Through Self Disclosure and Feedback Solicitation.

Blind Area/Blind Spot

Johari region 2 is also known as Blind Self

This is the information what is known about a person by others in the group, but is unknown by the person him/herself Could also be referred to as ignorance about oneself, or issues in which one is deluded Not an effective or productive space for individuals or groups Also include issues that others are deliberately withholding from a person The aim is to reduce this area by seeking or soliciting feedback from others and thereby to increase the open area, i.e., to increase self-awareness Team members and managers take responsibility for reducing the blind area - in turn increasing the open area - by giving sensitive feedback and encouraging disclosure

Johari Region 3 is also known as Faade

Hidden Self

This is the information what is known to ourselves but kept hidden from, and therefore unknown, to others Represents information, feelings, etc, anything that a person knows about him/self, but which is not revealed or is kept hidden from others Also include sensitivities, fears, hidden agendas, manipulative intentions, secrets - anything that a person knows but does not reveal Relevant hidden information, feelings, etc, should be moved into the open area through the process of 'self-disclosure' and 'exposure process' Organizational culture and working atmosphere have a major influence on team members' preparedness to disclose their hidden selves. The extent to which an individual discloses personal feelings and information, and the issues which are disclosed, and to whom, must always be at the individual's own judgment and maturity.

Unknown Area
Johari Region 4 is also known as Unknown Self

This contains information, feelings, latent abilities, aptitudes, experiences etc that are unknown to the person him/herself and unknown to others in the group. Can be prompted through self-discovery or observation by others, or through collective or mutual discovery, Counseling can also uncover unknown issues Again as with disclosure and soliciting feedback, the process of self discovery is a sensitive one Managers and leaders can create an environment that encourages self discovery, and to promote the processes of self discovery, constructive observation and feedback among team members The unknown area could also include repressed or subconscious feelings rooted in formative events and traumatic (painful ) past experiences, which can stay unknown for a lifetime

Points to Consider

When we work in Open area with others we are at our most effective and productive, and the group is at its most productive too. Established team members logically tend to have larger open areas than new team members. New team members start with relatively small open areas because relatively little knowledge about the new team member is shared Reduce the Blind Area by Using Solicit Feedback from others, this will expand the open area

Relevant hidden information and feelings, etc, should be moved into the open area through the process of 'disclosure thereby increasing the open area

Reducing hidden areas also reduces the potential for confusion, misunderstanding, poor communication, etc, which all distract from and undermine team effectiveness Managers and leaders can help by creating an environment that encourages self-discovery, constructive observation and feedback among team members Increasing the Open Area Feedback develops the open area by reducing the blind area.

The open area can also be developed through the process of disclosure, which reduces the hidden area.

Reduce the Hidden Area The unknown area can be reduced by 1. Observation 2. Self Discovery 3. Mutual Enlightenment and explaination 4. Group Discussion

Benefits
Easy to grasp, flexible outcomes. The method catalyses open information sharing. The method will create a shared reference point.

Team

Team with Large open area has strong mutual understanding compared to the ones having large Hidden, Blind , and/or Unknown Areas Team Leaders should always strive to increase the open Area The individual should disclose more information about his/her feelings , experiences , views, etc. to reduce the size of Hidden area. Seeking feedbacks will reduce the Blind area and will overall increase the team performance

Johari Model for the New team Member

Johari Model for the Established Team Member

The subject is given a list of 55 adjectives and picks five or six that they feel describe their own personality. Peers of the subject are then given the same list, and each pick five or six adjectives that describe the subject.

The List Able, accepting, adaptable, bold, brave, calm, caring, cheerful, clever, complex, confident, dependable, dignified, energetic, extroverted, friendly, giving, happy, helpful, idealistic, independent, ingenious, intelligent, introverted, kind, knowledgeable, logical, loving, mature, modest, nervous, observant, organized,

Patient, powerful, proud, quiet, reflective, relaxed, religious, responsive, searching, self- assertive, self-conscious, sensible, sentimental, shy, silly, spontaneous, sympathetic, tense, trustworthy, warm, wise, witty. These adjectives are placed on the Johari Window.

Adjective Placement Adjectives selected by: Participant and Peers (Common) Arena Participant Only Faade Peers only Blind Spot Adjectives not selected by anybody: Unknown

Thank you