The Johari Window

Named after the first names of the American psychologists, Joseph Luft and Harry Ingham, in the 1950's while they were researching group dynamics. It is one of the most useful models describing the process of human interaction. Model is especially relevant because of the modern emphasis on soft skills, behavior, empathy, cooperation, inter-group development and interpersonal developments.

It can help to illustrate and improve the selfawareness between individuals and teams. Represents information such as: feelings, experience, views, attitudes, skills, intentions, motivation, etc within or about a person in relation to their group, from four perspectives.

JOHARI WINDOW
Feedback Known to self Known to others Open Area Unknown to self Blind Area

Disclosure

Unknown to others

Hidden Area

Unknown Area

Open Area (Arena) Contains things that are openly known and talked about and which may be seen as strengths or weaknesses. This is the self that we choose to share with others. E.g.: your name, your hair colour. Blind Area (Blind Spot) Contains things that others observe that we don't know about. Again, they could be positive or negative behaviors, and will affect the way that others act towards us. E.g.: your own manners, feeling of other persons about you.

Hidden Area (Facade) Contains aspects of our self that we know about and keep hidden from others. E.g.: your secrets, hopes, desires, likes and dislikes. Unknown Area Contains things that nobody knows about us - including ourselves. This may be because we've never exposed those areas of our personality, or because they're buried deep in the subconscious. E.g.: your values, beliefs, and experiences.

Main objective is to increase the size of the open are so that both you and you colleagues are aware of your perceptual limitations. This is partly accomplished by reducing the hidden area and through Disclosure - informing others of your beliefs, feelings and experiences that may influence the work relationship. The open area also increases through Feedback from others about you behaviors. This information helps you to reduce your blind area, because co-workers often see things in you that you do not see.

Usage/Applications

Used for teaching and considering & administering an understanding of: How individuals communicate with themselves and with others. How individuals present themselves to themselves and to others. How individuals perceive their place in the world. As a management tool to demonstrate the dynamics in a team. As a self-development tool that helps to consider one's own 'behavior vs. reaction'.

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

Limitations/Disadvantages
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Some things are perhaps better not communicated. Some people may react negatively. A useless exercise if it is not linked to activities that reinforce positive behavior, or that correct negative behaviors.