A simple and useful tool for understanding andtraining self-awareness, personal development,improving communications, interpersonal relationships,group dynamics, team development and inter-group relationships.Developed by American psychologists Joseph Luftand Harry Ingham in the 1950s, calling it Johari aftercombining their first names, Joe and Harry„ Especially relevant due to emphasis on, andinfluence of, soft skills, behaviour, empathy,cooperation, inter-group development and interpersonaldevelopment.
Also referred to as a disclosure/feedbackmodel of self awareness, and an informationprocessing tool‘„ Represents information - feelings,experience, views, attitudes, skills, intentions,motivation, etc - within or about a person - inrelation to their team, from fourPerspectives.
Called regions or areas or quadrants.Each contains and represents theinformation - feelings, motivation, etc - interms of whether the information is knownor unknown by the person, and whether theinformation is known or unknown by othersin the team.
Johari window four regionsOpen area, open self, free area, free self,or the arena‘: what is known by the personabout him/herself and is also known by others. Blind area, blind self, or blind spot‘: what is unknown by theperson about him/ herself but which othersknow.
Hidden area, hidden self, avoided area,avoided self orfaçade’: what the person knows about him/herself that othersdo not know.Unknown area or unknown self: what is unknown by the person about him/herselfand is also unknown by others.
Information about the person - behaviour, attitude, feelings,emotion, knowledge, experience, skills, views, etc – known bythe person (the self) and known by the team (others).Also known as the area of free activity.The open free area, or the arena‘ - the space where goodcommunications and cooperation occur, free from distractions,mistrust, confusion, conflict and misunderstanding
The aim in any team is to develop the open area forevery person, because when we work in this area withothers we are at our most effective and productive, and theteam is at its most productive too.Can be expanded both horizonadally and vertically.Expanding the open area , by reduction of the blind area,by asking for and then receiving Feedback.Can also be developed through the process of disclosureof information, feelings, etc about him/herself to theteam and team members by asking the person abouthim/herself which reduces the hidden area.
In new teams the open free space for any team member is smallbecause shared awareness is relatively smallAs the team member becomes better established and known, sothe size of the team members open free area quadrant Increaseshave a big responsibility to promote a culture and expectation foropen, honest, positive, helpful, constructive, sensitivecommunications, and the sharing of knowledge throughout theirorganization
BLIND AREA, BLIND SELF, OR BLINDSPOT‘:what is unknown by the person about him/herself butwhich others know.also be referred to as ignorance about oneself.Not an effective or productive space for individuals orgroups.
Often such blind behavior is copied by an individual from significant people unconsciously, right since the childhood. This happens because no one has told the person or he or she has blocked others from telling. As long as blind area persist , there is scope for interpersonal conflicts. The aim is to reduce this area by seeking or soliciting feedback and encouraging disclosure thereby to increase the open area, i.e., to increase self-awareness
What the person knows about him/herself that others donot. Represents information, feelings, fears, hidden agendas,manipulative intentions, etc, anything that a person knowsabout him/self, but which is not revealed or is kept hiddenfrom others.Relevant hidden information and feelings, etc, should bemoved into the open area through the process of self-disclosure and exposure process‘Organizational culture and working atmosphere have amajor influence on team members prepare them todisclose their hidden selves.
What is unknown by the person abouthim/herself and is also unknown by others.Information, feelings, latent , abilities,aptitudes, experiences etc, that are unknown tothe person him/herself and unknown to othersin the group.Can be prompted through self-discovery orobservation by others, or throughcollective or mutual discoveryCounseling can also uncover unknown issues.
The ultimate goal of the Johari Window is to enlarge theOpen Area. The Open Area is the most important quadrant,as, generally, the more people know about each other, themore productive, cooperative, and effective theyll be whenworking together.