The Johari Window model illustrates the relationship between what a person knows about themselves and what others know about them. It divides information into four quadrants: Open Self (known to self and others), Blind Spot (known to others but not self), Hidden Self (known to self but not others), and Unknown (unknown to both self and others). The goal is to increase the Open Self by soliciting feedback, disclosing information, and engaging in self-discovery to reduce the Blind Spot, Hidden Self, and Unknown areas. The model aims to improve self-awareness and mutual understanding within groups.

1. Johari Window
By: Miss Yoshita Rawal

2. Introduction:
The Johari Window model was devised by
American psychologists Joseph Luft and Harry
Ingham in 1955.
It is a simple and useful tool for illustrating and
improving self-awareness, and mutual
understanding between individuals within a
group. The Johari Window model can also be
used to assess and improve a group's
relationship with other groups.

3. Introduction:
The Johari Window is based on a four-square
grid, it is like a window with four 'panes'.
Known to othersknowntoself

4. Quadrants
 Johari Quadrant 1 - 'Open Self/Area' Or 'Free Area' Or
'Public Area', Or 'Arena‘
Also known as the 'area of free activity'. It includes:
• Behaviour
• Attitude
• Feelings
• Emotion
• Knowledge
• Experience
• Skills
• Views etc.
Known by the person ('the self') and known by the group
('others').

5. Quadrants
Johari quadrant 2 - 'blind self' or 'blind area' or
'blindspot‘
Known about a person by others in the group, but
is unknown by the person him/herself.

6. Quadrants
Johari quadrant 3 – Known as 'hidden self' or
'hidden area' or 'avoided self/area' or 'facade‘
 It icludes:
• Sensitivities
• Fears
• Hidden agendas
• Manipulative intentions
• Secrets
Known by ‘Self’ but unknown by ‘group’.

7. Quadrants
Johari quadrant 4 - 'unknown self' or 'area of
unknown activity' or 'unknown area'
• Feelings
• Latent abilities
• Aptitudes
• Experiences etc
Unknown to the person him/herself
and unknown to others in the group

8. Working on Arena
• The size of the open area can be expanded
horizontally into the blind space
• by seeking and actively listening to feedback
from other group memberas.
• This process is known as 'feedback solicitation'

9. Working on Blind Spot
• By giving sensitive feedback and encouraging
disclosure.
• Managers should promote a climate of non-
judgemental feedback, and
• Group response to individual disclosure, which
reduces fear and therefore encourages both
processes to happen

10. Working on Hidden Area
• Process of 'disclosure‘
• Disclosing and exposing relevant information
and feelings
• Telling others how we feel and other information
about ourselves reduces the hidden area, and
increase the open area.

11. Working on Unknown Self
• Through self-discovery
• Observation by others
• Collective or mutual discovery,
• Counselling

12. Advantages:
• Easy to grasp.
• Flexible outcomes.
• The JW method catalyses open information
sharing.

13. Disadvantages:
• Some things are perhaps better not
communicated. (sexual behavior, mental health
problems or past failures)
• Some people may pass on the information they
received furthur than you desire.
• Some people may react negatively.

14. THANK YOU