Johari_Window
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"عسى ان يكون علما ينتفع به" communication transperency johari window soft skills تنمية بشرية
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Johari_Window
- 2. › Introduction to Johari Window › How to Conduct a Johari Window Analysis? › Identification of Individual Types › Ideal Shape › Uses › Summary › Terminology
- 3. › Introduction to Johari Window › How to Conduct a Johari Window Analysis? › Identification of Individual Types › Ideal Shape › Uses › Summary › Terminology
- 4. History of Johari Window In 1955 Joseph Luft and Harry Ingham, Two American psychologists developed a model called the ‘Johari Window’.
- 5. What is the Johari Window › The ‘Johari Window’ is a simple and useful tool for understanding : 1. Self-awareness 2. Group dynamics 3. Personal development 4. Interpersonal relationships 5. Improving communications between people 6. Team development and intergroup relationships.
- 6. What is the Johari Window › The ‘Johari Window’ represents information regarding within or about a person or in relation to their team about feelings such as, experience, views, attitudes, skills, intentions, motivation, etc. from four different perspectives. › It can also be used to represent the same information for a team in relation to other teams.
- 7. › Introduction to Johari Window › How to Conduct a Johari Window Analysis? › Identification of Individual Types › Ideal Shape › Uses › Summary › Terminology
- 8. How to Conduct a Johari Window Analysis? › Conducting a ‘Johari Window’ Analysis is a very simple process, where the participant of the exercise is given a list of 56 adjectives and he/she is asked to choose 5-6 of them which best describes their personality. › On the other hand, peers of the participant are given the same list and each of them are asked to choose 5-6 adjectives which best describe the participant, all of these chosen adjectives are then mapped onto a 4 x 4 grid. › Let us now look at what does the standard 4 x 4 grid of the ‘Johari Window’ model look like.
- 9. The Johari Window › It is based on a four-square grid. › It is made up of a window with four 'panes’. › Initially, all quadrants have the same size. Others- Known Others- Unknown Self - Known Self - Unknown
- 10. Cont. … › Each pane represents two things – Stuff known to you – Stuff known to others 'Regions' / 'Areas' / 'Quadrants' 'Regions' / 'Areas' / 'Quadrants' 'Regions' / 'Areas' / 'Quadrants' 'Regions' / 'Areas' / 'Quadrants' Others- Known Others- Unknown Self - Known Self - Unknown
- 11. Cont. … › Each pane represents a different area, such as follows: 1. The top left is the Open/Free Area or Public Arena. 2. The top right is the Blind Area or Blind Spot. 3. The bottom left pane represents the Hidden Area or Façade. 4. The bottom right pane is the Unknown Area or Unknown Self. Open / Free Area or Public Arena Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Others- Known Others- Unknown Self - Known Self - Unknown
- 12. Open Area or Public Arena
- 13. Open Area or Public Arena › It is known to you as well as known to the others. › This area is also known as the 'area of free activity’. Open / Free Area or Public Arena Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Others- Known Others- Unknown Self - Known Self - Unknown
- 14. 1. Behavior 2. Attitude 3. Feelings 4. Emotion 5. Educational It includes information about the person: Cont. … 5. Knowledge 6. Experience 7. Skills 8. Views 9. Profile information on a social networking site
- 15. Cont. … › Every team aims to develop the 'open area' for every person. › When a person works in this area with others, he will be at his most effective and productive status, and so does the team. Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Open / Free Area or Public Arena Others- Known Others- Unknown Self - Known Self - Unknown
- 16. 1. Good communications 2. Cooperation While working in this area, we have good Cont. … While working in this area, we are free from 1. Distractions 2. Mistrust 3. Confusion 4. Conflict 5. Misunderstanding
- 17. Cont. … The open free space for any team member in new teams is small because shared awareness is relatively small. Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Open / Free Area or Public Arena Others- Known Others- Unknown Self - Known Self - Unknown
- 18. Cont. … Increasing the size of this area means that team member becomes better established and known. Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Open / Free Area or Public Arena Others- Known Others- Unknown Self - Known Self - Unknown
- 19. Blind Area or Blind Spot
- 20. Blind Area or Blind Spot › The Blind Area is the region which contains things known to others but unknown to you. › This area is also referred to as ‘Blind Self' or 'Blind Area' or 'Blind Spot’. Open / Free Area or Public Arena Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Others- Known Others- Unknown Self - Known Self - Unknown
- 21. 1. Feelings of inadequacy 2. Incompetence 3. Unworthiness 4. Rejection This area includes information such as; Cont. …
- 22. Cont. … › Every team aims to reduce this area. › The responsibility for reducing the blind area lies on team members and managers. Open / Free Area or Public Arena Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Others- Known Others- Unknown Self - Known Self - Unknown
- 24. Hidden Area or Façade › The Hidden Area consists of things that you know but are hidden from others and therefore unknown, to others. › This area is also referred to as ‘Hidden Self' or 'Hidden Area' or 'Avoided Self/Area' or 'Facade'. Open / Free Area or Public Arena Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Others- Known Others- Unknown Self - Known Self - Unknown
- 25. 1. Feeling of jealously 2. Feeling of hate 3. Sensitivities 4. Fears This area includes something others don’t know about you such as Cont. … 5. Hidden agendas 6. Manipulative intentions 7. Secrets
- 26. Cont. … › It is important for developing good interpersonal relationships that such relevant hidden information and feelings, etc. should be moved into the open area. › This can be done 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 level to which an individual wants to disclose personal feelings and information and to whom must always be at the individual's own discretion.
- 28. Unknown Area or Unknown Self › The Unknown Area represents things not known to you as well as others. › This area is also referred to as ‘Unknown Self‘, 'Area of Unknown Activity‘, 'Unknown Area'. Open / Free Area or Public Arena Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Others- Known Others- Unknown Self - Known Self - Unknown
- 29. 1. New talent 2. New skill 3. Hidden phobia 4. Habit 5. Aptitudes This could be something you have never experienced and are not aware of such as Cont. …
- 30. Cont. … › It is possible to gain insight into this unknown area by: 1. Self-discovery 2. Observation by others 3. Collective or mutual discovery. › Unknown issues can also be uncovered through counselling.
- 31. Cont. … › The unknown area could also include repressed or subconscious feelings formed by formative events and traumatic past experiences, which can stay unknown for a lifetime.
- 32. Note › The Johari Window can also be applied to assess the interpersonal relations between one group and another group. › So, when the Johari Window model is used to assess and develop groups in relation to other groups, the 'self' would be the group, and 'others' would be other groups.
- 33. › Introduction to Johari Window › How to Conduct a Johari Window Analysis? › Identification of Individual Types › Ideal Shape › Uses › Summary › Terminology
- 34. Identification of Individual Types › There are certain typical shapes of the ‘Johari Window’ based on which we can identify different categories of people. › The different extreme personalities that have been identified using the ‘Johari Window’ are:
- 35. Cont. … The Open Reflective The Interviewer The Bull in the China Shop The Turtle Others- Known Others- Unknown Self - Known Self - Unknown The Turtle: • Such a person has a large unknown area. • He shows a lack of self knowledge and understanding. • This is the kind of person you can’t figure out. • His behaviour tends to be unpredictable and security oriented. • When such a person is placed in a management role, he tends to make his subordinates feel insecure and confused about expectations.
- 36. Cont. … The Open Reflective The Interviewer The Bull in the China Shop The Turtle Others- Known Others- Unknown Self - Known Self - Unknown The Bull in the China Shop: • Such a person has a large blind area, reflecting someone who talks a lot but does not listen too well. • This is the person who is preoccupied with him/herself, and doesn’t know when to keep quiet. • If such a person is placed in a management role, his subordinates tend to get annoyed with this person and will eventually learn to either actively or passively shut him/her up.
- 37. Cont. … The Open Reflective The Interviewer The Bull in the China Shop The Turtle Others- Known Others- Unknown Self - Known Self - Unknown The Interviewer: • The ‘Interviewer’ has a large hidden area, reflecting someone who keeps information to him/herself. • This is a person who is always asking for information and giving little in return - the game player. • If the interviewer is placed in a management role, his subordinates tend to feel defensive towards and resentful of this individual.
- 38. Cont. … The Open Reflective The Interviewer The Bull in the China Shop The Turtle Others- Known Others- Unknown Self - Known Self - Unknown The Open Reflective: • Such a person has a large public area, reflecting someone who is open about him/herself and receptive to feedback from others. • This is the kind of person who has a clear self-image. • If such a person is placed in a management role, his subordinates tend to feel respected and encouraged to grow.
- 39. › Introduction to Johari Window › How to Conduct a Johari Window Analysis? › Identification of Individual Types › Ideal Shape › Uses › Summary › Terminology
- 40. Is there is an ideal shape of ‘Johari Window’? What is it? How can we achieve it?
- 41. Ideal Shape of Johari Window › Yes, there is › The ideal shape of the window is one which has a large open area. › This is the kind of person whom you can trust. › As people get to see and know you, exactly as you are and can trust you. › Such a window has a small blind area so that you know what others think about you.
- 42. Cont. … The ideal shape can be achieved by a combination of the following: Feedback Self-disclosure Discovery
- 43. Cont. … Feedback Methodology When a person is open to feedback, he listens to other people’s opinions about him. Blind Area or Blind Spot Open / Free Area or Public Arena Hidden Area or Façade Unknown Area or Unknown Self Others - Known Others - Unkno wn Self - Known Self - Unknown Blind Area or Blind Spot Open / Free Area or Public Arena Hidden Area or Façade Unknown Area or Unknown Self Others - Known Others - Unkno wn Self - Known Self - Unknown
- 44. Cont. … Feedback Performers Managers and leaders of an organization play an important and crucial role in: 1. Facilitating feedback and disclosure among group members 2. directly giving feedback to individuals about their own blind areas.
- 45. Self-disclosure Cont. … Methodology By using self-disclosure or exposure, a person can talk about himself, hide less and gain the trust of his members. Hidden Area or Façade Blind Area or Blind Spot Open / Free Area or Public Arena Unknown Area or Unknown Self Others - Known Others - Unkno wn Self - Known Self - Unknown Blind Area or Blind Spot Open / Free Area or Public Arena Hidden Area or Façade Unknown Area or Unknown Self Others - Known Others - Unkno wn Self - Known Self - Unknown
- 46. Self-disclosure Cont. … Performers › The exposure of one’s self in front of others helps a person to gain open and unbiased feedback and opinions from others. › Exposure may also creates an impression of an individual whom people can trust because of their openness and honesty.
- 47. Methodology Combination of self-discovery, other’s observations and shared- discovery about one’s talent, skills and ability. Discovery Cont. … Blind Area or Blind Spot Hidden Area or Façade Unknown Area or Unknown Self Open / Free Area or Public Arena Others - Known Others - Unkno wn Self - Known Self - Unknown Blind Area or Blind Spot Open / Free Area or Public Arena Hidden Area or Façade Unknown Area or Unknown Self Others - Known Others - Unkno wn Self - Known Self - Unknown
- 48. Discovery Cont. … Performers Discovery can help in reducing the unknown in different ways such as: 1. By others' observation which increases the blind area 2. By self-discovery which increases the hidden area 3. By mutual enlightenment through group experiences and discussion which increases the open area as the unknown area reduces.
- 49. › Introduction to Johari Window › How to Conduct a Johari Window Analysis? › Identification of Individual Types › Ideal Shape › Uses › Summary › Terminology
- 50. Uses of Johari Window › Johari Window has several usages in the organizational setting such as follows:
- 51. Cont. … › Self-awareness › Group Dynamics › Personal Development › Intergroup Relationships › Team Development › Improving Communications › Interpersonal Relationships Open / Free Area or Public Arena Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Others- Known Others- Unknown Self - Known Self - Unknown
- 52. › Introduction to Johari Window › How to Conduct a Johari Window Analysis? › Identification of Individual Types › Ideal Shape › Uses › Summary › Terminology
- 53. Description – Identifying Individual Type Open / Free Area or Public Arena Hidden Area or Façade Blind Area or Blind Spot Unknown Area or Unknown Self Others- Known Others- Unknown Self - Known Self - Unknown The Open Reflective The Interviewer The Bull in the China Shop The Turtle Others- Known Others- Unknown Self - Known Self - Unknown
- 54. › Introduction to Johari Window › How to Conduct a Johari Window Analysis? › Identification of Individual Types › Ideal Shape › Uses › Summary › Terminology
- 55. Terminology • Disclosure - Disclosure is to make known to the public information that was previously known only to a few people or that was meant to be kept a secret • Dynamics - Dynamics is the branch of social psychology that studies the psychodynamics of interaction in social groups • Feedback - Feedback is the critical assessment or suggestions to improve performance • Facade - Facade is a showy misrepresentation intended to conceal something unpleasant • Information - Information is a collection of facts from which conclusions may be drawn
- 56. Terminology • Interpersonal - Interpersonal means occurring among or involving several people • Personality - Personality is the complex of all the attributes-- behavioral, temperamental, emotional and mental--that characterize a unique individual • Psychologist - A scientist trained in studying the mental characteristics of a particular person • Team - Team is a cooperative unit of two or more than two people • Typical - Typical means exhibiting the qualities or characteristics that identify a group or kind or category
Editor's Notes
- ‘Johari Window’ is a model for self-awareness, personal development, group development and understanding relationship. They called the model ‘Johari Window’ after combining their first names, ‘Joe’ and ‘Harry’.
- The ‘Johari Window’ is also referred to as a 'disclosure/feedback model of self awareness', and an 'information processing tool'.
- The size of each pane/area can be changed to reflect the relevant proportions of each type of 'knowledge' of/about a particular person in a given team situation.
- The four panes of the ‘Johari Window’ are 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.
- Let us look at each pane/area of the ‘Johari Window’ in detail.
- This area includes information that the person is himself ignorant about or issues in which one is deluded (مغرور)
- These information are difficult for individuals to face directly and yet can be seen by others. This is not an effective or productive space for individuals or groups. This area includes issues that others are deliberately withholding from a person.
- They can do this by seeking or soliciting feedback from others and thereby to increase the open area, i.e., to increase self-awareness. They should give sensitive feedback and encourage which in turn would help in increasing the open area.
- It is important for developing good interpersonal relationships that such relevant hidden information and feelings, etc. should be moved into the open area.
- Generally speaking, anything that a person knows but does not reveal to others.
- Pfizer e-mails to subordinates evaluating their bosses
- It is crucial that the organizational environment provided by the managers and leaders should encourage self discovery and promote the processes of self discovery, constructive observation and feedback among team members.
- Thus, feedback, self-disclosure and discovery hold the key to gaining other’s trust and becoming a better leader. Let’s look at each in detail.
- This way he can incorporate their feedback and expand the Open Area horizontally and reducing the size of the Blind Area.
- This way he can expand the Open Area vertically and reducing the size of the Hidden Area.
- the person can expand the Open Area diagonally downwards. Hence, by expanding the Open Area, the size of the Unknown Area is reduced.