Johari window

What is johari window?

The Johari Window is a model used to improve self-awareness and relationships, both personally and in teams. Developed by American psychologists Joseph Luft and Harry Ingham in 1955, this model helps individuals and groups explore their understanding of themselves and others.

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It’s represented by a four-part window, each pane revealing a different aspect of a person’s awareness:

1. The open area – Information known to both you and others. Sharing information here builds trust among team members and family members.
2. The hidden area – Information you know about yourself, but others don’t. By sharing this information, you reduce the hidden area and increase openness.
3. The blind area – Known to others but not to you. Feedback helps reduce this “blind spot.”
4. The unknown area – Information that neither you nor others know. Exploring this area through self-discovery or feedback can lead to growth.

By using the Johari Window model, individuals and groups can expand the open area, leading to better communication, trust, and personality development. Encouraging openness, sharing, and feedback helps reduce both the hidden and unknown areas. This process is essential for improving group dynamics and interpersonal relationships, making it a valuable tool in HR settings for team-building and personality development.

The model also highlights the impact of receiving feedback on reducing your blind area or blind spot, promoting a more collaborative environment in both professional and personal relationships.

What is the purpose of the johari window?

The johari window is a model designed to enhance self-awareness and improve relationships between individuals, often used in HR and team settings. Created by American psychologists Joseph Luft and Harry Ingham, it divides self-perception into four quadrants:

1. The open area: This is information about a person that both they and others know. It’s the most transparent quadrant and typically includes basic facts such as name, role, or shared experiences. Sharing more in this area builds trust among team members.
2. The hidden area: Here lies information that the person knows about themselves but hasn’t shared with others, such as private opinions or feelings. Reducing this quadrant helps individuals share more relevant information with their colleagues or family members, improving communication.
3. The blind area: This is often called the “blind spot.” It contains information that others know about a person but the individual is unaware of, like certain habits or behaviors. Feedback is essential here to help people understand how they are perceived.
4. The unknown area: Information in this area is unknown to both the individual and others. This could be untapped potential or hidden talents, waiting to be discovered through self-exploration and interaction with others.

The johari window model works best in a team or family environment, where sharing insights can boost group dynamics and personality development. By focusing on reducing the hidden, blind, and unknown areas, the model encourages greater self-discovery and understanding. Sharing more in the open area not only improves communication but also strengthens relationships.

Integrating feedback mechanisms, like those used in corporate settings or even through social media platforms, can gradually shift more personal insights into the open quadrant. As people become aware of their blind spots and share hidden information, they contribute to better collaboration and overall team success.

In essence, the Johari Window is a powerful tool for fostering self-awareness, building trust, and enhancing group dynamics within teams or families.

Johari window examples

The Jjohari window is widely used in team-building exercises, workplace environments, and even in family dynamics to enhance communication. Below are some practical examples of how the johari window can be applied:

• Workplace: A manager asks their team for feedback on their leadership style. This moves information from the blind area into the open area, as the manager gains insights about their performance.
• Group dynamics: In a team meeting, employees are encouraged to share personal strengths or areas where they struggle, reducing the hidden area. This helps the team understand each other better and develop a collaborative environment.
• Family members: During a family discussion, someone may share a concern or fear they haven’t previously discussed, reducing their hidden area and increasing mutual understanding.
• Training programs: In personality development workshops, participants might reveal untapped skills or traits that neither they nor their colleagues were aware of, expanding the unknown area into the open area.

In all these examples, the Johari Window encourages individuals to be open, share information, and receive feedback. This process leads to better self-awareness, stronger group dynamics, and more effective communication in any setting.

These examples demonstrate the flexibility of the Johari Window model and its relevance in various contexts, from HR to personal relationships.

How to use the Johari window model

Using the Johari Window model is about increasing self-awareness and building trust through feedback and self-disclosure. Here’s how it can be practically applied:

• Step 1: Self-reflection: List down adjectives or traits that you believe describe you well (examples: friendly, organized, stubborn).
  
• Step 2: Collect feedback: Ask colleagues, managers, or peers to choose from the same list of traits that they feel describe you. This provides external insight.
  
• Step 3: Map the traits: Based on the overlap between your perception and others’ perception, fill the four quadrants of the Johari Window (explained below).
  
• Step 4: Act on insights: Identify blind spots (traits others see but you don’t), and work on opening the hidden or unknown areas to strengthen interpersonal communication.
  
• Step 5: Continuous improvement: Regularly revisit the model, especially after feedback sessions or major personal or professional changes.
  

Tip: The more you engage in open communication, the more you expand your Open Area, leading to healthier relationships at work.

Why should you use the Johari window model?

The Johari Window is not just a theoretical tool — it offers real, tangible benefits in professional settings:

• Enhances self-awareness: Helps individuals recognize how others perceive their behavior and emotions.
  
• Strengthens team communication: Encourages openness, reducing misunderstandings among colleagues.
  
• Builds trust and transparency: Regular disclosure and feedback create an environment of mutual respect.
  
• Identifies development areas: Blind spots and hidden areas highlight skills or behaviors you may need to improve.
  
• Promotes personal and professional growth: A more accurate self-image supports better leadership, teamwork, and collaboration.

What are the advantages and disadvantages of the Johari window?

Like any model, the Johari Window has its strengths and limitations.

Advantages:

• Improves communication: Open dialogue leads to better understanding among team members.
  
• Encourages feedback culture: Feedback becomes a natural and accepted part of workplace interaction.
  
• Boosts emotional intelligence: Knowing yourself and understanding others’ perspectives increases empathy and self-regulation.
  
• Simplifies complex interpersonal issues: A visual framework makes it easier to navigate complex team dynamics.

Disadvantages:

• Relies on honest feedback: If feedback is not truthful or thorough, the window can give a distorted self-image.
  
• Vulnerability risks: Sharing too much personal information without the right context or trust level can backfire.
  
• Cultural differences: Some cultures value privacy, making open disclosure more challenging.
  
• Not a one-time process: Continuous updates and feedback are required, which can be resource-intensive in busy environments.

4 Quadrants of the Johari window diagram

The Johari Window is divided into four quadrants, each representing different aspects of self-awareness:

Quadrant	Description	Example
Open Area (Arena)	Traits known by both you and others.	You and your team know you are punctual.
Blind Area (Blind Spot)	Traits others notice but you are unaware of.	Your teammates see you as impatient, but you don’t realize it.
Hidden Area (Facade)	Traits you know but keep hidden from others.	You have a fear of public speaking but don’t share it.
Unknown Area	Traits unknown to both you and others.	Untapped talents or subconscious fears yet to be discovered.

A closer look at each:

• Open area (Public self): Ideally, this should be as large as possible. It fosters open communication and strong workplace relationships.
  
• Blind area: Minimizing this area is important. It helps remove misunderstandings and allows personal development based on external feedback.
  
• Hidden area: As you build trust, you can choose to reveal more about yourself, making collaboration smoother.
  
• Unknown area: Often explored through experiences, feedback, training, or psychological insights.

In HR, leadership, coaching, or team-building exercises, the Johari Window model is a simple yet powerful way to boost transparency, trust, and growth across an organization.