JOHARI WINDOW

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A model for self-awareness, personal development, group development and understanding relationship

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JOHARI WINDOW:

JOHARI WINDOW A model for self-awareness, personal development, group development and understanding relationship 1 SANDHYA UMESH

The Johari Window Model:

The Johari Window Model A simple and useful tool for understanding and training selfawareness , personal development, improving communications, interpersonal relationships, group dynamics, team development and intergroup relationships Especially relevant due to emphasis on, and influence of, 'soft' skills, behavior, empathy, cooperation, inter-group development and interpersonal development 2 SANDHYA UMESH

Slide 3:

Developed by American psychologists Joseph Luft and Harry Ingham in the 1950's, calling it ' Johari ' after combining their first names, Joe and Harry 3 SANDHYA UMESH

The Model:

The Model Also referred to as a 'disclosure/feedback model of self awareness', and an 'information processing tool' Represents information - feelings, experience, views, attitudes, skills, intentions, motivation, etc - within or about a person - in relation to their team, from four perspectives Can also be used to represent the same information for a team in relation to other teams 4 SANDHYA UMESH

Terminology:

Terminology Refers to 'self' and 'others‘ ‘Self' - oneself, i.e., the person subject to the Johari Window analysis 'Others' - other people in the team 5 SANDHYA UMESH

The Four Johari Window Perspectives:

The Four Johari Window Perspectives 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 The four regions, areas, quadrants, or perspectives are as follows, showing the quadrant numbers and commonly used names 6 SANDHYA UMESH

Johari Window Four Regions:

Johari Window Four Regions Open area, open self, free area, free self, or 'the arena‘: what is known by the person about him/herself and is also known by others Blind area , blind self, or ' blindspot ‘: what is unknown by the person about him/herself but which others know Hidden area , hidden self, avoided area, avoided self or 'façade’: what the person knows about him/herself that others do not know Unknown area or unknown self: what is unknown by the person about him/herself and is also unknown by others 7 SANDHYA UMESH

The Four Panes of The Johari Window:

The Four Panes of The Johari Window Open Blind Hidden Unknown 8 SANDHYA UMESH

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JOHARI QUADRANT 1:

JOHARI QUADRANT 1 Open self/area‘, 'free area‘, 'public area', 'arena‘ Also known as the 'area of free activity‘ Information about the person - behaviour , attitude, feelings, emotion, knowledge, experience, skills, views, etc – known by the person ('the self') and known by the team ('others'). 10 SANDHYA UMESH

CONT….:

CONT…. The aim in any team is to develop the 'open area' for every person, because when we work in this area with others we are at our most effective and productive, and the team is at its most productive too The open free area, or 'the arena‘ - the space where good communications and cooperation occur, free from distractions, mistrust, confusion, conflict and misunderstanding 11 SANDHYA UMESH

JOHARI QUADRANT 2:

JOHARI QUADRANT 2 Blind self' or 'blind area' or ' blindspot ‘: what is known about a person by others in the group, but is unknown by the person him/herself Could also be referred to as ignorance about oneself, or issues in which one is deluded Not an effective or productive space for individuals or groups Also include issues that others are deliberately withholding from a person 12 SANDHYA UMESH

CONT….:

CONT…. The aim is to reduce this area by seeking or soliciting feedback from others and thereby to increase the open area, i.e., to increase self-awareness Team members and managers take responsibility for reducing the blind area - in turn increasing the open area - by giving sensitive feedback and encouraging disclosure Managers promote a climate of non- judgemental feedback, and group response to individual disclosure, and reduce fear 13 SANDHYA UMESH

JOHARI QUADRANT 3:

JOHARI QUADRANT 3 ‘Hidden self' or 'hidden area' or 'avoided self/area' or 'facade' What is known to ourselves but kept hidden from, and therefore unknown, to others Represents information, feelings, etc, anything that a person knows about him/self, but which is not revealed or is kept hidden from others Also include sensitivities, fears, hidden agendas, manipulative intentions, secrets - anything that a person knows but does not reveal 14 SANDHYA UMESH

CONT….:

CONT…. Relevant hidden information and feelings, etc, should be moved into the open area 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 extent to which an individual discloses personal feelings and information, and the issues which are disclosed, and to whom, must always be at the individual's own discretion 15 SANDHYA UMESH

JOHARI QUADRANT 4:

JOHARI QUADRANT 4 Unknown self‘, 'area of unknown activity‘, 'unknown area' Information, feelings, latent abilities, aptitudes, experiences etc, that are unknown to the person him/herself and unknown to others in the group Can be prompted through self-discovery or observation by others, or through collective or mutual discovery Counseling can also uncover unknown issues Again as with disclosure and soliciting feedback, the process of self discovery is a sensitive one 16 SANDHYA UMESH

CONT….:

CONT…. Uncovering 'hidden talents' - that is unknown aptitudes and skills, not to be confused with developing the Johari 'hidden area' - is another aspect of developing the unknown area, and is not so sensitive as unknown feelings Managers and leaders can create an environment that encourages selfdiscovery , and to promote the processes of self discovery, constructive observation and feedback among team members The unknown area could also include repressed or subconscious feelings rooted in formative events and traumatic past experiences, which can stay unknown for a lifetime 17 SANDHYA UMESH

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Johari is a very elegant and potent model, and as with other powerful ideas, simply helping people to understand is the most effective way to optimise the value to people. Explaining the meaning of the Johari Window theory to people, so they can really properly understand it in their own terms, then empowers people to use the thinking in their own way, and to incorporate the underlying principles into their future thinking and behaviour . 18 SANDHYA UMESH

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