Why johari window

Over the years, the Johari Window has become a globally adopted system for self-development among individuals in a group based on self-disclosure and feedback. The importance of the Johari Window lies in its effectiveness as a communication tool to improve understanding within a team. The Johari Window consists of a grid with four squares of a window with four panes.

Each person is represented through the four panes. However, she has weak communication skills and a tendency to ignore certain guidelines.

This tendency is unknown to her but colleagues and superiors are critical of it. Most activity and communications are related to this area. The Johari Window soon became a widely used model for understanding and training self-awareness, personal development, improving communications, interpersonal relationships, group dynamics, team development and inter-group relationships.

Note: 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. However, for ease of explanation and understanding of the model and examples in this article, think of the model applying to an individual within a group, rather than a group relating to other groups. Here's how the Johari Window is normally shown, with its four regions:. This is the standard representation of the Johari Window model, showing each quadrant the same size.

Refer to the free detailed Johari Window model diagram in the free resources section - print a copy and it will help you to understand what follows. Region 1 is also known as the 'area of free activity'.

This is the information about the person - behaviour, attitude, feelings, emotion, knowledge, experience, skills, views, etc. The aim in any group should always be 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 group is at its most productive too. The open free area, or 'the arena', can be seen as the space where good communications and cooperation occur, free from distractions, mistrust, confusion, conflict and misunderstanding.

Group members and managers can take some responsibility for helping an individual to reduce their blind area - in turn increasing the open area - by giving sensitive feedback and encouraging disclosure.

Region 3 is what is known to ourselves but kept hidden from, and therefore unknown , to others. Relevant hidden information and feelings, etc, should be moved into the open area through the process of 'disclosure'. Organizational culture and working atmosphere have a major influence on group members' preparedness to disclose their hidden selves. Most people fear judgement or vulnerability and therefore hold back hidden information and feelings, etc.

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. As with feedback, some people are more resilient than others - care needs to be taken to avoid causing emotional upset. Also as with soliciting feedback, the process of serious disclosure relates to the process of 'self-actualization' described in Maslow's Hierarchy of Needs development and motivation model.

These unknown issues take a variety of forms:. Examples of unknown factors are as follows, and the first example is particularly relevant and common, especially in typical organizations and teams:.

The processes by which this information and knowledge can be uncovered are various and can be prompted through self-discovery or observation by others, or in certain situations through collective or mutual discovery, of the sort of discovery, experienced on outward bound courses or other deep or intensive group work. Counselling can also uncover unknown issues, but this would then be known to the person and by one other, rather than by a group. Managers and leaders can help by creating an environment that encourages self-discovery, and to promote the processes of self-discovery, constructive observation and feedback among team members.

Creating a culture, climate and expectation for self-discovery helps people to fulfil more of their potential and thereby to achieve more, and to contribute more to organisational performance.

Note: 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. In a work or organisational context the Johari Window should not be used to address issues of a clinical nature. Things like rubbing your hands through your hair or averting eye contact with the audience are physiological responses to being nervous. One way to correct these unconscious behaviours, in terms of public speaking, is to ask a colleague or a coach for feedback that helps your own self awareness.

If you have ever travelled to another country, you may have experienced the blind area firsthand. Living or working in a different cultural setting brings out your blind spot because it forces you to recognize your everyday habits and expectations. For example, a businesswoman from New York might not realize how inherently impatient she is until she travels to Spain, where life is more relaxed and less rushed, this helps people reduce the size of the blind area.

By understanding yourself better, the Open Arena in the Johari window model will be wider, as shown in the image:. This happens in everyday conversation.

In all of your relationships, people notice things about your blind area that you probably do not know about yourself. You can use this to figure out what others think about you, and being open to that feedback can help you grow. To help reduce your blind spot and improve communication outside of work, you can ask your friends and family about the characteristics they see in you.

Maybe even make it a game to get them to open up and show them this post about the Johari window model. It is important to note that these things can be positive too.

If you give a really great introduction to your presentation, then knowing that is a strength can help you capitalize on it in the future. Well, information is always waiting to be discovered. We know this because there is always new information to be learned about ourselves, others, and the world. For example, two coworkers Eleanor and Jack are talking about where they want to eat lunch. The key to this is that new experiences teach us things about ourselves and others that would not have been known otherwise.

Breaking into the Unknown area pane of the Johari Window model can help us get out of our comfort zone and understand the world a bit better. I hope this helps you understand the Johari Window model, open area, hidden area, blind area and unknown area. Learning the Johari model can help you become a better communicator with a much higher level of self awareness and helps you enjoy more self discovery.

This is a useful tool in training setting as group dynamics and group development are hugely influenced by how open or closed people in the group are. Very educative model indeed. I am very happy to read through it. Paschal Chukwuma December 21, , pm. Will try it, but it seems reasonable and pragmatic. Magito malulu January 9, , pm. Bill Withers January 14, , am. Am I boxed-in to one of these four boxes?

Can I take a test, to see where I fall? Khaled Alyami January 17, , pm. Ephrem February 6, , pm. Golden mbewe February 8, , am. BillSp8 Sr February 24, , pm. Wow such a an amazing model…you should try it out.

Tyler R. March 13, , am. Atama March 26, , pm. Victor March 31, , pm. Patrick 1st july July 1, , pm. The theory is so exciting and educative for effective communication in our societies.

Sharon Maria July 13, , am. Dorothy Nyika July 17, , am. Brigido S. Teetee August 8, , pm. Tufail August 25, , pm. Audrey Lessner September 13, , am. You know, that would explain why people develop new talents and other extremities later in life. Kedir Redi Adem September 15, , pm. Nice presentation with simple words which is easy to understand. Thank you so much.

Daniel Meakes September 16, , pm.