The Johari Window helps us understand how we share and receive information. It can contribute to the illustration and improvement of self-consciousness between individuals and teams. It can also be used to change group dynamics.
The Johari Window is a broad tool for organizational development, coaching, a management tool for teams, a self-development tool (of your own behavior) and it can produce an understanding of:
There are four perspective in the window:
This is what is known by you and what is known by others. For instance your name, the color of your eyes, etc. You could and should increase the size of this region by increasing Exposure and Feedback Solicitation (diagram 2).
This is what is unknown to you but known to others. For instance, your manners and what others feel about you.
This is what the person knows but others don't know. For instance, your secrets, your hopes, wishes, what you want to do and what you don't like.
This is what is unknown to you and also to others. This information has an unknown potential to affect the rest of the Johari Window.
(Johari Window – Diagram 1)
In the beginning of a communication process, when you meet someone, the size of the “Arena square” is not very big, because there have been very little time and occasion for exchanging information. The general rule of thumb is that you should attempt to expand “Arena” to be the dominant window and demonstrate transparency, openness and honesty in the interaction (diagram 2). When you do this, the other person is likely to open up as well.
(Johari Window – Diagram 2)
When this model is described, it is often based on “the self”, but by changing “self” to “team” the model adapt to a team-approach.
The Johari Window is developed by American psychologists Joseph Luft and Harry Ingham in the 1950’s, while they were studying group dynamics. Today, the window is particularly relevant because of the modern focus on soft competences, behavior, empathy, cooperation, group development and interpersonal development. “Johari” is a combination of the first names of the two psychologists, Joseph and Harrington. The Johari Window later became a widespread and used model for understanding and training self-consciousness, personal development, for improving communication and to understand interpersonal relations, group dynamics, team development and intergroup relationships.