What is it?
Devloped by Luft & lngram (1970), the Johari Window is a 2x2 matrix that provides a framework for understanding and improving self-awareness and communication. It's a disclosure-feedback model of awareness based on principles of feedback and learning.
The matrix's two dimensions are Self-Knowledge (aspects of ourselves known/unknown to us) and Others' Knowledge (aspects of ourselves known/unknown to others).
The Johari Window creates four quadrants or panes based on the two primary dimensions:
- The Arena: The part of ourselves that we’re aware of, and so are others.
- The Facade: Aspects about ourselves we recognize and are aware of, but choose not to share. How much of what you are thinking and feeling do you share? Could more or less disclosure improve trust and relationships?
- The Blindspot: Behaviors and attitudes that others easily see and recognize, but we're unaware of. Is there any mismatch b/w the view of yourself and how others see you?
- The Unknown: Aspects of us that are unknown both to ourselves and others. do you have hidden talents or potential that is currently undeveloped?
The goal in using the Johari Window is to:
- Increase your Arena zone by sharing information easily and being receptive to feedback.
- Shrink your Facade and Blindspot areas by recognizing and addressing aspects about yourself that you choose not to share or are unaware of.
- Surface the Unknown by creating experiments and testing out hypotheses.
When & Why to use it?
The Johari Window can be used whenever there's a need to increase levels of openness, self-awareness, and self-understanding. It's particularly relevant for leaders and managers who wish to communicate more effectively and authentically within their teams or organizations. it is used to reflect on how you see yourself in relation to others and how communicate with others. To increase self-awareness, review assumptions and the information you disclose and feedback you receive.
Understanding and utilizing the Johari Window can be transformative for leaders. It helps to address "insensitivity to other people" which is a frequent cause of leadership derailment. Moreover, it supports in mitigating the risk of operating in echo chambers where leaders' opinions and agendas are simply parroted and reflected back. It's a tool that helps leaders understand their impact on others and identify areas where they might be going wrong.
How to use it?
- Draw the window on a flipchart (or use the ppt template) and describe in as much detail as possible about each quadrant and the relationship between quadrants.
- Determine the Relative size of the Quadrants to one another.
- Think about any changes you would like to make in the relative sizes of the quadrant. Ask prompting questions (e.g. private):
- How much of your background and history do you tell others? About your personal and professional life?
- How clear are you about what you are thinking? what you are feeling? Your expectations of others? about what you want?
- What is the impact on your relationships of what you tell others, and what you do not tell them?
- Is there anything you would like to change? How would this improve your relationship?
- Determine a plan of action to increase your Arena zone, shrink your Blindspot and Facade areas and uncover the unknown
Important things to consider when applying the tool
When applying the Johari Window, it's crucial to be open and receptive to feedback, both giving and receiving. This means actively seeking feedback and learning to increase exposure through skill and tact. Recognising self-created limits, boundaries, and pushing through them is also important. Lastly, creating a “safe” environment for more accurate, candid feedback is key to highlight blindspots and facades.