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Purpose What is the Johari Window Johari Window Model Feedback Johari Window Panes Behavior/Actions that Cause Panes to Move/Change Size Reasons for Giving and Receiving Feedback Guidelines for Giving and Receiving Feedback
What You Can Do With Feedback
Johari Window Questions Johari Window Exercise
PURPOSE Assist you. . as change leaders to gain an understanding for and appreciation of how effective feedback and selfdisclosure can improve communication skills.
3. . Joseph Luft and Harry Ingham. It is a communication window for giving and receiving information. It is named after the first names of its inventors. It is one of the most useful models describing the process of human interaction. 2.WHAT IS THE JOHARI WINDOW 1.
com/Defense Equal Opportunity Management Institute (DEOMI 5 . Businessballs.JOHARI WINDOW MODEL ARENA (open/free) BLIND SPOT FACADE (Hidden) UNKNOWN WWW.
Charles Hastings Education Centre 6 .JOHARI WINDOW PANES I know aware me I do not know unaware group knows aware Arena Blind spot Self Disclosure you unaware Facade Unknown group does not know Feedback Modular Trainers' Course .
BEHAVIORS/ACTIONS THAT CAUSE PANES TO MOVE/CHANGE SIZE Knowing what the panes represent will help you understand and describe behavior/action that causes the panes of the Johari Window to move/change size. •Facade .Soliciting and being receptive to feedback.Availing yourself of and being receptive to sharing experiences of others.Giving feedback and self-disclosure.Giving and soliciting feedback. •Arena . self-disclosure. learning vicariously. •Unknown . 7 . •Blind spot .
8 . Feedback can be verbal or nonverbal.FEEDBACK Feedback is communication to a person or group providing information as to how their behavior is affecting or influencing you (giving feedback). It may also be a reaction by others as to how your behavior is affecting or influencing them (receiving feedback).
Creates an open environment for effective operational and interpersonal communications. not dwelling on the past. 9 . Enables the provider to learn about self.REASONS FOR GIVING AND RECEIVING FEEDBACK Allows personal growth. Aids in preparation for the future. Enables the receiver to gain insight.
GUIDELINES FOR GIVING AND RECEIVING FEEDBACK Giving Feedback •Is the feedback being given specific rather than general? •Is the feedback being given focused on behavior rather than on the person? (It is important that we concentrate on what a person does rather than on what we think or imagine he/she is.) •Does the feedback take into account the needs of the receiver of the feedback? •Is the feedback directed toward behavior which the receiver can do something about? •Is the feedback solicited rather than imposed? •Is the feedback sharing of information rather than giving advice? 10 .
GUIDELINES FOR GIVING AND RECEIVING FEEDBACK Giving Feedback Cont. •Is the feedback well timed? •Does the feedback involve the amount of information the receiver can use rather than the amount we would like to give? •Does feedback reflective upon the problem/issue at hand? •Is the feedback checked to ensure clear communication? •Is the feedback evaluative rather than judgmental? 11 .
•Check what you have heard through parroting. •Share your reactions to the feedback. or asking for clarification. paraphrasing. •Maintain an objective attitude about the feedback even if it is about you. 12 . •State why you want feedback. Receiving Feedback •Establish a receptive atmosphere. if practical.GUIDELINES FOR GIVING AND RECEIVING FEEDBACK CONT.
WHAT YOU CAN DO WITH FEEDBACK USE IT THINK ABOUT IT FORGET IT 13 .
JOHARI WINDOW QUESTIONS RATING SCALE AND INSTRUCTIONS Below is the basic ten-point scale to be used in rating yourself on your use of the twenty behaviors describe on the next two pages. SCALE VALUE 10 9 8 7 6 5 4 3 2 1 EXTREMELY CHARACTERISTIC VERY CHARACTERISTIC QUITE CHARACTERISTIC PRETTY CHARACTERISTIC FAIRLY CHARACTERISTIC SOMEWHAT CHARACTERISTIC FAIRLY UNCHARACTERISTIC PRETTY UNCHARACTERISTIC QUITE UNCHARACTERISTIC EXTREMELY UNCHARACTERISTIC I do this consistently I do this nearly all the time I do this most of the time I do this a good deal of the time I do this frequently I do this on occasion I seldom do this I hardly ever do this I almost never do this I never do this 14 . Read over the behavior description and determine how much it characterizes yourself in your relationship with other people.
6. 1. I readily admit to confusion or lack of knowledge when I feel that I have little information about the topic under discussion as opposed to trying to bluff. I show my concern that others know where I stand on relevant issues. taking tolerance or denying any reaction. I specifically test for agreement and commitment to joint or team decisions. as opposed to being basically indifferent to others knowledge of me or just unrevealing in my comments. as opposed to covering up.JOHARI WINDOW QUESTIONS CONT. and under wraps in my relationships. I take the initiative in getting feedback from other members. 2. as opposed to assuming that all are committed if no one openly disagrees. 15 . dismissing them as of little value. 4. I am open and candid in my dealings with others. and accept the comments and reactions of others. I "level" with others and describe how I feel about what they do and how they do it. respect. as opposed to others to offer their comments of their own accord. feigning understanding. 5. as opposed to responding defensively. or turning a deaf ear on their observations. cautious. 3. waiting passively for 7. I hear. or insisting that my opinions are right. as opposed to being closed.
as oppose to acting hurt. no matter how critical or direct their feedback. as if I don't trust others. 10. I welcome and appreciate other's attempts to help me. indifferent. 9. 14. 16 . I try to understand how others are feelings and work hard at getting information from them. and pertinent to the real issues at hand in the team. as opposed to being inhibited. or acting embarrassed. which will help me do this. both emotional and intellectual. as opposed to being "frothy" and off-target or attempts at camouflage. I am openly affectionate toward others when I feel I like them. as opposed to being selective in my quest for feedback or treating some contributions as inferior. 8.JOHARI WINDOW QUESTIONS CONT. I value and encourage reactions equally from others. 13. 12. showing superficial concern or being basically insensitive. sulking. when it is pertinent. restrained. I take risks with others and expose highly personal information. or rejecting them outright. as opposed to fending only for myself and leaving participation up to each individual. 11. My comments are relevant. as opposed to appearing indifferent. I help others participate and work to support and draw everyone into a group discussion. as opposed to playing it safe.
restrained. 9. I give support to others who are on the spot and struggling to express themselves intelligently and emotionally. ADD YOUR RESPONSES TO QUESTIONS: FEEDBACK TOTAL: ADD YOUR RESPONSES TO QUESTIONS: EXPOSURE TOTAL: 2. I am spontaneous and say what I think no matter how "far out" it may seem. as opposed to acting unaffected. and l9. restrained. 7. I am openly hostile towards others when I am angered by them. as opposed to monitoring my contributions so that they are in line with prevailing through or more acceptable to others. 20. as opposed to letting them flounder or trying to move on without them. 16. 18. 16. 8. 18. or over controlled. 5. 12. as opposed to being manipulative. 15. as opposed to insisting on mechanical decision rules or trying to railroad my own judgments through. 17. 14. 4. I encourage collaboration on problems and solicit others definitions and solutions on mutual problems.JOHARI WINDOW QUESTIONS CONT. I press for additional information when I am angered by them. 1. 17. 19. and 2O. 15. 17 . 13. as opposed to acting unaffected. or over controlled. 3. 6. 11. 10. I openly try to influence an individual or a group.
FEEDBACK 10 20 30 40 E X P O S U R E E 50 60 70 80 90 X P O S U R E 100 10 20 30 40 50 60 70 80 90 100 FEEDBACK Defense Equal Opportunity Management Institute (DEOMI) 18 .
College of professional studies 19 .JOHARI WINDOW EXERCISE CONT. I know I do not know group knows ARENA (open/free) BLIND SPOT group does not know FACADE (Hidden) UNKNOWN The Open Receptive Person (Ideal) University of San Francisco .
College of professional studies 20 . I do not know I know group knows ARENA (open/free) BLIND SPOT group does not know FACADE (Hidden) UNKNOWN The Pumper Person (Interviewer) University of San Francisco .JOHARI WINDOW EXERCISE CONT.
I know I do not know group knows ARENA (open/free) BLIND SPOT group does FACADE not know (Hidden) UNKNOWN The Hermit Person (Turtle) University of San Francisco .College of professional studies 21 .JOHARI WINDOW EXERCISE CONT.
JOHARI WINDOW EXERCISE CONT. I know I do not know group knows ARENA (open/free) BLIND SPOT group does not knowFACADE (Hidden) UNKNOWN The Blabbermouth Person (Bull-In-China-Shop) University of San Francisco .College of professional studies 22 .
College of professional studies 23 .JOHARI WINDOW EXERCISE CONT. I know I do not know group knows ARENA (open/free) BLIND SPOT group does not know FACADE (Hidden) UNKNOWN increasing open area through feedback solicitation University of San Francisco .
College of professional studies 24 .JOHARI WINDOW EXERCISE CONT. I know I do not know group knows ARENA (open/free) BLIND SPOT group does not know FACADE (Hidden) UNKNOWN new team member or member within a new team University of San Francisco .
College of professional studies 25 . I do not know I know ARENA (open/free) group knows BLIND SPOT group does not know FACADE (Hidden) UNKNOWN established team member University of San Francisco .JOHARI WINDOW EXERCISE CONT.
both individuals disclose the same amount of information.JOHARI WINDOW EXERCISE CONT. Which pane of the Johari window reveals information about your secret dreams and ambitions? __Open __Blind __Hidden __Unknown 4. 1. In a healthy relationship. In a typical relationship. the sooner the two individuals engage in self-disclosure. the better the relationship will be. __True __False . Which pane of the Johari window reveals information about your hair color? __Open __Blind __Hidden __Unknown 2. __True __False 3.
SUMMARY Purpose What is the Johari Window Johari Window Model Feedback Johari Window Panes Behavior/Actions that Cause Panes to Move/Change Size Reasons for Giving and Receiving Feedback Guidelines for Giving and Receiving Feedback What You Can Do With Feedback Johari Window Questions Johari Window Exercise 27 .
varghese@gmail.Ms.com . Pracena Varghese Employee Development & Training Pracena.
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