Johari Window

Made Available by Prof. Jatin Christie (AMSoM)


Solicits Feedback Things I know GROUP Self-Disclosure Things They Know or Things I Don’t Know ARENA BLIND SPOT Gives Feedback Things They Don’t Know FAÇADE (Hidden Area) UNKNOWN UNCONSCIOUIS Looking at the four panes in terms of columns and rows. In laboratory training. The window was originally developed by two psychologists. Jatin Christie (AMSoM) 2 . Row one contains “things that the group knows about me”. the two columns represent the self and the two rows represent the group. usually in terms of their feelings and perceptions. each rocket has a built-in apparatus which sends messages come back to the steering mechanism which makes adjustments and puts the rocket back to target again. the group acts as a steering or corrective mechanism for individual members who. one of the founding father of laboratory training. It is through feedback that we implement the poet’s words. The process of giving and receiving feedback can be illustrated through a model called the Johari Window. row two contains “things that the group does not know about me.THE JOHARI WINDOW : A MODEL FOR SOLICITING AND GIVING FEEDBACK The process of giving and receiving feedback is one of the most important concepts in laboratory training. column two contains “things that I do not know about myself”. In the field of rocketry. “to see ourselves as others see us”. can be kept on target in terms of their own learning goals. Column one contains “things that I know about myself”. Joseph Luft and Harry Ingham. It is also through feedback that other people know how we see them. as to how your behaviour is affecting them (receiving feedback). The model can be looked upon as a communication window through which you give and receive information about yourself and others. through the process of feedback.” The information contained in these rows and columns is not static but moves from one pane to Made Available by Prof. Feedback is also a reaction by others. Feedback is a verbal or nonverbal communication to a person or group providing them with information as to how their behaviour is affecting you or the state of you’re here-and-now feelings and perceptions (giving feedback or self-disclosure). for example. for their programme in group process. The terms were originally borrowed from electrical engineering by Kurt Lewin.

As I begin to participate in the group. My assumption is that if I start revealing my feelings. how members will really react unless I test these assumptions and reveal something of myself. the Unknown in the Model illustrated is extended so that part of it will always remain unknown. Since the internalizing or giving feedback. As a consequence I withhold this information. The Arena increases in size as the level of trust increases between individuals or between the individual and his group and more information.e. latent potentialities. a group member once told me that every time I was asked to comment on some personal or group issue. In pane three are things that I know about myself but of which the group is unaware. and unrecognized resources. the way I say things. I will never learn the reality or unreality of my assumptions. thoughts. Made Available by Prof. For one reason or another I keep this information hidden from them. I need to develop a receptive attitude to encourage group members to give me feedback. the only way I can increase my awareness of this material is to get feedback from the group. How can I reduce my Blind Spot? Since their area contains information that the group members know about me but of which I am unaware. I may keep certain kinds of information to myself when my motives for doing so are to control or manipulate others. if I do not take some risks. Other material. but which is being picked up by other people. and reactions. The behaviour here is public and available to everyone. As a consequence of this movement. One of the reasons I may keep this information to myself is that I do not see the supportive elements in the group. group members might judge me negatively. the more the vertical line will move to the right. Jatin Christie (AMSoM) 3 . however. however. If you are inclined to think in Freudian terms. perceptions. In other words. the Blind Spot. My fear may be that if the group knew of my feelings. it would be possible to have a window in which there would be no Unknown. Some of this material may be so far below the surface that I may never become aware of it. The first pane. For example. The last pane contains things that neither myself nor the group knows about me. This area is called the “Unknown” and may represent such things as intrapersonal dynamics. This pane is called the “Façade” or “Hidden Area”. particularly personally relevant information is shared. On the other hand. i.another as the level of mutual trust and the exchange of feedback varies in the group. It is an area characterized by free and open exchange of information between myself and others. The extent to which we are insensitive too much of our own behaviour and what it may communicate to others can be quite surprising and disconcerting. called the Arena. The second pane. and opinions about the group or individuals in the group. you can call this extension the “Unconscious”. attack. move the vertical lines to the right. mannerisms. I cannot find out. As a consequence. I need to actively solicit feedback from group members in such a way that they will feel comfortable in giving it to me. the size and shape of the panes within the window will vary. contains things that I know about myself and about which the group knows. One goal we may set for ourselves in the group setting is to decrease our Blind Spots. I always coughed before I answered. The more I do this. they might reject. early childhood memories. This information may be in the form of verbal cues. or hurt me in some way. I communicate all kinds of information of which I am not aware.. contains information that I do not know about myself but of which the group may know. That is. or the style in which I relate to others. Since knowing all about oneself is extremely unlikely. may be below the surface of awareness to both myself and the group but can be made public through an exchange of feedback.

result. Movement of information from the Unknown into the Arena can be called “insight” or “inspiration”. through the process of giving and receiving feedback. Made Available by Prof. at the same time. the need to give feedback which can be constructed as evaluative or judgmental decreases. we are. personal self. We don’t accept ourselves and thus begin to hide. to share information about our private. “What would they think if they came to know this. increasing the size of our Arena or public area. “who am I?”. This basic philosophy is that the individual be accepting of himself and others. As this acceptance of self and others increases. wear mask. we are tense. concentrating on their private rather than public life. This technique requires practice in developing sensitivity to other people’s needs and being able to put oneself in other people’s shoes. The goal of soliciting feedback and self-disclosure or giving feedback is to move information from the Blind Spot and the Façade into the Arena. Lack of acceptance makes us over sensitive and highly reactive. creatively. MEANS TO INCREASE YOUR OPEN AREA Self-disclosure We have difficulties in lifting the veil for others. uneasy.SOLICIT FEEDBACK A BS F U You will notice that while we are reducing our Blind Spots and Facades through the process of giving and soliciting feedback. A person may have an “aha” experience when he suddenly perceives event. Some people feel that giving and receiving feedback cannot be learned solely by practice but requires a basic philosophy or set of values which must first be learned. In addition.” We spend a hell of energy hiding things from others when we could have used that energy elsewhere constructively. where it is available to everyone. There is either false humility or fear of being exposed. It is not an easy task to give feedback in such a way that it can be received without threat to the other person. and uncomfortable with ourselves and others. new information can move from the Unknown into the Arena. Jatin Christie (AMSoM) 4 . Exercise for self-exposure : It consists in each participant listing ten answers to the question. We are never at home with ourselves or others.

this group or this situation. if any. Those two dynamics. We might reflect on their observations and ask ourselves. “why didn’t someone tell be before I made an idiot of myself?” The positive and negative strokes should be genuine and sincere and if possible based on concrete events. It is “how do I come across to you?”. It saves us from embarrassment.” Made Available by Prof. we should make to become more effective with this individual.Openness to Feedback This is to know what is ‘their’ experience of me. “tell me what you think of me?” People react violently to feedback because they feel insecure. “will they break my image of myself?” It has to be given on foundation of kindness. The fear can be. Jatin Christie (AMSoM) 5 . both under our control. and grow more effective. Recognition and encouragement are two man’s greatest needs. Thus sharing our private. what changes. otherwise the reaction is bitter and harmful. but most of us take each other too much for granted. trust and acceptance. Keep in mind : “Always to put positive feedback (recognition) as well as negative feedback (criticism) against the back-ground of wider experience both of myself and the one giving it. trim ourselves. It gives the other the chance to know us and come close to us. personal lives with others and allowing them to share their experience of us will bring us together. One should know that everything the other says may not be true but it is good to know that others see us this way. will make us more effective persons. Well received feedback given us a chance to improve.