The Johari Window theoretical model is a simple and useful tool for illustrating and improving self-awareness and common understanding between individuals within a group. The Johari Window tool can also be used to assess and improve a group’s relationship with other groups.
The Johari Window theoretical model was developed by American psychologists Joseph Luft and Harry Ingham in the 1950s while researching group dynamics. Today, the Johari Window model is especially relevant due to modern emphasis on and influence of “soft” skills, such as behavior, empathy, cooperation, inter-group development, and interpersonal development.
Over the years, alternate Johari Window terminology has been developed and adapted by other individuals, particularly leading to different descriptions of the four parts. Therefore, this account uses different terms. However, don’t let this confuse you—the Johari Window model is actually quite simple. Interestingly, Luft and Ingham named their Johari Window model “Johari” after combining their first names, Joe and Harry. In early publications, the word actually appeared as “JoHari.”
The Johari Window model quickly became a widely used model for understanding and practicing self-awareness, personal development, improving communications, interpersonal relationships, group dynamics, team development, and inter-group relationships. The Johari Window model is also referred to as a “disclosure/feedback model of self-awareness” and, by some, an “information processing tool.” The Johari Window actually represents information—feelings, experiences, perspectives, attitudes, skills, purposes, motivation, etc.—within or about a person in relation to their group, from four perspectives, which are described below. The Johari Window model can also be used to represent the same information for a group in relation to other groups.
Introduction to Self-Development.
1.1 What is Self-Development?
Self-development is a procedure that one undertakes to develop oneself as an individual and as a director. Self-development is self-initiative based; it is not a procedure instigated by any external force. As M. Armstrong (2011) says, “Self-awareness is about knowing yourself, as far as that is possible, and analyzing your accomplishments, skills and knowledge, and managerial competences.”
Self-development is an important aspect of a person’s life. It can be defined as the focus of an individual on personal growth and realization of their goals and desires. It can be mental, emotional, physical, social, or professional.
Introduction to Self-Analysis/Self-Awareness
2.1 Self-Analysis/Self-Awareness
Self-awareness is the knowledge of one’s own personality or individuality. It also means being aware of oneself, including one’s traits, feelings, and behaviors.
A director needs to be aware of them so that he can reflect upon his behavior and be aware of any defects in his manner or attitude. This is needed so that he can overcome the defects by self-development and become an efficient and effective director. As cited by Armstrong (HOW TO BE EVEN BETTER MANAGER 7TH Edition) by Drucker (1955), “Development is always self-development. Nothing could be more absurd than for the endeavor to assume responsibility for the development of a man. The responsibility rests with the individual, his abilities, and his efforts.” In essence, in the eyes of a director, the quote from Drucker boils down simply to “What self-development do I need?” What necessary knowledge and skills do I need, and what standards do I need to set for myself? Successful directors do not take success for granted; they are aware of the importance of continual change and the importance of seeking new ways and ideas to fulfill tasks.
Johari Window
A model for self-awareness, personal development, group development, and understanding relationships adapted from www.businessballs.com. © Copyright alan Chapman 2003.
The Johari Window model is a simple and useful tool for understanding and training self-awareness, personal development, improving communications, interpersonal relationships, group dynamics, team development, and intergroup relationships. It was developed by American psychologists Joseph Luft and Harry Ingham in the 1950s, naming it ‘Johari’ after combining their first names, Joe and Harry. It is especially relevant due to the emphasis on, and influence of, ‘soft’ skills, behavior, empathy, cooperation, inter-group development, and interpersonal development.
The theoretical account, also referred to as a “disclosure/feedback theoretical account of self-awareness,” and an “information processing tool,” represents information such as feelings, experience, positions, attitudes, accomplishments, purposes, motivation, etc., within or about an individual in relation to their squad. From four positions, it can also be used to stand for the same information for a squad in relation to other squads.
Terminology refers to “self” and “others.” “Others” refers to other people in the squad, while “self” refers to oneself, i.e., the individual capable of the Johari Window analysis.
The four Johari Window positions are called “regions” or “areas” or “quadrants,” each containing and representing the information, such as feelings, motive, etc., in terms of whether the information is known or unknown by the individual and whether the information is known or unknown by others in the squad. The four parts, areas, quarter-circles, or positions are as follows, showing the quadrant numbers and commonly used names:
Johari Window Four Parts
Open area, open ego, free area, free ego, or “the arena”: what is known by the individual about him/herself and is also known by others.
Blind area, blind ego, or “blind spot”: what is unknown by the individual about him/herself but is known by others.
Hidden area, hidden ego, or “facade”: what is known by the individual about him/herself but is unknown by others.
Unknown area or “unknown”: what is unknown by the individual about him/herself and is also unknown by others.
OD interventions are sets of structured activities in which selected organizational units, individuals/groups, engage in a task or sequence of tasks where the task ends are related directly or indirectly to organizational improvement. Interventions make things happen and are “what’s happening” (Wendell L. French and Cecil H Bell Jr., 1983). Intervention is defined as a behavior that affects the ongoing social processes of a system (Beckhard, 1969). Ethical calling preparation free materials, thoughts, tools, tips, templates related materials. See the Businessballs community for more materials, sharing, publication, promoting, linking, etc.
This section focuses on self/personal development, personality theories, types and trials, personality types, behavioral styles theories, personality and testing systems – for self-awareness, self-development, motivation, management, and recruitment. Motivation, management, communications, relationships – focused on yourself or others – are a lot more effective when you understand yourself and the people you seek to motivate or manage or develop or assist.
Understanding personality is also the key to unlocking elusive human qualities, for example, leadership, motivation, and empathy, whether your purpose is self-development, helping others, or any other field relating to people and how we behave. The personality theories that underpin personality tests and personality quizzes are surprisingly easy to understand at a basic level. This section seeks to explain many of these personality theories and ideas. This knowledge helps to develop self-awareness and also to help others achieve greater self-awareness and development too.
