Johari Window: An Effective Interpersonal Awareness Model.

In the 1950s, Joseph Luft and Harry Ingham proposed a new ideology - the Johari Window model. There are four assumptions associated with this simple model, which can be visualised below:

To understand the model, let's discuss each of the assumptions starting with 'open area'.

Open Area/Arena

Simply put, this is information both you and I know, such traits and behaviours. This is typically public information. Both oneself and others recognise the information, with nothing being hidden. Examples of this include skills, names, achievements, titles - essentially anything that is public information.

Blind Area

Here, information is known to others but not to oneself. Many describe this is a perfection opportunity for 360° feedback. For example, during a 360° appraisal there is opportunity for all those involved to share feedback amongst each other. One individual may inform another of an area that they think needs improving, but the receiver of the information may never have identified that area as a potential weakness of theirs. Here, they are in the blind area. Oneself does not know the information, but others do.

Hidden Area

Hidden area is associated with information that is only known by oneself. This information is typically private, where the individual makes a conscious decision to ensure it is not public. The type of information included in this area has enormous variety: intentions, feelings, motives, facts - any information that is hidden. When people grow closer and begin to trust more, typically more information moves from hidden to open. They begin to discuss their feelings more, their motives, their ideas, beliefs.

Unknown Area

The unknown area is where information is known neither by oneself or others. Here, information, feelings, talents, and so on are not recognised by any party. For example, you may have believed that you lacked the necessary skills to be a leader, but after your manager spends some time off sick and you are a temporary manager you realise that in fact you have the skillset to thrive in the role.

All of this matters as the model can be used to not only increase self-awareness, but also to seek out personal development opportunities. Below shows how the model can be used to seek these opportunities:

So what do you think? Do you like the Johari Window model? Will you implement it in your own life? Let us know! Be sure to subscribe to our mailing list and never miss another blog! Thank you.