Johari Window

Background

In 1955, Joseph Luft and Harry Ingram published the JOHARI Window, named after their first names. 

The model was developed as a way to analyze self-awareness and interpersonal relationships, and as a method for understanding others and their behavior and reactions.

The goal is to expand the Open Area through increased self-awareness and openness to enhance personal and team-based development. 

The window can help you better understand yourself and other people. The model is a communication window consisting of four panes.

The main aim of the model

There are two dimensions in the model. “The others” – what do they know about me and what do they not know. They know that I never drive a car. They don’t know that it’s because I’ve lost it due to drink and driving. And myself – what do I know about myself and what am I unconscious about.

For example, I am aware that I don’t like giving speeches to a large audience, but I am also unconscious that I say uh or pull my hair when I have to say something.

From the two dimensions, four panes emerge. The four panes emerge from where the combination is

1. Conscious for myself – conscious for others – the open field

2. Unconscious for myself – conscious for others – the blind field

3. Conscious for myself – Not conscious for others – the hidden field

4. Unconscious for myself – Not conscious for others – the unknown field

The open field: This is the field that represents the things that both you and I know about me. I know my name, and you know my name. That was factual information, but the field can also contain emotions. I am sad, and you know that, because you know that I have just been to a funeral. The field can therefore contain all the information that describes who I am.

The blind field: Here are things that you know about me, but which are unconscious to me. My eyes flicker when I talk to you, or I interrupt you in your sentences. These are bad habits on my part that make communication more difficult. If you choose to tell me, it becomes part of the open field, which thereby becomes larger.

The hidden field: Here are things that I know about myself, but you do not know. For example, I love dark chocolate. Until I told you, it was not conscious to you, but it is now. I have expanded the open field. The more trust I gain in you, the more I might want to tell you about my secrets. How I lost my driver's license, why I got divorced, what I think about our mutual colleagues, etc. I expand my open field towards you. Some people have almost no hidden field, as they publish their entire lives, for example on Facebook.

The unknown field: It is actually difficult to come up with examples when it is unknown to both of us. I will give one example, however, I was aware that I did not like giving speeches, so I avoided it. I later found out that it was due to a lack of self-confidence, I simply could not imagine that I could say something that could interest several people at once. Neither I nor others knew that this was the reason for my aversion to giving speeches.

Many people believe that we should expand the open field as much as possible – that is also the opinion I get when I read Freud. However, my common sense also tells me that this is not everything others need to know about me, and it is not everything I want to know about others.

I can turn part of the blind spot into part of the open spot by asking for feedback from those around me. However, you must be aware that other people's opinions about you are subjective.

Here you reveal aspects of yourself to others. However, you must be aware that not everyone may be able to accept the aspects you expose. In the US, people usually say - never say anything about politics, race and religion. The rule is actually also very good in Denmark when it comes to work relationships. You are clearly in a better position to get a promotion if you have not told your boss about your alcohol problems and your pill abuse. So consider carefully who you want to confide in about your secrets.

To expand the open spot to all sides, you must also enter the unknown spot. You can do this consciously by asking for other people's observations - remember to be critical about who you let observe you - it requires a great deal of trust. You can also start to consider your own reactions and thus have some aha experiences – you can learn more about yourself – hopefully we all will throughout our lives.

You can expand the open field together with others. This is often the purpose of team building exercises. In the ideal exercise, everyone should have a larger open field in relation to each other.

Criticism of Johari's Window

Our limits for openness are very different – it also varies how much we want to know about others. For example, if one of our colleagues has family problems, some believe that it should be told to everyone – they place it in the open field. Others keep it to themselves – i.e. in the hidden field. Not everyone wants to give everything about their private life.

Also, respect that many do not want to know. They feel it is intrusive if your open field is too large. They have no interest in knowing anything about your private life – they see your collaboration as purely work-related.

Before you start using the figure, you must clarify where you yourself are – and where you think the others are. You can give both too little and certainly too much of yourself.