Johari Window

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Name: - Nagdev Nilesh

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➢ Introduction
➢ Four quadrants: -
• Open/free self
• Blind self
• Hidden self
• Unknown self

➢ The Johari Window Applied to Group Interrelations
➢ Principles
➢ Objectives
➢ View points by Will Philips
• Assumptions
• Initial phase of group interaction

➢ Training with Johari Window
➢ Uses of Johari Window
➢ Case study
➢ Feedback
➢ What we learn from Johari Window
➢ Bibliography


Good leaders are often recognized for their qualities of genuineness and authenticity.  Authenticity is the quality of being real or true.  The public perception of an authentic person is the same or very close to the real person – who they are in private or with those close to them.  People who are authentic are comfortable with who they are, what they discover about themselves and the willingness to continually grow who they are.  They know a lot about themselves and they are comfortable expressing who they are to others.  Johari window is a frame work of two famous psychologists and the word johari is derived by their first name; they are “JOSEPH LUFT AND HARRY INGHAM”, and derived form is Jo+hari. The johari window is a simple tool for making sense of who we are. Luft and Ingham were researching human personality at the University of California in the 1950’s .when they devised their johari window. Luft and Ingham observed that there are aspects of our personality that we are open about, and other elements that we keep to ourselves.

The johari window is used in our consulting to depict leadership personality, not Overall personality, as the leader rarely uses it. The difference between leadership personality and leadership style in this context is that leadership personality Includes self perception and the perception of others; leadership style consists only of an individual’s leader behavior as perceived by others, that is, superior, sub-ordinates, associates, and so on. Thus, leadership personality equals self perception plus other perception (style)

According to this framework, there are some attitudes and behaviors engaged in by the leaders that they themselves know about. This known-to-self area includes the knowledge of the way they are coming across, the impact are having with the people they are trying to influence. At the same time, part of the leader’s personality is unknown to self i.e. (in some areas leaders are unaware of how they are coming across to others. It may be that their followers have not given them feedback or it may be that a leader has not been alert enough to pick up some of the verbal or nonverbal feedback that actually exists within the environment. The dimensions of the Johari Window are representative of an individual’s whole personality or psyche.   The dimensions are what I see and don’t see, what others see and don’t see and are illustrated in the following diagram:

Four quadrants of Johari Window
1. What is known by the person about him/herself and is also known by others - open area, open self, free area, free self, or 'the arena'

2. What is unknown by the person about him/herself but which others know - blind area, blind self, or 'blind spot'

3. What the person knows about him/herself that others do not know - hidden area, hidden self, avoided area, avoided self or 'facade'

4. What is unknown by the person about him/herself and is also unknown by others - unknown area or unknown self

Johari quadrant 1 - 'open self/area' or 'free area' or 'public area', or 'arena'

Johari region 1 is also known as the 'area of free activity'. This is the information about the person - behavior, attitude, feelings, emotion, knowledge, experience, skills, views, etc - known by the person ('the self') and known by the group ('others'). The aim in any group should always be to develop the 'open area' for every person, because when we work...
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