Presented by-

Aishwarya Hota
Aditi Das
Ajay Morwal
Shamayeeta
Chakraborty
Swapnil Pateria
 A simple and useful tool for
understanding and training self
awareness, personal
development, improving
communications, interpersonal
relationships, group dynamics,
team development and intergroup
relationships;
•Developed by American psychologists Joseph Luft and Harry
Ingham in the 1950‘s calling it 'Johari' after combining their first
names, Joe and Harry ;

•In early publications the name appeared as ‘JoHari’.

•A disclosure/feedback model of self awareness, an information
processing tool;

•Represents information - feelings, experience,

views, attitudes, skills, intentions, motivation, etc -
within or about a person - in relation to their team
 Self
Known Unknown

Open/Free Area Blind Area

Known
O
T
H
E Hidden Area Unknown Area
R
Unknown
S
The Johari Window
‘panes’

• Each Quadrant same size

• Flexibility of the quadrant
• New teams – relatively small size
JOHARI WINDOW QUADRANT 1

OPEN
AREA

• Open Area – self area, free area, public

area, arena
• Known by self and others
• Aim in any team is to develop the arena
 Increasing Area

Vertical Expansion
• Reducing the hidden area
(disclosure of information or feelings, etc.)

Horizontal Expansion
• Reducing the blind area
(asking and receiving feedback)
 Managers and Leaders

• Plays an important role facilitating feedback and disclosure

• Has a big responsibility of promoting it in the organisation

• Encouragement of positive development of the ‘Open Area’

 JOHARI WINDOW QUADRANT 2
BLIND
 Known by others in the group, but is unknown by the person
SPOT
him/herself

 Reduced by seeking or soliciting feedback from others and

thereby to increase the open area

 Managers promote a climate of non-judgmental feedback,

and group response to individual disclosure, and reduce fear

 Members - and leaders - should strive to increase their open

free areas, and to reduce their blind, hidden and unknown
areas

 Seeking feedback about the blind area will reduce the blind
area, and will increase the open free area.
 JOHARI WINDOW QUADRANT 3

 Known to ourselves but kept hidden from, and therefore

unknown, to others
HIDDEN
 Also include sensitivities, fears, hidden agendas, SELF
manipulative intentions, secrets

 Relevant hidden information and feelings, etc., should be

moved into the open area through the process of 'self-
disclosure' and 'exposure process'
JOHARI WINDOW QUADRANT 4

 Unknown to the person him/herself and unknown to

others in the group

 Prompted through self-discovery or observation by UNKNOWN

others, or through collective or mutual discovery and AREA
also through counselling

 Managers and leaders can create an environment that

encourages self-discovery, and to promote the
processes of self-discovery, constructive observation
and feedback among team members
Johari window model for new team member or Member
within a new team
Johari window model for established team member
The complete Johari Window Model
 Comparing Johari Window with Tuckman’s Team
Development Model
As the team develops maturity and ability, relationships establish, and the leader
changes leadership style - beginning with a directing style, moving through coaching,
then participating, finishing delegating and almost detached.

The progression is:

 Forming
 Storming
 Norming
 Performing
Johari Window also relate to EQ
Four domains of EQ