Johari’s Window

What is this method about?

An exploratory tool that’s used to improve self-awareness in team members—enabling personal and group development by helping people better understand themselves and their relationships with other people in the organization. One-by-one, the tool has a participant select (from a specific list) adjectives that describe themselves, while the other group members also select adjectives that describe that participant. Then the adjectives are cross-matched and divided into four quadrants of personal characteristics: Open, Blind, Hidden, and Unknown. Johari’s Window was developed by Joseph Luft and Harry Ingram in the 1950s. The model is based on the idea that trust can be acquired between team members by revealing information about yourself to others, and that self-awareness is gained by learning from their feedback.

Why use it

This tool helps team members to better understand themselves and build stronger, more supportive relationships with each other. If facilitates awareness and personal growth in all team members by helping them to discover their strengths, blind spots and areas to explore.

When should I use it?

Whenever there’s a desire for in-depth team building, a need to improve cooperation or empathy within a team, or when changes are being made to team staffing. The tool is useful in many scenarios involving human resources, and it can also be applied within team and management development programs.

What you get

Participants will have a better understanding of themselves and how they are perceived by others. Team members will broaden their knowledge of each other. Team leaders will gain insights that can help them to better manage and support team members. Results of the exercise will be built upon to improve team cohesiveness and effectiveness.

At a glance

• Time: Short
• Effort: Medium
• Cost: Low

Materials

• Meeting room area

Who is involved

• SD Designer (as Facilitator)
• Team Leader/Manager
• HR Manager
• Individual (as subject of the Johari Window)