Johari Window 

Human capacity to function effectively in life is determined by knowledge of self and the knowledge about others. In other words, everyone is keen enough to understand himself and others. Self knowledge helps us to prepare better for facing eventualities and achieiving of certain goals. Knowledge and understanding of others helps us to develop satisfactory and sound relations and to succeed in our careers or occupations. A part of a person's knowledge of himself stems from the reactions of others to the individual. These reactions are the feedback a person receives. Again, a person comes to understand others partly through observing them and partly through what they reveal themselves. This is called as self-disclosure. Hence, 'self-disclosure' and 'feedback' are the two basic processes involved in interpersonal communication. A very popular model for evaluation of interpersonal communication styles is the Johri Window.

Johari window model is based upon two things – to acquire the trust of others by revealing your information to them and by learning about yourself through feedback by others. 

The credit of designing the model - Johri Window - goes to Mr. Joseph Luff and Harry Ingham. The term 'Johri' is formed by combining the first names of these persons, namely Joe and Harry. This model has caught the fancy of people whose field is human resource development as a way of showing as to how we give and take information about ourselves and others.

Johari Window is generally used in Self-help groups in exercises which help a person to learn and discover things about themselves, like heuristic exercise. 

The Johari window model is used to enhance the individual’s perception on others. This model is based on two ideas- trust can be acquired by revealing information about you to others and learning yourselves from their feedbacks. Each person is represented by the Johari model through four quadrants or window pane. Each four window panes signifies personal information, feelings, motivation and whether that information is known or unknown to oneself or others in four viewpoints. 

Johari Window Model Description

The configuration of this model represents the way to look at the self. It depicts a four-paned window. The quadrants are formed by the intersection of the two dimensions about awareness of the self. There are "things I know about myself", and "things I do not know about myself". Again, there are "things other people know about me", and "things they don't know about me". When the four quadrants or panes are formed, they represent different areas of the self.

The size of each of the panes of the window varies with the level of mutual trust and exchange of feedback. In other words, the size of the information contained in each of the panes of the window differs with the level of mutual trust and exchange of feedback. Let us understand as to what each pane stands for and the implications.

1. Open Area or Arena 

The arena is also called as 'open area', which is the area of free activity. That is, "the things I know" and "the things they know". It represents my public self. That is, it is the shared knowledge and the awareness about who I am. It comprises the "name and rank" type of information. This information is common knowledge and one feels relatively free of anxiety if it gets exposed as other people already know about it. This arena increases in size as the level of individual to individual or individual to group trust and communication increases.

This area or pane is called open area because the information in this pane about the behavior, feelings, emotions about the person is known to that person itself as well as the other members in this group. 

In this arena, all the communication occurs through a two-way process. Such that the person socializes about himself with others and constantly receives feedback from the other members of the group. As a result, the group becomes more effective and the relationship in this group is very dynamic. 

In this group, the process of feedback solicitation is very common. This process occurs in the group that has an understanding and the feedbacks of the other person are heard. 

So, the open area through this group can be increased horizontally such that the blindspot area is reduced and vertically it is increased so that the hidden and unknown areas of a person are reduced when that person reveals about his feeling to the other person. 

2. Blindspot or BlindSelf 

This is an area that comprises information known about me that is apparent to others, but not to myself. The tone of voice, habits or mannerisms, and the body language are the instances of things that fall in this area. Our blind spots are the things we do not know that we are communicating to others. Often, it is surprising to learn about these things and to learn how many of them there are? For persons with large blind spots, learning to solicit feedback, can be of much use.

In simple terms, other people may interpret your personality different than you might have expected. For efficient communication, this area must be reduced. 

3. Facade or Hidden Area or Hidden Self 

Facade or the hidden area is the "I know, others do not know" area representing all the things I know about myself but not willing to share with others. This information includes one's feelings, opinions, prejudice and past history. People have different motives for keeping secrets. Some may fear rejection or ridicule, while others may withhold information with a view to manipulate people.

In simple words, hidden area is the information that you hide from others. The reason for this may be the information might be personal to you so that you are reluctant to share it with others. Many people keep their information private and do not share it with others. 

4. Unknown Areas or Unknown Self 

This area contains those things that neither I nor others know about me. Some of this material may be such that I might never become aware of it. However, other material may be below the surface of awareness to both me and others, and can be made public through on exchange of feedback. The later information might include childhood memories, unrealized potential and so on. Generally, certain feelings, talents, information, etc. fall in this area. 

The reason for this might be some traumatic experience in the past about a particular event or experiences which might be unknown for you. 

The person, as well as the group, is unaware about this till he or she discovers it. One way to reduce this area is through open communication 

The ultimate need is to enlarge the open self quadrant with the intent to establish a fruitful relationship with the self as well with others such that the work can be performed efficiently when working as a team.  

Knowing oneself totally is extremely unlikely or a rare possibility. That is why the "unknown" in the Johri Window model is extended so that part of it will always remain unknown. To use the words of Sigmond Freud, one of the highly respected psychologists, it is "unconsciousness".

What is important to note is that boundaries of the panes in the Johri Window are highly flexible. That is, one can enlarge or reduce the panes by increasing or decreasing the amount of feedback one gives, and the amount of the feedback one receives. The prime purpose of training with this model is to reduce the "Blind Spot" to develop a receptive attitude and to encourage others in the group to give oneself feedback. A person needs to learn to solicit feedback from others in such a way that they feel comfortable in giving it. The more this is attained, the more the vertical line will move to the right. Another goal of training is to reduce the "Facade" or the "Hidden Area". One can do this by providing information to others about one's reactions as to what is going on in the group or inside oneself. When "Facade" shrinks, the horizontal line shifts down. These are clear from the following configurations.

Ratios of Panes in the Johri Window

When a person reduces his Blind Spot and Facade through the process of giving and soliciting feedback, he increases the Arena. Generally, this is desirable. However, he may give more feedback than he asks for or asks for more feedback than he gives. This imbalance between the disclosure and the soliciting feedback can create an amount of tension, and affect a person's relationships with others.

The size and shape of the ratio of Arena is a function of the ratio of giving versus soliciting feedback. Mr. P. G. Hanson has identified four types of cases in terms of giving and receiving the feedback. He calls them as (1) Ideal Window, (2) Interviewer, (3) Bull in China Shop and (4) Turtle. It is a must as to what these are and what are their implications. Following are the configurations of these giving and take up or receiving feedback.

1. The Ideal Window

A window with a large Arena and small Blind Spot, Facade and the Unknown is the best in any important relationship. It is relatively easier for others to interact with and understand a person of this type. In general, the size of the Arena increases as the level of trust in the group increases and norms that facilitate giving and receiving feedback are developed.

2. Interviewer

The case of interviewer represents a person who is comfortable with asking for information or soliciting feedback, but does not like to reveal personal information or provide feedback. Therefore, there is large Facade and small Arena. Such individuals are more comfortable with a high group participation level but not when the group's attention is focussed on themselves. Since such persons do not convict themselves in the group, it is very difficult to know the viewpoints on a given issue of issues. Eventually, others may react to such persons with irritation, distrust and withholding.

3. Bull-in-a-China-Shop

He or she is a person who has large Blind Spot. He or she is exactly opposite of interviewer. The people of such stature or profile give a great deal of feedback, but solicit very little feedback. Their participation style is to comment on what is going on in the group, including group issues and the behaviour of other members. Such persons, unfortunately, tend to be insensitive to the impact of their behaviour on others. It is equally true that they respond to feedback in such a way that others are reluctant to give them feedback. That is, they may respond to feedback with anger, tears and even threatening to leave. As such individuals are unaware of the impact of their behaviour on others, they do not know as to what behaviours need to be changed.

4. Turtle

Turtle represents a profile of an individual having the large unknown. Such a person tends to be the "silent member or a keen "observer". He neither gives nor solicits feedback. When such an individual is faced with lack of participation in the group processes, he may respond by saying, "I learn more by listening". In fact, such persons learn very little about themselves, because they do not provide others with any information to which they can react. In fact, it warrants good deal of energy to maintain such a small Arena in a group solicitation. This is so because group norms exercise pressure against this type of behaviour.

In a nutshell, the goal of learning is to give and solicit feedback to move information from the Blind Spot and the Facade into the Arena. Through this process, new information can also move from the Unknown into the Arena. Using the Johri Window model helps people to provide a framework in which people can practise giving and receiving feedback. The overall goal of this is to learn to be more accepting of themselves and others.