The model
Psychologists Joseph Luft and Harrington Ingham presented the model in 1955; its name combines their first names (Joe + Harry). The window has four panes defined by two questions: what I know about myself and what others know about me.
| Known to self | Not known to self | |
|---|---|---|
| Known to others | Open area (arena) | Blind area - what others see but I don't |
| Not known to others | Hidden area (façade) - what I conceal | Unknown area - known to no one |
How to enlarge the open area
- Feedback from others shrinks the blind area - we learn how others see us (see feedback, 360-degree review).
- Self-disclosure shrinks the hidden area - we share ourselves appropriately to the relationship.
- Both processes, together with new experiences, uncover part of the unknown area.
The larger the open area, the easier the communication and the greater the trust in a team.
A leader's blind spots
Leaders are particularly at risk of a growing blind area: the higher the position, the fewer people tell them the truth. Hence the importance of psychological safety, humility and mentoring. Proverbs speaks of the faithful wounds of a friend (Prov 27:6), and Jesus of seeing the speck in a brother's eye while missing the log in one's own (Matt 7:3-5).
Exercise
The classic exercise is to choose from a list of adjectives those that describe oneself, and to ask several others to do the same. Comparing them reveals the four panes of the window. In a small group or leadership team it is worth doing in an atmosphere of kindness and trust. See also authentic leadership, emotional intelligence.
Sources
J. Luft, H. Ingham, The Johari window, a graphic model of interpersonal awareness, Proceedings of the Western Training Laboratory in Group Development, UCLA 1955 J. Luft, Group Processes: An Introduction to Group Dynamics, National Press 1963 Prov 27:6; Matt 7:3-5