The Johari Window Model

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Hello! My name is Bill Blake,
and today I'd like to

talk to you about another useful
tool called the JoHari Window Model.

This model can be used effectively
in helping us understand

ourselves and in building
relationships with others.

The Johari Window Model
was developed in the mid 1950s

by Joesph Luft and Harry Ingram.

Hence the name JoHari.

While primary a model of
understanding between two people,

it can also be used to
develop a greater understanding

of ourselves and to facilitate
personal growth.

It is also useful in
discovering your strengths,

your blind spots and areas
to further explore.

Because of the nature of the
information shared in the process

the JoHari Window works
best in a high trust environment.

The model consists of
four quadrants.

The first quadrant is called
the Open Area, and contains

information about our
behavior and motivation.

that is known both by
ourselves and by others.

The second quadrant is
our private, Hidden Area

and contains information
about ourselves which we

are unwilling to share, perhaps
because of trust issues.

The third quadrant is
referred to as the Blind Area.

And contains things about
ourselves that are known

to others but are unknown to us.

Other people know these
things but are not willing

to share them with
us for whatever reason.

The fourth quadrant is
the Unknown Area

Behavior Opinion or Motivation

that neither we or others
are aware of.

Obviously the goal of the model
is to make the open area as large

as possible. Probably the easiest
way to expand the open area

is to move more into the hidden
area, this can be done through

self disclosure.

You simply choose to share
or expose more of yourself.

Expanding the open area into
the blind area, involves both asking for

and receiving constructive
feedback.

And then self disclosure and
feedback among the participants

will provide the shared knowledge
that will move you more and more

into the unknown area.

Greater trust, feedback and the
sharing of information will

continue to enlarge the
Open Area.

Sharing of feedback is a lot
like The Green Tail story.

If somebody says you have a
green tail, that person is crazy.

If two people say you have a
green tail, it is a conspiracy.

If seven people say you have a
green tail, you turn around and look.

It does not mean that they correct,
it just that they must have a

reason for thinking the way they
do and you need to explore

that reason.

Feedback must be constructive
to be of any value.

Obviously its purpose is to
help and not hurt.

It should be specific and focused
on behavior that can be changed.

For practical reasons it should also
be limited to the amount of

feedback that the targeted
person can use.

Feedback should also be clarified
to avoid any misunderstanding.

And like that old (inaudible) we saw

It's got to accentuate the positive
and eliminate the negative.

The major advantages of the
JoHari Model include

It helps individuals understand
their interpersonal relationships

and communication.

It can also be used to advantaging
group dynamics, team development

and all forms of business
relationships.

The model can also build
self awareness through both

disclosure and feedback.

And it leads to a greater understanding
of yourself plus a greater

understanding of others.

So, thanks for watching our
short video.

And remember the words of
Zig Ziglar,

"You can have anything you want
in life if you just help enough

"other people get what they want"

♪ (Music) ♪

Good luck on your journey!

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