The Johari Window is a visual tool that helps people understand themselves
and others, and improve their communication. It's a framework that's used in
organizations and for personal development.
How it works
The model is divided into four quadrants: open, blind, hidden, and unknown
Participants categorize their personal attributes into the quadrants :
1. Open/self-area or arena – Here the information about the person his
attitudes, behaviour, emotions, feelings, skills and views will be known by
the person as well as by others. This is mainly the area where all the
communications occur and the larger the arena becomes the more
effectual and dynamic the relationship will be. ‘Feedback solicitation’ is a
process which occurs by understanding and listening to the feedback from
another person. Through this way the open area can be increased
horizontally decreasing the blind spot. The size of the arena can also be
increased downwards and thus by reducing the hidden and unknown areas
through revealing one’s feelings to other person.
2. 2. Blind self or blind spot – Information about yourselves that
others know in a group but you will be unaware of it. Others may
interpret yourselves differently than you expect. The blind spot is
reduced for an efficient communication through seeking feedback
from others.
3. 3. Hidden area or façade – Information that is known to you but
will be kept unknown from others. This can be any personal
information which you feel reluctant to reveal. This includes
feelings, past experiences, fears, secrets etc. we keep some of our
feelings and information as private as it affects the relationships and
thus the hidden area must be reduced by moving the information to
the open areas.
4. 4. Unknown area – The Information which are unaware to
yourselves as well as others. This includes the information, feelings,
capabilities, talents etc. This can be due to traumatic past
experiences or events which can be unknown for a lifetime. The
person will be unaware till he discovers his hidden qualities and
capabilities or through observation of others. Open communication
is also an effective way to decrease the unknown area and thus to
communicate effectively.
Example
Linda got a job in an organization. Her co-workers knew a little about her
and in this context the unknown and hidden areas will be larger and the
open area will be small. As the others don’t know much about her the
blind spot also will be smaller and the model will be as shown in Figure 1.
Linda spent most of her free time sketching in the office which was her
preferred pastime and her co-workers found her very shy and elusive.
With that evaluation she got the idea how she was and tried to be more
talkative and interacted more with other co-workers. This helped her to
increase her open area and thus making the hidden and unknown areas
smaller. (Figure 2)
Through the feedback Linda got from her co-workers she could perform
well in the office and her real capacity could be obtained as a result of an
effective interaction among the colleagues.
The model helps people understand what they know about themselves, and what
others know about them. The model helps people understand their self-
perceptions, and how others experience them
What it's used for
Improving self-awareness and self-communication
Improving interpersonal relationships and group dynamics
Developing reality-based self-awareness
Learning how to give and receive feedback
Identifying and progressing towards desired changes in self-esteem,
relationships, and interactions
Who created it? The Johari Window model was created by psychologists Joseph
Luft and Harrington Ingham. The model is named after their first names.
Grid organization development is a six-phase program that helps
organizations improve their leadership and performance. It was developed by
Robert R. Blake and Jane S. Mouton in the 1960s.
Phases of Grid Organization Development
1. Laboratory-seminar training: Introduces participants to the concepts of the
grid
2. Team development: Helps members of the same department work
together to achieve a 9 x 9 position on the grid
3. Inter-group development: Helps groups work together and resolve
conflicts
4. Organizational goal setting: Involves participants in setting goals for the
organization
5. Goal attainment: Helps the organization achieve its goals
6. Stabilization: Evaluates the program and makes suggestions for
improvement
How the grid works
The grid is a self-assessment tool that helps identify a leader's style. It shows the
degree to which a leader focuses on people, production, or both. The grid is
based on two axes: concern for people and concern for production.
Country club management is a leadership style that prioritizes employee
satisfaction over productivity. It's also known as the "accommodating" style.
How it works
Managers with this style focus on creating a comfortable and fun work
environment
They believe that happy employees will work hard and produce good
results
They may not provide adequate direction or coaching
They may trust employees to manage themselves
Advantages
Employees may be more satisfied and motivated
Work environment may be more harmonious
Disadvantages
Task goals may not be met, Deadlines may be missed, Employees may feel
entitled, Productivity may suffer, and Results may not be what was expected.
Related concepts
Country club management is similar to the affiliative leadership style.
Benefits of Grid Organization Development
The program can help organizations move from examining managerial behavior
to developing and implementing a strategic model.
