The Johari Window Using Self-Discovery and Communication to Build Trust

Have you ever been part of a team where everyone was completely open with one another? If so, then the chances are that you worked extremely effectively together. You knew your co-workers very well, and there was a solid foundation of trust between you. As a result of this positive working environment, you probably accomplished a great deal with this group. Most of us realize that teams rely on trust in order to function productively, but how do you go about building that trust?

The Johari Window improves communication and trust. © iStockphoto/Photomorphic

The Johari Window is a model that helps you do this, and it helps you learn important things about yourself, and so develop as a human being.

In this article we'll look at how the Johari Window works, and we'll see how you can use it with your team to improve communication and trust.

About the Model

The word "Johari" is taken from the names of Joseph Luft and Harry Ingham, who developed the model in 1955.

There are two key ideas behind the tool:

1. That you can build trust with others by disclosing information about yourself.
   
   
2. That, with the help of feedback from others, you can learn about yourself and come to terms with personal issues.

By explaining the idea of the Johari Window, you can help team members to understand the value of self-disclosure, and you can encourage them to give, and accept, constructive feedback.

Done sensitively, this can help people build better, more trusting relationships with one another, solve issues, and work more effectively as a team.

Explaining the Johari Window

The Johari Window is shown as a four-quadrant grid, which you can see in the diagram below.

The four quadrants are:

1. Open Area (Quadrant 1)

This quadrant represents the things that you know about yourself, and the things that others know about you. This includes your behavior, knowledge, skills, attitudes, and "public" history.

2. Blind Area (Quadrant 2)

This quadrant represents things about you that you aren't aware of, but that are known by others.

This can include simple information that you do not know, or it can involve deep issues (for example, feelings of inadequacy, incompetence, unworthiness, or rejection), which are often difficult for individuals to face directly, and yet can be seen by others.

3. Hidden Area (Quadrant 3)

This quadrant represents things that you know about yourself, but that others don't know.

4. Unknown Area (Quadrant 4)

This last quadrant represents things that are unknown by you, and are unknown by others.

Key Points

Joseph Luft and Harry Ingham developed the Johari Window in 1955. The tool is a useful visual representation of a person's character, and is represented as a four-quadrant grid.
The goal of the Johari Window is to demonstrate the importance of open communication, and to explain its effect on group trust. The model also teaches you the importance of self-disclosure, and shows how group feedback can help you grow, both personally and professionally.

Your Open Area is expanded vertically with self-disclosure, and horizontally with feedback from others on your team. By encouraging healthy self-disclosure and sensitive feedback, you can build a stronger and more effective team.