johari - tpl
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Johari Window &
Interpersonalrelationship
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Johari Window
The Johari Window is a communication
model that can be used to improve
understanding between individuals.
The word Johari comes from Joseph Luft
and Harry Ingham. (Jo + Hari)
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Key Idea
Individuals can build trust between
themselves by disclosing information
about themselves.
Learn about themselves with the help of
feedback from others.
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Johari Window Model
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Quadrant 1:
What is known by the person about him/herself and isalso known by others.
Behavior, attitude, feelings, emotion, knowledge,experience, skills, views, etc - known by the person ('the
self') and known by the group ('others').
OPEN ARENA
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Contd
Increases the effectivity & Productivity.
Space for good communications &Cooperation.
Free from mistrust, confusion, conflict and
misunderstanding.
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Contd
Horizontal expansion
towards blind space.
Vertical expansion
towards the hidden or
avoided space by themembers.
Feedback solicitation
Disclosure
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Managers role
Managers & Leaders should strive to
promote the open / free area in the
departments or organization through
honesty, positive attitude, communication
and sharing the knowledge throughout the
organization.
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Quadrant 2:
What is unknown by the person about
him/herself but which others know.
This can be simple information, or can
involve deep issues (for example, feelings
of inadequacy, incompetence,unworthiness, rejection) which are difficult
for individuals to face directly, and yet can
be seen by others.
BLIND SPOT
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Contd
Not an effective or productive space for
individuals or groups.
This blind area could also be referred to as
ignorance about oneself. A blind area
could also include issues that others aredeliberately withholding from a person.
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Managers Role
The aim should be to reduce this area and
thereby to increase the open area i.e. to
increase self-awareness.
Sensitive feedback and encouraging disclosure
Promote a climate of non-judgmental feedback
Extra care should be taken to avoid the
emotional upset in resilient people.
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Quadrant 3:
What the person knows about him/herself
that others do not.
The hidden area could also include
sensitivities, fears, hidden agendas,
manipulative intentions, secrets - anything
that a person knows but does not reveal,
for whatever reason.
FAADE /
HIDDEN
SELF
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Contd
Disclosing our hidden areas to others ,enables
better understanding, cooperation, trust, team-
working effectiveness and productivity among
individuals.
Reducing hidden areas also reduces the
potential for confusion, misunderstanding, poor
communication, etc, which all distract from and
undermine team effectiveness.
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Contd
Organizations' should be open to the persons
disclosure of information.
Shift towards Open Area.
Moving towards Open Area would enhance
mutual understanding, and thereby improvegroup awareness, enabling better individual
performance and group effectiveness.
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Quadrant 4:
What is unknown by the person abouthim/herself and is also unknown by others.
Johari region 4 contains information,feelings, latent abilities, aptitudes,experiences etc
UNKNOWN
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Contd
Examples of unknown factors are as follows :
an ability that is under-estimated or un-tried through lackof opportunity, encouragement, confidence or training
a natural ability or aptitude that a person doesn't realizethey possess
a fear or aversion that a person does not know they have
an unknown illness
repressed or subconscious feelings conditioned behavior or attitudes from childhood
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Uncovering the Knowledge
Self-discovery
Observation by others
Through collective or mutual discovery Counseling can also uncover unknown
issues.
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Managers Role
Providing people with the opportunity to try
new things, with no great pressure to
succeed, is often a useful way to discover
unknown abilities, and thereby reduce the
unknown area.
Constructive observation and feedback
among team members.
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New team / Member within a new
team
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Established team member
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