What is the Johari window?
The Johari window is a simple model of self-awareness and interpersonal communication. Psychologists Joseph Luft and Harrington Ingham introduced it in 1955 at a group dynamics workshop at UCLA, and the name blends "Joe" and "Harry." It is widely used in leadership training, team building, counseling groups and classrooms.
- Created by
- Joseph Luft and Harrington Ingham (1955)
- Four areas
- Open, blind, hidden, unknown
- How the window changes
- Self-disclosure and feedback
- Common uses
- Team building, coaching, leadership development, education
The four quadrants
| Quadrant | Known to self | Not known to self |
|---|---|---|
| Known to others | Open area (arena): what both you and others know | Blind spot: what others see but you do not |
| Not known to others | Hidden area (façade): what you know but keep private | Unknown area: what no one knows yet |
- Open area: your name, visible traits, opinions you share. A larger open area usually means fewer misunderstandings.
- Blind spot: a habit of interrupting, or looking stressed when you think you look calm.
- Hidden area: fears, private goals, past experiences you choose not to share.
- Unknown area: untested abilities and unconscious patterns that neither you nor others have discovered.
How to grow your open area
- Self-disclosure: sharing thoughts and feelings appropriately shrinks the hidden area.
- Asking for feedback: inviting others to tell you how they see you shrinks the blind spot.
- New experiences: trying new roles, together with disclosure and feedback, can uncover parts of the unknown area.
Growing the open area does not mean oversharing. Trust builds when disclosure matches the depth of the relationship and the setting. Sharing too much too soon can make others uncomfortable.
A step-by-step team exercise
- Give everyone a list of about 50 to 60 adjectives (for example: calm, cheerful, confident, logical, patient).
- Each person picks five or six adjectives that describe themselves.
- Teammates each pick five or six adjectives for that person.
- Adjectives chosen by both go in the open area; chosen only by others go in the blind spot; chosen only by the person go in the hidden area; chosen by no one go in the unknown area.
- Debrief: What surprised you? Which blind-spot strengths could you use more?
Many coaches also use the blind-spot list to prepare for job interviews: strengths that others notice, backed by specific examples, are often more convincing than self-chosen labels.
Limitations
- It is a teaching and reflection tool, not a validated psychological test.
- Results depend on how honest and well-informed the group is.
- Cultural norms around self-disclosure vary widely, so the "ideal" open area differs by context.
For more on how messages shape relationships, see Watzlawick’s axioms of communication and transactional analysis.
Frequently asked questions
- What does Johari stand for?
- It combines the first names of its creators, Joseph (Joe) Luft and Harrington (Harry) Ingham.
- What is the goal of the Johari window?
- To increase the open area through self-disclosure and feedback, which tends to improve trust and communication.
- Is the Johari window a personality test?
- No. It is a reflection framework for individuals and groups, not a standardized assessment.
References
- Luft, J., & Ingham, H. (1955). The Johari window, a graphic model of interpersonal awareness. Proceedings of the Western Training Laboratory in Group Development. UCLA.
- Luft, J. (1969). Of Human Interaction. National Press Books.
- Luft, J. (1984). Group Processes: An Introduction to Group Dynamics (3rd ed.). Mayfield.
- Altman, I., & Taylor, D. A. (1973). Social Penetration: The Development of Interpersonal Relationships. Holt, Rinehart & Winston.