Johari Window

Johari Window – Who they choose. To your surprise, they say you have a knack for influencing people.

It’s a departure from your own assumptions, but it’s no wonder you missed it. Most of us would like to consider ourselves self-aware, but one study found that only 10-15% of people meet this criteria.

Johari Window

The jeweler’s window helps you and your teammates better understand your most outstanding qualities, as well as the areas you can improve.

Johari Window: Career Planning

A jeweler’s window is an exercise that helps you better understand yourself and how others see you. It was coined in 1955 by psychologists Joseph Luft and Harrington Ingham as part of their work on group dynamics. Fun fact: “Jewel” is a combination of their names.

To use it, you go through a list of adjectives and choose five or six words that best describe you. Then, you should have your colleagues do the same, choosing the descriptors they think are most appropriate for you. Next, you map each list into a four-quadrant matrix.

The jeweler’s matrix resembles a four-paned window (hence the nickname “The Jeweler’s Window”), but some call it a four-room “Jeweler’s House.”

Improving Communication Skills: The Johari Window

When you divide the adjectives into the appropriate quadrants, you and your colleague note the qualities you and your colleague believe you have, the qualities they see but you don’t, and the qualities you see but they don’t.

The whole process might leave you feeling a little overwhelmed (it might be hard to lift a magnifying glass!), the jeweler’s window can help you:

Adjectives chosen by you and your team. Ideally, you’ll see a lot of words here that show you and your team more or less agree on which qualities best describe you.

Improving Your Communication Skills With The Johari Window — Leadership Delta

Adjectives you choose but your colleagues don’t. Focus more on these. For example, if you choose “Audience” rather than colleagues, you can focus on giving other people more time and space during the meeting.

If you want to connect, you can work to address your blind spots and show the characteristics you want to connect with. For example, if your colleagues describe you as an “idealist,” you can work with data and other evidence to support more of your opinions and recommendations. However, if you have words you’d like to connect with that you don’t think you currently have, it can be a great incentive to continue growing in those areas.

Adjectives that are not chosen at all. If there are qualities you want to model, identify them and figure out how you can work on them.

Johari Window Storyboard By Nathanael Okhuysen

You should start with a list of adjectives for yourself and your partners. Here is a long list of descriptors that you can share with your team.

Go through the list and choose five or six adjectives that best describe you. For now, keep them to yourself and focus on your most expressive qualities at work (not in your personal life).

Then, your colleagues have the opportunity to independently choose an equal number of adjectives that best describe you. Depending on the size of your team, you can approach it in one of two ways:

Johari Window: Your Ultimate Tool For Building Self Awareness

Once the selected adjectives are ready to be released to you and your colleagues, it’s time for the big reveal. Build your jeweler’s window on a surface that everyone can see, whether it’s a real whiteboard or a virtual whiteboard.

Next, review the list of adjectives your colleagues have chosen. Look for duplicates and write them in the open space. Then, put the ones your colleagues picked but you didn’t… and so on. Continue working with all the adjectives.

Once you have your descriptors properly classified, you can begin an open discussion about why certain traits are where they are. Repeat the exercise with each colleague, so everyone can understand how they can perform at work.

The Johari Window: Understanding & Harnessing The Character Blind Spot

Let’s look at some examples using some of our favorite fictional characters to get a feel for what this exercise might look like in practice.

007 is known for his charm, cunning and risk-taking. Here’s a look at what her jewelry window might look like in the end:

Possible conclusion: James is shocked to learn that he is coming to MI6 as a decoy for his team. He puts a lot of thought and strategy into the decisions he makes, but it’s unclear to his colleagues. Going forward, he’ll try to get his teammates to see more of his decision-making processes so he doesn’t feel like he’s constantly flying by the seat of his pants.

Johari Window Examples (harry Potter, Bill Clinton, Etc) (2022)

He is an unstoppable force leading the Pawnee Parks and Recreation Department, and he is known for his tireless energy and can-do attitude. Here’s a look at what her jewelry window might look like in the end:

What’s Possible: Leslie knew she was passionate and strong-willed, but she didn’t realize that it made her overreact to her co-workers. He thinks more about listening to others and letting them speak.

To be fair, Dunder Mifflin’s self-important but lovable regional manager probably applies every positive adjective to himself. However, if she can put her elegance aside, her jewelry window might look like this:

Johari Window Inline

What’s Possible: Michael is surprised to learn that the resourcefulness of the rest of his team is lacking. He takes this opportunity to talk more about all his “golden ticket” ideas.

Even if your team members know each other well, the Jewel window will reveal some surprises.

The information you discover will not only be personally enlightening, but will enhance and ultimately help you connect more deeply with your colleagues.

Johari Window Theory Open Blind Hidden Unknown Area Not Known Self In Diagram. Concept Psychology Communication Flpsyat Style Stock Vector Image & Art

Plus, you’re a perfect candidate to involve your team members in this bonding activity. After all, you are a motivator. The Johri window model is a tool for increasing self and team awareness. This exercise uncovers blind spots and promotes self-discovery and personal growth.

In this event, each group member evaluates themselves and then each other through a jewelry window. Through this activity, everyone can learn more about themselves and how others see them.

The purpose of this activity is to facilitate discussion of the strengths and blind spots of each team member and how the team can work better together.

Using The Johari Window As A Coaching Tool

The jewel window tool is perfect for increasing self-awareness. It focuses on understanding what is visible (or invisible) to us and others.

Arena: Traits and behaviors known to you and others. This includes everything you are willing to share about yourself. This area promotes clarity and confidence.

MASK: Aspects of yourself that you know but don’t want others to know. It may also include traits that you may not share with others. What you show others is, as I wrote here, a mask that hides your true self.

Johari Window Template Storyboard By Ro Examples

Blind Spot: What others see but you don’t. Note: Underestimating your strengths can also be a blind spot. The reactions of others can help you become more aware of your negative qualities, but also the positive qualities that you may not appreciate.

Although there are four squares in this matrix, they do not have to be all the same size. Each window differs based on the panel:

Download the template and share it with your team members. You can do this virtually in Mural or Miro by copying/pasting the downloaded template into a new Mural and then creating as many versions as needed.

The Johari Window Attachment Theory Self Awareness Mental

Judge your teammates by the same criteria as you judge yourself. Choose only 5 and remember to be honest and objective.

When everyone has finished, allow each participant to review the jewelry window appraisal. Encourage them to compare the comments between their own and the team’s assessment.

Ask one person to tell you about one of the adjectives they chose for themselves, but the group didn’t.

Johari’s Window Model — Steemit

Let the person choose one of the adjectives that the group defined, but the person did not. Now the group has an opportunity to give the individual some feedback about this adjective.

Remind the team not to judge. There are no right or wrong answers. The purpose of these exercises is not to give points, but to help people discover places they may not have seen.

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