What is the Johari window?

The Johari window is a tool used to help people understand the mismatch between what they see about themselves and how others see them. It can also help entities explore their self -expression and communication skills. Organizations of self -help organizations can make it easier for their members to use the Johar Window and is also used in the business environment as part of workshops to build group communication skills and interconnection between employees. The original concept was developed in the 50th century, built on an indicator such as Myers-Briggs Indicator® and the work of well-known psychologist Carl Jung.

There are several ways to set the Johari window. One option is to have the participant select a set number of conditions from the list of adjectives that a person feels that they are self -infection. Other participants are asked to choose the same number of adjectives and look for conditions that they think they describe the evaluation of the person. These are combined to provide an insight into whatand people look at themselves and how they are perceived by others. One pane is the adjectives selected by a participant and others, while others emphasize the adjectives that people associate with themselves, but others do not. For example, someone may feel nervous, but others may not identify this property. Another introduction of adjectives that others chose which participant does not see. The fourth pane represents invisible features that are not visible to a participant or other.

In addition to using a preset list, people can also be asked to generate adjectives and descriptors in the exercise. This type of Joari window can allow people to create a wider list of options that can more precisely describe themselves and each other. During the exercise, people ask for feedback by asking people to describe them honestly, and gave it with them their own assessments of other participants.

as a teaching exercisethat the Johari window to help people identify areas where they may have to improve. For example, the boss could note that many participants use additional names such as "abrasive" or "cold", suggesting that some changes in communication style may be necessary. On the contrary, someone with low self -esteem can find that other participants use positive adjectives, suggesting a generally friendly and positive perception that can help fight the feeling of worthlessness or insufficiency. This process also facilitates clear communication between the participants that can be taken to the outside world to help them express themselves in interpersonal interactions.