What’s the Johari Window?

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The Johari Window is a tool used to help people understand the discrepancies between what they see of themselves and how others see them. It can also help individuals explore their own self-expression and communication skills. Self-help organizations can facilitate exercises by using a Johari window for their members, and it is also used in corporate settings as part of workshops to build group communication skills and connections between staff members. The original concept was developed in the 1950s, building on the Myers-Briggs Type Indicator® and the work of noted psychologist Carl Jung.

There are several ways to set up a Johari window. One option is to ask a participant to choose a certain number of terms from a list of adjectives that the person thinks are self-descriptive. The other participants are asked to choose the same number of adjectives, looking for terms that they think describe the person to be evaluated. These are combined to provide insight into how people see themselves and how they are perceived by others.

They can be plotted on a grid that looks like a four-pane window. One box represents adjectives chosen by the participant and others, while another highlights adjectives that people associate with themselves, but others do not. For example, someone might feel nervous, but others might not identify this trait. Another lists adjectives chosen by others that a participant does not see. The fourth box represents invisible strokes that are not visible to the participant or to others.

In addition to using a preset list, people can also be asked to generate adjectives and descriptors on their own as part of an exercise. This type of Johari window can allow people to build a larger list of options that can more accurately describe themselves and others. Throughout the exercise, people solicit feedback by asking people to honestly describe them and provide them with their own assessments of the other participants.

As a learning exercise, the Johari Window can help people identify areas where they may need to improve. For example, a boss might notice that many participants use adjectives like “abrasive” or “cold,” indicating that some communication style adjustments might be needed. Conversely, someone with low self-esteem may find that other participants use positive adjectives, indicating a generally friendly and positive perception, which can help combat feelings of worthlessness or inadequacy. The process also facilitates clear communication between participants, which can be brought into the outside world to help them express themselves in interpersonal interactions.

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