ジョハリの窓はビジネスシーンで活用できる自己分析ツールであり、主観と客観を活かすことが特徴です。このツールを使うことで自己理解が深まり、他人とのコミュニケーションもスムーズになります。ウィンドウは4つの領域に分かれ、それぞれ開いている窓、盲目の自分、秘密の窓、未知の窓を表します。ジョハリの窓を実践する際にはポジティブなフィードバックを重視し、自己理解を優先することが大切です。企業研修やコーチングで活用され、組織内のコミュニケーションや人材育成に役立っています。
Have you heard of the Johari Window? “Seisui Soken” is a media platform for solving management issues.
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The Johari Window is one of the self-analysis tools that can be actively used in the business scene. It can be applied to talent development, corporate training, and management, making it a handy tool to know about.
This article explains the Johari Window in an easy-to-understand way for HR professionals and managers.
What is the Johari Window? [Subjective and Objective Self-analysis Tool]
The Johari Window is a graphic model of interpersonal consciousness presented at the “Group Growth Laboratory Workshop” held in 1955. It later became known as the “Johari Window.” The name “Johari” is a combination of the names of the two proponents, Joseph Luft and Harry Ingham, and has no special meaning.
Thorough Explanation of Johari’s “Four Windows”
The Johari Window is a matrix formed by the self-perception (subjective) and perception of others (objective).
In the Johari Window, self has four areas, as mentioned:
- Open Window (you open yourself)
- Blindspot
- Hidden Window (hidden self)
- Unknown Window (unknown self)
Let’s take a closer look at each area.
(1): Opening the Window (Opening it yourself)
Opening the window means “opening yourself,” indicating that you and others know about yourself.
When the window is open, you and the other person have the same understanding, enabling smooth communication as you both share the same perception. The Johari Window also suggests that “expanding the window of openness is best for promoting communication and building trust.”
(2): Blindspot
The blindspot refers to what others know about you but you don’t know about yourself. It often includes “unexpected abilities” or “unexpected benefits.” It’s like saying, “I think I’m clumsy, but others think I’m competent.” It’s important to minimize blindspots by asking others about yourself.
(3): Hidden Window
The hidden window is the “hidden self,” the things only you know about yourself that others don’t. It often includes “trauma” and “complexity.” Having many hidden windows can make it difficult to gain others’ trust and hinder smooth communication. To promote communication, it’s best to reveal secrets and narrow the scope of what is hidden.
(4): Unknown Window (Unknown Self)
The unknown window refers to the “self unknown to anyone,” namely, things about yourself that you and others don’t know. The unknown window is considered to represent hidden talents and abilities, providing an opportunity for self-improvement. To realize your hidden abilities (unknown windows), it seems necessary to widen the opened window even further.
To maximize your potential, you must first deeply understand yourself.
Implementing the Johari Window
Here are the steps for implementing the Johari Window:
- Gather a group of people
- Understand your personality and characteristics
- Identify the characteristics of others
- Divide into four windows
- Provide feedback
Let’s look at each step in detail.
(1): Gather a Group of People
To employ the Johari Window, you need to gather several people as you need to hear others’ opinions.
However, due to the nature of the Johari Window, it’s not meaningful to do it with people you’ve just met. Gather members who can understand each other well.
While it can be done with two people, it is recommended to have four or more people for more perspectives.
(2): Understand Your Personality and Characteristics
Once you have gathered multiple members, start identifying each person’s personality and characteristics.
There are generally two ways to do this:
- Write freely with paper and pen
- Choose appropriate items from general ability and character items
The choice between “free description” and “selecting related items” may result in different contents. It’s best to focus on selecting “related projects” as much as possible when working in groups and include “free description” as an option as well. This helps unify responses and makes it easier to understand where there is agreement and disagreement.
(3): Understand Others’ Personality and Characteristics
Once you have identified your own personality and characteristics, the next step is to identify the personalities and characteristics of other group members. At this point, you do not need to write names.
When describing others’ personalities and characteristics, try to use positive words whenever possible. In group work, using negative words too often can make others tense, so be cautious.
(4): Divide into Four Windows
After everyone has determined the personalities and characteristics of each member, you divide them into four windows, which are the “open window,” “blindspot,” “hidden window,” and “unknown window” as discussed earlier.
For example, when describing a character of yourself that no one else has written, it is called the “hidden window.” This work is best done privately as the results may lead to potential confrontations in a work setting.
(5): Provide Feedback
Once the personalities and characteristics are divided into the four windows, share the results with everyone.
By providing feedback to each other, such as “why is this characteristic being expressed?” and “what actions make you think that way?” understanding deepens. When it comes to self-understanding, it’s best to ask about the aspects of your personality that correspond to the blindspot window.
Three Ways to Use the Johari Window
The three ways to use the Johari Window are:
- Counseling
- Corporate Training
- Talent Development
Let’s explain each in detail.
Usage Method (1): Individual Guidance
The first way to utilize the Johari Window is through coaching.
Coaching is a one-on-one communication between a supervisor and a subordinate, and it is most effective when both parties deeply understand each other. Therefore, the Johari Window is highly compatible in deepening mutual understanding.
Another benefit from a supervisor’s perspective is that by expanding the “open window” of the Johari Window, specific coaching can be implemented. It may be helpful to incorporate the Johari Window before conducting coaching.
Usage Method (2): Corporate Training
The Johari Window is also used in corporate training.
One of the main reasons the Johari Window is used in corporate training is to deepen self-understanding. It is more effective to train after understanding your strengths and weaknesses. Additionally, the company being able to grasp each employee’s individuality and characteristics is also a benefit and becomes an essential document for training.
Usage Method (3): Talent Development
The Johari Window can also be used in talent development.
As mentioned earlier, the Johari Window is a self-analysis tool. Before proceeding with talent development, using the Johari Window to analyze the current situation can help confirm where you stand. Additionally, utilizing the Johari Window can further broaden the “open window” and unlock the “potential” of the “unknown window.”
Three Tips for Maximizing the Johari Window
Here are three tips for maximizing the use of the Johari Window:
- Remember to provide positive feedback
- Avoid taking the results too seriously
- Prioritize “self-understanding”
Let’s explain each tip in detail.
(1): Remember to Provide Positive Feedback
When implementing the Johari Window, be sure to provide positive feedback.
The Johari Window is a subtle self-analysis tool that is usually implemented by multiple individuals and delves into the personal aspects of employees. Introducing negative feedback halfway through could damage relationships.
When describing others’ personalities and characteristics, it’s best to use positive words.
(2): Avoid Taking the Results Too Seriously
If you participate in the Johari Window, it’s best not to take the results too seriously.
While the Johari Window has been explained in detail, ultimately it is just one of the many self-analysis tools available. However, that doesn’t mean the results of the Johari Window are everything.
As the results are extremely qualitative and naturally vary greatly depending on the members, the results obtained using the Johari Window are for reference purposes only.
(3): Prioritize “Self-Understanding”
When practicing the Johari Window, keep in mind that it is primarily a “tool for self-understanding.”
It’s not advisable to expect more than self-understanding, such as talent development, communication skills enhancement, or productivity improvement. This is because the results obtained through the Johari Window are highly qualitative.
To maximize the Johari Window, focus on self-understanding without depending on various elements of the Johari Window and put this into practice.
Conclusion
Let’s summarize this article.
- The Johari Window is a self-analysis tool that utilizes both subjective and objective perspectives.
- After self-analysis using the Johari Window, it’s best to expand the window of openness.
- Since the Johari Window is a subtle self-analysis tool, it’s better not to write negative opinions.
The Johari Window is an excellent tool for self-analysis. Since others’ opinions are well reflected, just doing it once can significantly deepen self-understanding. It is also recommended for use in corporate training and coaching.
[Author of this article]
Shigaku Sogorinkai, Shigaku Editorial Team. “Making Management More Accessible.” This article is produced with the concept of creating articles useful for management work. The Sengaku Method is implemented in over 3,000 companies and is open to the public.
Source: Shigaku Institute https://souken.shikiraku.jp/
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