Ingham and luft s johari window

Description[ edit ] In the exercise, subjects pick a number of adjectives from a list, choosing ones they feel describe their own personality. The subject's peers then get the same list, and each picks an equal number of adjectives that describe the subject. These adjectives are then inserted into a two-by-two grid of four cells. Room one is the part of ourselves that we and others see.

Ingham and luft s johari window

Through the feedback process, we see ourselves as others see us. Through feedback, other people also learn how we see them. Feedback gives information to a person or group either by verbal or nonverbal communication. The information you give tells others how their behavior affects you, how you feel, and what you perceive feedback and self-disclosure.

Feedback is also a reaction by others, usually in terms of their feelings and perceptions, telling you how your behavior affects them receiving feedback.

Ingham and luft s johari window

A model known as the Johari Window illustrates the process of giving and receiving feedback. Psychologists Joseph Luft and Harry Ingham developed the window for their group process program.

Ingham and luft s johari window

Look at the model above as a communication window through which you give and receive information about yourself and others. Look at the four panes in terms of columns and rows. The two columns represent the self; the two rows represent the group.

Column one contains "things that I know about myself;" column two contains "things that I do not know about myself. As a consequence of this movement, the size and shape of the panes within the window will vary. The first pane, the "Arena," contains things that I know about myself and about which the group knows.

Characterized by free and open exchanges of information between myself and others, this behavior is public and available to everyone. The Arena increases in size as the level of trust increases between individuals or between an individual and the group.

Individuals share more information, particularly personally relevant information. The second pane, the "Blind Spot," contains information that I do not know about myself but of which the group may know.

As I begin to participate in the group, I am not aware of the information I communicate to the group.

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The people in the group learn this information from my verbal cues, mannerisms, the way I say things, or the style in which I relate to others. For instance, I may not know that I always look away from a person when I talk The group learns this from me.

Pane three, the "Facade" or "Hidden Area," contains information that I know about myself but the group does not know. I keep these things hidden from them. I may fear that if the group knew my feelings, perceptions, and opinions about the group or the individuals in the group, they might reject, attack, or hurt me.

As a consequence, I withhold this information. Before taking the risk of telling the group something, I must know there are supportive elements in our group. I want group members to judge me positively when I reveal my feelings, thoughts, and reactions.

I must reveal something of myself to find out how members will react. On the other hand, I may keep certain information to myself so that I can manipulate or control others.

The fourth and last pane, the "Unknown," contains things that neither I nor the group knows about me. I may never become aware of material buried far below the surface in my unconscious area. The group and I may learn other material, though, through a feedback exchange among us.

This unknown area represents intrapersonal dynamics, early childhood memories, latent potentialities, and unrecognized resources. The internal boundaries of this pane change depending on the amount of feedback sought and received. Knowing all about myself is extremely unlikely, and the unknown extension in the model represents the part of me that will always remain unknown the unconscious in Freudian terms.

Individual Goals Within a Group In a small group, each member can work toward an individual goal as well as the group's goal.The Johari Window was invented by Joseph Luft and Harrington Ingham in the s as a model for mapping personality awareness.

By describing yourself from a fixed list of adjectives, then asking your friends and colleagues to describe you from the same list, a grid of overlap and difference can be built up. The 'Johari' window model is a convenient method used to achieve this task of understanding and enhancing communication between the members in a group.

American psychologists Joseph Luft and Harry Ingham developed this model in A Johari window is a psychological tool created by Joseph Luft and Harry Ingham in It’s a simple and useful tool for understanding and training.

The Johari window is a technique that helps people better understand their relationship with themselves and others. It was created by psychologists Joseph Luft (–) and Harrington Ingham (–) in , and is used primarily in self-help groups and corporate settings as a .

KnowMe™ is based on the Disclosure/Feedback model of awareness known as the Johari Window, named after Joseph Luft and Harry was first used in an information session at the Western Training Laboratory in Group Development in The Johari Window: a graphic model for interpersonal relations, University of California Western Training Lab.

Luft, J. (). Group processes; an introduction to group dynamics (second edition).

The Johari Window