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The Johari Window
The Johari Window The Johari Window is a communication model
that can be used to improve understanding between individuals of interpersonal styles amp thus improve the quality of relationships
Developed by Joseph Luft and Harry Ingham (the word ldquoJoharirdquo comes from Joseph Luft and Harry Ingham)
key ideas behind the Johari Window
Individuals can build trust between themselves by disclosing information about themselves
As awareness changes among parties to a relationship the quadrant indicating the prevailing psychological condition will also change
Using the Johari model each person is represented by their own four-quadrant or four-pane window
Each of these contains and represents personal information - feelings motivation - about the person and shows whether the information is known or not known by themselves or other people
The four quadrants areQuadrant 1 Open Areapublic What is known by the person about himself and is also
known by others This quadrant reflects behaviour feelings amp motivation
known both to oneself amp others Increasing open area through feedback solicitation 1048708 We can increase the open area by asking for and
then receiving feedback 1048708 Can also be developed through the process of
disclosurewhich reduces the hidden area
1048708 lsquoOpen or public selflsquo free arealsquo public area arenalsquo
bull1048708 Also known as the area of free activitylsquobull1048708 Information about the person - behaviour attitude feelingsemotion knowledge experience skills views etc - knownby the person (the self) and known by the team (others)bull1048708 The aim in any team is to develop the open area for everyperson because when we work in this area with others weare at our most effective and productive and the team is atits most productive toobull1048708 The open free area or the arenalsquo - the space where goodcommunications and cooperation occur interactions are marked by openness free from distractions mistrust confusion conflict and misunderstanding
Quadrant 2 Blind Area or Blind Spot What is unknown by the person about
himherself but which others know This can be simple information or can involve deep issues (for example feelings of inadequacy incompetence unworthiness rejection) which are difficult for individuals to face directly and yet can be seen by others
1048708 lsquoBlind self or blind area or blind spotlsquo what is known about a person by others in the group but is unknown by the person himherself1048708 Could also be referred to as ignorance about oneself1048708 Not an effective or productive space for individuals or groups1048708 The aim is to reduce this area by seeking or soliciting feedback from others encouraging disclosure and thereby to increase the open area ie to increase self-awareness
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
The Johari Window The Johari Window is a communication model
that can be used to improve understanding between individuals of interpersonal styles amp thus improve the quality of relationships
Developed by Joseph Luft and Harry Ingham (the word ldquoJoharirdquo comes from Joseph Luft and Harry Ingham)
key ideas behind the Johari Window
Individuals can build trust between themselves by disclosing information about themselves
As awareness changes among parties to a relationship the quadrant indicating the prevailing psychological condition will also change
Using the Johari model each person is represented by their own four-quadrant or four-pane window
Each of these contains and represents personal information - feelings motivation - about the person and shows whether the information is known or not known by themselves or other people
The four quadrants areQuadrant 1 Open Areapublic What is known by the person about himself and is also
known by others This quadrant reflects behaviour feelings amp motivation
known both to oneself amp others Increasing open area through feedback solicitation 1048708 We can increase the open area by asking for and
then receiving feedback 1048708 Can also be developed through the process of
disclosurewhich reduces the hidden area
1048708 lsquoOpen or public selflsquo free arealsquo public area arenalsquo
bull1048708 Also known as the area of free activitylsquobull1048708 Information about the person - behaviour attitude feelingsemotion knowledge experience skills views etc - knownby the person (the self) and known by the team (others)bull1048708 The aim in any team is to develop the open area for everyperson because when we work in this area with others weare at our most effective and productive and the team is atits most productive toobull1048708 The open free area or the arenalsquo - the space where goodcommunications and cooperation occur interactions are marked by openness free from distractions mistrust confusion conflict and misunderstanding
Quadrant 2 Blind Area or Blind Spot What is unknown by the person about
himherself but which others know This can be simple information or can involve deep issues (for example feelings of inadequacy incompetence unworthiness rejection) which are difficult for individuals to face directly and yet can be seen by others
1048708 lsquoBlind self or blind area or blind spotlsquo what is known about a person by others in the group but is unknown by the person himherself1048708 Could also be referred to as ignorance about oneself1048708 Not an effective or productive space for individuals or groups1048708 The aim is to reduce this area by seeking or soliciting feedback from others encouraging disclosure and thereby to increase the open area ie to increase self-awareness
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
key ideas behind the Johari Window
Individuals can build trust between themselves by disclosing information about themselves
As awareness changes among parties to a relationship the quadrant indicating the prevailing psychological condition will also change
Using the Johari model each person is represented by their own four-quadrant or four-pane window
Each of these contains and represents personal information - feelings motivation - about the person and shows whether the information is known or not known by themselves or other people
The four quadrants areQuadrant 1 Open Areapublic What is known by the person about himself and is also
known by others This quadrant reflects behaviour feelings amp motivation
known both to oneself amp others Increasing open area through feedback solicitation 1048708 We can increase the open area by asking for and
then receiving feedback 1048708 Can also be developed through the process of
disclosurewhich reduces the hidden area
1048708 lsquoOpen or public selflsquo free arealsquo public area arenalsquo
bull1048708 Also known as the area of free activitylsquobull1048708 Information about the person - behaviour attitude feelingsemotion knowledge experience skills views etc - knownby the person (the self) and known by the team (others)bull1048708 The aim in any team is to develop the open area for everyperson because when we work in this area with others weare at our most effective and productive and the team is atits most productive toobull1048708 The open free area or the arenalsquo - the space where goodcommunications and cooperation occur interactions are marked by openness free from distractions mistrust confusion conflict and misunderstanding
Quadrant 2 Blind Area or Blind Spot What is unknown by the person about
himherself but which others know This can be simple information or can involve deep issues (for example feelings of inadequacy incompetence unworthiness rejection) which are difficult for individuals to face directly and yet can be seen by others
1048708 lsquoBlind self or blind area or blind spotlsquo what is known about a person by others in the group but is unknown by the person himherself1048708 Could also be referred to as ignorance about oneself1048708 Not an effective or productive space for individuals or groups1048708 The aim is to reduce this area by seeking or soliciting feedback from others encouraging disclosure and thereby to increase the open area ie to increase self-awareness
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
Using the Johari model each person is represented by their own four-quadrant or four-pane window
Each of these contains and represents personal information - feelings motivation - about the person and shows whether the information is known or not known by themselves or other people
The four quadrants areQuadrant 1 Open Areapublic What is known by the person about himself and is also
known by others This quadrant reflects behaviour feelings amp motivation
known both to oneself amp others Increasing open area through feedback solicitation 1048708 We can increase the open area by asking for and
then receiving feedback 1048708 Can also be developed through the process of
disclosurewhich reduces the hidden area
1048708 lsquoOpen or public selflsquo free arealsquo public area arenalsquo
bull1048708 Also known as the area of free activitylsquobull1048708 Information about the person - behaviour attitude feelingsemotion knowledge experience skills views etc - knownby the person (the self) and known by the team (others)bull1048708 The aim in any team is to develop the open area for everyperson because when we work in this area with others weare at our most effective and productive and the team is atits most productive toobull1048708 The open free area or the arenalsquo - the space where goodcommunications and cooperation occur interactions are marked by openness free from distractions mistrust confusion conflict and misunderstanding
Quadrant 2 Blind Area or Blind Spot What is unknown by the person about
himherself but which others know This can be simple information or can involve deep issues (for example feelings of inadequacy incompetence unworthiness rejection) which are difficult for individuals to face directly and yet can be seen by others
1048708 lsquoBlind self or blind area or blind spotlsquo what is known about a person by others in the group but is unknown by the person himherself1048708 Could also be referred to as ignorance about oneself1048708 Not an effective or productive space for individuals or groups1048708 The aim is to reduce this area by seeking or soliciting feedback from others encouraging disclosure and thereby to increase the open area ie to increase self-awareness
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
The four quadrants areQuadrant 1 Open Areapublic What is known by the person about himself and is also
known by others This quadrant reflects behaviour feelings amp motivation
known both to oneself amp others Increasing open area through feedback solicitation 1048708 We can increase the open area by asking for and
then receiving feedback 1048708 Can also be developed through the process of
disclosurewhich reduces the hidden area
1048708 lsquoOpen or public selflsquo free arealsquo public area arenalsquo
bull1048708 Also known as the area of free activitylsquobull1048708 Information about the person - behaviour attitude feelingsemotion knowledge experience skills views etc - knownby the person (the self) and known by the team (others)bull1048708 The aim in any team is to develop the open area for everyperson because when we work in this area with others weare at our most effective and productive and the team is atits most productive toobull1048708 The open free area or the arenalsquo - the space where goodcommunications and cooperation occur interactions are marked by openness free from distractions mistrust confusion conflict and misunderstanding
Quadrant 2 Blind Area or Blind Spot What is unknown by the person about
himherself but which others know This can be simple information or can involve deep issues (for example feelings of inadequacy incompetence unworthiness rejection) which are difficult for individuals to face directly and yet can be seen by others
1048708 lsquoBlind self or blind area or blind spotlsquo what is known about a person by others in the group but is unknown by the person himherself1048708 Could also be referred to as ignorance about oneself1048708 Not an effective or productive space for individuals or groups1048708 The aim is to reduce this area by seeking or soliciting feedback from others encouraging disclosure and thereby to increase the open area ie to increase self-awareness
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
1048708 lsquoOpen or public selflsquo free arealsquo public area arenalsquo
bull1048708 Also known as the area of free activitylsquobull1048708 Information about the person - behaviour attitude feelingsemotion knowledge experience skills views etc - knownby the person (the self) and known by the team (others)bull1048708 The aim in any team is to develop the open area for everyperson because when we work in this area with others weare at our most effective and productive and the team is atits most productive toobull1048708 The open free area or the arenalsquo - the space where goodcommunications and cooperation occur interactions are marked by openness free from distractions mistrust confusion conflict and misunderstanding
Quadrant 2 Blind Area or Blind Spot What is unknown by the person about
himherself but which others know This can be simple information or can involve deep issues (for example feelings of inadequacy incompetence unworthiness rejection) which are difficult for individuals to face directly and yet can be seen by others
1048708 lsquoBlind self or blind area or blind spotlsquo what is known about a person by others in the group but is unknown by the person himherself1048708 Could also be referred to as ignorance about oneself1048708 Not an effective or productive space for individuals or groups1048708 The aim is to reduce this area by seeking or soliciting feedback from others encouraging disclosure and thereby to increase the open area ie to increase self-awareness
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
Quadrant 2 Blind Area or Blind Spot What is unknown by the person about
himherself but which others know This can be simple information or can involve deep issues (for example feelings of inadequacy incompetence unworthiness rejection) which are difficult for individuals to face directly and yet can be seen by others
1048708 lsquoBlind self or blind area or blind spotlsquo what is known about a person by others in the group but is unknown by the person himherself1048708 Could also be referred to as ignorance about oneself1048708 Not an effective or productive space for individuals or groups1048708 The aim is to reduce this area by seeking or soliciting feedback from others encouraging disclosure and thereby to increase the open area ie to increase self-awareness
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
1048708 lsquoBlind self or blind area or blind spotlsquo what is known about a person by others in the group but is unknown by the person himherself1048708 Could also be referred to as ignorance about oneself1048708 Not an effective or productive space for individuals or groups1048708 The aim is to reduce this area by seeking or soliciting feedback from others encouraging disclosure and thereby to increase the open area ie to increase self-awareness
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
Quadrant 3 Hidden or Private Area What the person knows about himherself that
others do not
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
1048708 lsquoHidden self or hidden area or avoided selfarea or facade1048708 What is known to ourselves but kept hidden from and therefore unknown to others1048708 Represents information feelings etc anything that a person knows about himself but which is not revealed or is kept hidden from others1048708 Also include sensitivities fears hidden agendas manipulative intentions secrets - anything that a person knows but does not reveal1048708 Relevant hidden information and feelings etc should be moved into the open area through the process of self-disclosurerdquo1048708
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
Quadrant 4 Unknown Area What is unknown by the person about
himherself and is also unknown by others
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
1048708 lsquoUnknown selflsquo area of unknown activitylsquo unknown area1048708 Information feelings latent abilities aptitudes experiences etc that areunknown to the person himherself and unknown to others in the group1048708 Can be prompted through self-discovery or observation by others1048708 Counselling can also uncover unknown issues1048708 Managers and leaders can create an environment that encourages self discovery and to promote the processes of self discovery constructiveobservation and feedback among team members
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
Key Points In most cases the aim in groups should be to develop
the Open Area for every person Working in this area with others usually allows for
enhanced individual and team effectiveness and productivity The Open Area is the lsquospacersquo where good communications and cooperation occur free from confusion conflict and misunderstanding
Self-disclosure is the process by which people expand the Open Area vertically Feedback is the process by which people expand this area horizontally
By encouraging healthy self-disclosure and sensitive feedback you can build a stronger and more effective team
