Self-awareness, and having an awareness of others, are two prevalent traits in the individuals of high performing teams. But why is this the case? Simply put, these characteristics generate learning, respect, and collaboration, which ultimately creates strong team cohesion and a culture of excellence. Of course, not all teams work well together, so how can we create more cohesion in collectives such as these? Enter the Johari Window. To begin with, a subject (team-member) is given a list of adjectives, from which he or she chooses the most appropriate words that describe their own personality. Created in 1955 by psychologists Joseph Left and Harrington Ingham, the Johari Window is a simple and useful model for illustrating and developing self-awareness, and mutual understanding, between individuals within a team. The model is based on two assumptions… That trust can be acquired through revealing information about yourself to others. That self-awareness can be developed through receiving feedback from others. The remaining peers (team-mates) are then given this same list, with each selecting an equal number of adjectives that they feel describe the subject most closely. These adjectives are subsequently placed within a grid, referred to as the Johari House by philosopher Charles Handy. Open Area Adjectives which are selected by both the subject and his or her peers are placed within the Open (also known as the Arena) quadrant. This refers to the traits of ourselves that we are aware of, and that others are aware of too. Example: “Jessica knows that she finds public speaking difficult, and so do her team-mates.” Hidden Area Adjectives that have only been selected by the subject, and not by any of his or her peers, are placed within the Hidden (also known as the Façade) quadrant. This highlights the traits that we know about ourselves, yet are hidden (either purposefully or not) from others. Example: “Mike knows that he has performance anxiety, but his team-mates do not.” Blind Spot Adjectives that are not selected by the subject, but are chosen by his or her peers, are placed within the Blind Spot quadrant. These are aspects of ourselves that we’re not aware of, yet others are. Example: “Erin’s team-mates know that she speaks quicker when under pressure, but she is unaware of this.” Unknown Area Adjectives not selected by either the subject or his or her peers remain in the Unknown quadrant. This represents the behaviours or motives of the subject that haven’t been recognised by anyone participating. This is either because they don’t apply to the subject, or as a result of collective ignorance of the existence of these traits. Example: “Neither Jake nor his team-mates know that he has many effective leadership qualities.”

1. Build team cohesion with
The Johari Window
#TeamCohesion

2. The Johari Window is a simple model for developing self-awareness,
and mutual understanding, between the individuals of a team

3. www.nathanwood.consulting
1
That trust can
be acquired through
revealing information
about yourself to
others
2
Self-awareness
can be developed
through receiving
feedback from
others
The model is based on two assumptions

4. able • accepting • adaptable • bold • brave • calm • caring • cheerful
• clever • complex • confident • dependable • dignified • empathetic
• energetic • extroverted • friendly • giving • happy • helpful •
idealistic • independent • ingenious • intelligent • introverted • kind
• knowledgeable • logical • loving • mature • modest • nervous •
observant • organised • patient • powerful • proud • quiet • reflective
• relaxed • religious • responsive • searching • self-assertive • self-
conscious • sensible • sentimental • shy • silly • spontaneous •
sympathetic • tense • trustworthy • warm • wise • witty
To begin with, a subject (team-member) is given a list of adjectives,
from which he or she chooses the most appropriate words
that describe their own personality

5. www.nathanwood.consulting
Collegues
The remaining peers (team-
mates) are then given this same
list, with each selecting an equal
number of adjectives that they
feel describe the subject
most closely
Word Placement
These adjectives are
subsequently placed within a
grid, referred to as the Johari
House by philosopher
Charles Handy…

6. Known to self Not known to self
Known to others
Not known to others
Open Area Blind Spot
Hidden Area Unknown Area
(Façade)
(Arena)

7. Known to self Not known to self
Known to others
Not known to others
Open Area
Adjectives that are selected
by both the subject and his
or her peers
Blind Spot
Adjectives that are not
selected by the subject, but
are by his or her peers
Hidden Area
Adjectives that are only
selected by the subject, but
not by any of his or her peers
Unknown Area
Adjectives that were not
selected by either the subject
nor his or her peers

8. Known to self Not known to self
Known to others
Not known to others
Open Area Blind Spot
Hidden Area Unknown Area
Aspects of ourselves that we
know and others know
eg. “Jessica knows that she finds
public speaking difficult, and so do
her team-mates”
Aspects of ourselves that
others know but we don’t
eg. “Erin’s team-mates know that
she speaks quicker when under
pressure, but she is unaware of
this”
Aspects of ourselves that we
know but others don’t know
eg. “Mike knows that he has
performance anxiety, but his
team-mates do not”
Aspects of ourselves that we
nor others don’t know
eg. “Neither Jake nor his team-
mates know that he has many
leadership qualities”

9. When the Johari Window is applied to high performing teams, it’s
found that their subjects have many adjectives which are
placed in the Open quadrant

10. www.nathanwood.consulting
High Performance
Environments
In other words, there is a
culture that promotes strong self-
awareness skills, coupled with a
high level of awareness
of others
Key Components
Feedback and disclosure
are essential for reducing the
size of the hidden, blind, and
unknow areas so that you create
an open and transparent
environment

11. Hidden Area
• As big as possible, meaning everyone is self-
aware, and there is a high awareness of others
• Needs everyone to be honest, open and
respectful with one another
• Regular feedback is required to enlarge this
open area and reduce the Blind Spot
FEEDBACK
Known to self Not known to self
Known to others
Not known to others
Open Area Blind Spot
Unknown Area
DISCLOSURE
• As small as possible to reduce secrecy
and unknown potential
• Disclosure is required to reduce the hidden and
unknown areas

12. Nathan Wood
Nathan Wood is a former professional sportsman and youth
international, mentor/assessor to Level 3 sports coaches,
and a certified Level 4 master coach.
Now operating a sports performance consultancy, he works with a
diverse range of athletes, coaches, parents, and organisations,
helping them to realise their true sporting potential.
Let’s connect
linkedin.com/in/nathan-wood-coaching
twitter.com/NathanTheoWood
facebook.com/NathanWoodConsulting
instagram.com/nathantheowood
slideshare.net/NathanWood44
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