The Johari Window

Do you know your blind spots?

Probably not. We can't know. They're called "blind spots" for a reason.

But have you asked someone you trust what they could be?

There are admittedly too many models for our teams to develop self-awareness, but this one has had an outsized impact on how we view organizational feedback and inclusion.

The Johari Window was designed by psychologists Joseph Luft and Harrington Ingham to help people better understand their relationship with themselves and others.

• Open Self - Known to you and others

• Blind Spots - Known by others but unknown to you

• Hidden Self - Known by you but unknown to others

• Mystery Self - Unknown by you and others

Bring your whole self to work, they say.

But when our employees can't see inclusion in action, when they don't feel a true sense of belonging, they may keep who they are hidden. When meaningful parts of our employees’ lives are hidden and unknown this can reduce human connection, short circuit trust and prevent co-workers from knowing how best to approach conflict and sensitive issues.

An organizational culture of feedback can reduce blind spots and foster collaboration.

An organizational culture of inclusion can reduce the negative impacts of the “hidden self.”