Because we have difficulty receiving feedback, we also have a hard time giving it!

When we work with Johari’s Window, we are working with the area of our behavior that is both unknown to us and unknown to our surroundings. When we move into the unknown and closed area, no one knows how we will react in a given situation or what behavior we are going to show.

The model shows Johari’s Window, in which, the larger the public area is known of your surroundings and a part of yourself – the more benefits there is of feedback being generated into a positive change in behavior.

The blind area is the area that I do not even know about, but that you are aware of. It may be that I do not talk nicely to you when I get stressed or nervous. It may also be that I drive you crazy by constantly causing minor problems.

WHY: The more we help each other to become aware of our behavior and reactions, the less our unknown and closed area will be.  Our private area will also become smaller as it becomes known to our surroundings.

There is always a reason as to why we react as we do. The more conscious you and your environment are about your reasons for your response, the easier it is to adapt feedback towards you.

It is not a requirement that you take your entire life to work, so that they can get the best glimpse of you and your reaction pattern. But it does help to be open and at the same time observe other people’s behaviors and reactions.

The goal of feedback is to develop the team, but to develop the team, we need to develop the individual.  You will improve, and your team will be stronger when you open up the areas that are unknown to your surroundings. When the public sector is at the its largest, your goal will be reached.


JoHari’s Window comes from the studies of Joseph Luft og Harrington Ingham (1955): “The Johari window, a graphic model of interpersonal awareness”.

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